Employer of Record in Haiti

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

Operations can start in less than a month when you partner with an EOR like INS Global  to kick start your business in Haiti. Meanwhile, setting up a legal entity from scratch can take an average of 4-12 months. 

EOR service costs in Haiti are calculated based on the worker’s monthly wages. Hence, the cost is based on the number of employees and the level of support rendered by the EOR provider. 

Yes. Partnering with an EOR in Haiti is a safe and convenient way to outsource all legal and administrative responsibilities without establishing a seperate entity in Haiti. 

Your team members in Haiti will be paid accurately and on time each month and will have access to all Haitian employee benefits. Also, your operations will be completely protected by the law thanks to regulatory expertise available at all times. 

Independent contractors who interact with their clients within an EOR framework in Haiti will retain full control of their work and may be eligible for many of the same benefits as regular employees.  

Yes. Our team of professionals can help you recruit the most suitable talent in Haiti with a commitment to the best ethical practices and considerations. 

Certainly! We handle headhunting, interviews, and candidate selection in every city or state in Haiti, depending on your needs or preference.  

As many or few employees you need to achieve your goals. Unlike other EOR services, INS Global does not impose a minimum or maximum hiring requirement. Instead, you can scale up or down quickly as your business strategy dictates.

You can avoid needing a physical address by using a Haitian EOR. However, having a shared workspace for your workers can be a good idea for long-term growth, and INS Global can provide guidance in finding the best spaces available. 

Definitely, we can manage the necessary visa and work permit processes for foreigners in Haiti, includingsituations where the local employment laws, tax laws, or employee benefits differ for Haitians and foreigners. 

EOR and PEO solutions help enterprises of all sizes, from SMEs to multinational corporations. These solutions allow you to hire or dispatch local and foreign workers securely and efficiently.  

Our legal expertise helps businesses that don’t have their own structures in Haiti or those seeking to avoid cost-scaling difficulties when expanding abroad. 

Companies can use staffing firms and umbrella corporations in addition to an EOR when hiring independent freelancers in Haiti. 

These contractors must be hired in accordance with a work agreement rather than an employment contract, according to the country’s law. Hence, independent contractors in Haiti can provide a CV, portfolio, verified references, and perhaps a signed NDA as part of the application process. 

The cost of hiring in Haiti should factor in expenses like salary, recruiting service fees, signing bonuses, and social security contribution payments. 

Employers in Haiti manage payroll for all workers, usually at the end of every month. Employers are responsible for withholding salary amounts corresponding to employees‘ income tax, health insurance, and social security fund contributions. 

There is no single national minimum wage in Haiti. Instead, the minimum wage is set according to industry. 

These are the common visa types for employees in Haiti: 

• Work Visa (Visa de Travail): This visa is for foreign nationals who intend to work in Haiti.  
• Temporary Work Permit: This permit is given for short-term employment or specific projects in Haiti. It allows foreign nationals to work in Haiti for a limited duration, usually up to 6 months.  
• Investor Visa: This visa category is for foreign investors who plan to establish a business or invest in Haiti. Investors must meet certain investment thresholds and fulfill specific Haitian authorities’ requirements. 

In Haiti, employers are responsible for organizing and withholding employees’ monthly income tax payments, health insurance, and social security fund contributions.  

Employers in Haiti have to contribute an equivalent of 3 and 6% of an employee’s salary to the health insurance and social security fund, respectively. 

Employees in Haiti are entitled to a state pension, public holidays, paid leave (sick, annual, and maternity leaves), and health insurance. 

Unilateral changes to an employee‘s contract are not permitted in Haiti. Both parties must agree upon any changes to an employee‘s working conditions. 

In addition to public and private healthcare, the Haitian government provides health insurance coverage funded by employer and employee contributions to various population segments, including formal sector employees, public servants, low-income individuals, and vulnerable groups. 

Employers in Haiti wishing to terminate an employee‘s contract must notify the employee (including the reason for termination and all termination entitlements) at least 15 days to 4 months before the expected termination date. The period of employment will determine the length of the notice and the severance pay due to the employee. 

The Ministry of Social Affairs and Labor (Ministère des Affaires Sociales et du Travail – MAST) regulates and oversees labor regulations in Haiti. 

Employees in Haiti are eligible for paid leave on the country‘s 13 nationally recognized public holidays.