Providing the right level of compensation and benefits is a vital part of an expansion for both you and your team. Your Seychelles benefits management plan must include statutory benefits plus additional benefits that will encourage employees to stay with your company long term. You’ll also have to follow Seychelles compensation laws to stay compliant and avoid hefty fines and delays.
G-P can help you expand without the stress of compliance. As a global Employer of Record (EOR), we manage all aspects of expansion. We’ll also help you source the best benefits for your teams and make sure they get paid the right amount at the right time.
Seychelles compensation laws
Seychelles has 2 different minimum wage levels depending on the type of worker. Casual workers are entitled to a different hourly wage than other types of workers. The minimum wage can change, so you should watch for any updates that could impact what you pay employees.
Guaranteed benefits in Seychelles
Employees in Seychelles must receive statutory benefits required by law. You can start your Seychelles benefits management plan by providing time off for the country’s 12 paid holidays and 21 days of paid annual leave. Employees typically accrue about 1.75 days of time off per month that they work.
Expecting employees should receive 16 weeks of paid maternity leave with the option to take another 12 weeks of unpaid leave before or after the paid leave. These employees cannot return to work until they finish out their paid leave. Additionally, all employees are entitled to 30 days of paid sick leave each year and 90 days in the case of hospitalization.
Seychelles benefits management
When you’re ready to give out benefits in Seychelles, it’s a good idea to also disperse additional benefits that will encourage greater retention rates. For example, many employees expect an annual bonus, though it’s not required by law.
Seychelles offers free universal healthcare, but private healthcare services are also available. You may choose to offer private healthcare as an additional benefit or provide a stipend for employees to source their own plan.
Restrictions for benefits and compensation
The biggest restriction for compensation and benefits is incorporation. If you don’t work with a global Employer of Record (EOR) such as G-P, you’ll need to establish your own subsidiary before you can start hiring and giving out compensation and benefits.
When you work with us, you won’t have to spend time and money setting up your subsidiary. We’ll hire talented employees for you, streamline payroll, and make sure you stay compliant throughout the process.
Partner with G-P to build your everywhere workforce.
As your partner in global expansion, G-P will handle payroll and compliance, so you can focus on growing your team and scaling your business. Our market-leading Global Growth Platform™ is powered by the first fully customizable suite of global employment products and backed by the industry’s largest team of in-country HR and legal experts to streamline payroll management and help you offer competitive, compliant local benefits.
Learn more about our platform and request a proposal today.