Payroll and Benefits Guide Guyana
Last updated: Mar 03, 2026
Contribution
| Employer Payroll Contributions | |
| 8.40% | National Insurance Scheme (NIS) |
| 8.40% | Total Employment Cost |
|
Employee Payroll Contributions
|
|
| 5.60% | National Insurance Scheme (NIS) |
| 5.60% |
Total Employee Cost
|
| Employee Income Tax | |
|
28%
|
0 GYD – 1,560,000 GYD
|
|
40%
|
1,560,001 GYD and above |
Employer taxes
Minimum Wage
The minimum wage varies between the public and private sectors. The minimum wage for private sector employees is GYD $60,000 per month. For public sector employees, the minimum wage is currently GYD $75,000 per month.
MINIMUM WAGE (PER MONTH)
Payroll
Payroll Cycle
The common payroll cycles in Guyana are bi-weekly and monthly.
13th Salary
In Guyana, there is no specific legislation mandating the payment of 13th or 14th salaries. While not legally mandated, some employers opt to provide discretionary bonuses or additional payments as part of their compensation packages. These can vary widely across companies and industries, with common practices including performance bonuses based on individual or company achievements, holiday bonuses during festive seasons like Christmas, and profit-sharing where companies distribute a portion of their profits to employees.
Working Hours
General
In Guyana, the standard work week is 40 hours, typically spread over five days from Monday to Friday.
Overtime
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Maximum Ordinary Hours: The national standard work limit is 8 hours per day and 40 hours per week (over not more than five days per week).
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Statutory Overtime Threshold: Overtime is generally due for any work performed beyond 8 hours in a day or 40 hours per week (Labour Act and associated Orders).
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Specific Triggers: For certain categories of workers (as per Cap. 99:03), overtime may be triggered after 4$7.25$ hours (seven and one-quarter hours) in any one day.
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Consent: Overtime work generally requires the request of the employer.6 However, if an employee works unauthorized overtime hours, they are typically still legally entitled to compensation.
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Exemptions: Professional, supervisory, and managerial employees are generally exempt from statutory overtime pay, especially if they are highly compensated.
Mandatory Overtime Pay Rates
Overtime is compensated at minimum premium rates, which are based on the employee’s regular hourly rate.
| Day/Condition | Minimum Compensation Rate (Statutory) | Total Pay Rate | Notes |
| Normal Overtime (Working Days) | 1.5 times the regular hourly rate (Time and a half). | 150% | Applies to hours worked beyond 8/day or 40/week. |
| Weekly Rest Day (Sunday) | 1.5 times the normal rate of pay. | 150% | Applies to all hours worked on a Sunday. |
| Public Holidays (General) | 1.5 times the normal rate of pay. | 150% | Applies to hours worked on most official public holidays. |
| Major Public Holidays (Factory Workers) | 2 times the normal rate of pay (Double time). | 200% | Workers employed in a FACTORY must be paid double their normal rate for working on Sundays and specific major holidays (e.g., Labour Day, Good Friday, Easter Monday, Christmas Day, Phagwah, and Eid-ul-Adha). |
Compensation Method:
-
There is generally no provision to substitute monetary overtime pay with time off in lieu (TOIL) under the Labour Act for factory workers; compensation must be monetary.
Leave
Annual Leave (vacation)
In Guyana, annual leave entitlement is governed by national legislation, international labour standards, and regional labour policy of CARICOM. Employees are entitled to annual leave based on their length of service. Workers with 1 to 10 years of service receive one calendar day of leave per month, totaling 12 working days annually. Those with over 10 years of service are entitled to two calendar days per month, amounting to 24 working days per year.
PTO carryover
In Guyana, statutory annual leave cannot be forfeited. Unused leave may be carried over by agreement or must be paid out on termination. A blanket “use-it-or-lose-it” policy that deletes accrued statutory leave is not lawful.
Public Holidays
Public holidays falling on a Sunday, it is typically observed on the following Monday.
| Date | Day | Holiday | Notes |
|---|---|---|---|
| 1 January 2026 | Thursday | New Year’s Day | Standard holiday |
| 23 February 2026 | Monday | Mashramani (Republic Day) | Standard holiday |
| 3 March 2026 | Tuesday | Phagwah (Holi) | Standard holiday |
| 3 April 2026 | Friday | Good Friday | Standard holiday |
| 6 April 2026 | Monday | Easter Monday | Standard holiday |
| 1 May 2026 | Friday | Labour Day | Standard holiday |
| 5 May 2026 | Tuesday | Arrival Day | Standard holiday |
| 26 May 2026 | Tuesday | Independence Day | Standard holiday |
| 27 May 2026 | Wednesday | Eid al-Adha | Standard holiday |
| 6 July 2026 | Monday | CARICOM Day | Standard holiday |
| 1 August 2026 | Saturday | Emancipation Day | Standard holiday |
| 3 August 2026 | Monday | Emancipation Day Holiday | Standard holiday |
| 25 August 2026 | Tuesday | Youman-Nabi | Standard holiday |
| 8 November 2026 | Sunday | Deepavali (Diwali) | Standard holiday |
| 9 November 2026 | Monday | Deepavali Holiday | Standard holiday |
| 25 December 2026 | Friday | Christmas Day | Standard holiday |
| 26 December 2026 | Saturday | Boxing Day | Standard holiday |
| 28 December 2026 | Monday | Boxing Day Holiday | Standard holiday |
Sick Days
In Guyana, sick leave pay is covered by the National Insurance Scheme (NIS). The NIS provides sickness benefits to insured employees who are temporarily incapable of work due to illness. The daily rate of sickness benefit is 70% of the employee’s average weekly insurable earnings. This benefit is payable from the fourth day of incapacity and can be received for up to 26 weeks in any continuous period of incapacity.
Maternity Leave
Female employees are entitled to 13 weeks of maternity leave, which can start up to 6 weeks before the expected date of delivery. If complications arise from pregnancy or delivery, this leave can be extended for an additional 13 weeks. Maternity leave is paid, with the National Insurance Scheme (NIS) covering the payments. The benefit is calculated at 70% of the employee’s average weekly insurable earnings
Paternity Leave
In Guyana, there is currently no national legislation that mandates paternity leave for fathers.
Employer taxes
Termination
Termination Process
In Guyana, the termination process depends on the type of termination (with or without notice). Termination with notice can occur through mutual consent, redundancy, or for good and sufficient cause, requiring proper documentation. The general procedure includes issuing a written notice, working during the notice period, and settling final payments. Summary dismissal is reserved for serious misconduct, allowing immediate termination. Employers must follow disciplinary procedures for less severe issues, and employees can challenge unfair dismissals. Adhering to the Termination of Employment and Severance Pay Act is essential to avoid legal disputes.
| Salary payment interval / date | Final payment on termination | Bank account/payment-method requirement |
|---|---|---|
| Wages must be paid at least monthly; practice varies for hourly/daily workers. | On termination, the employee is entitled to payment of wages and possibly severance/ redundancy under the Termination of Employment and Severance Pay Act (1997) if eligible. | Wages must be paid in money (legal tender) per the Labour Act (Cap 98:01) and remuneration in forms other than money is prohibited. |
Severance Pay
Employees who have completed one year or more of continuous employment are entitled to severance pay. The calculation is as follows:
- For the first five years of service, employees receive one week’s wages for each completed year of service.
- From the sixth to the tenth year, employees receive two weeks’ wages for each completed year of service.
- From the eleventh year onwards, employees receive three weeks’ wages for each completed year of service, up to a maximum of fifty-two weeks.
Severance pay is applicable in cases of redundancy, mutual consent, or termination for good and sufficient cause. Proper documentation and adherence to the Act are essential to avoid legal disputes.
Notice period
In Guyana, the notice period required for termination of employment depends on the length of service of the employee:
- For less than one year of service: Two weeks’ notice is required.
- For one year or more of service: One month’s notice is required.
It’s important to note that an employer cannot give notice of termination while an employee is on authorized leave
Probation Period
In Guyana, the probation period for employees is typically three months. However, the duration can be adjusted if both parties agree to a longer or shorter period. During the probationary period, either party can terminate the employment contract at any time, for any reason, and without notice.
Immigration
In Guyana, obtaining a work visa involves several steps and requirements. A job offer from an employer in Guyana is required. The employer must submit the worker details to the Ministry of Home Affairs before their arrival. The application is reviewed by the Ministry of Home Affairs and the immigration services, and the approval process can take from one week to one month. Upon approval, the work permit is issued on arrival in Guyana. The standard work permit is valid for three years and can be renewed multiple times, each renewal requiring a fee. There is no official residence permit; non-residents are taxed only on their Guyanese income unless they stay for 183 days or more, in which case they are considered residents for tax purposes.
The required documents for the application include:
- A valid passport (must be valid for at least six months upon entry).
- Completed work permit application form.
- Passport-sized photograph.
- Job offer letter from the employer.
- Employer’s business registration details and reasons for hiring a non-national.
- Police clearance and medical report.
- Proof of advertisement of the job vacancy in local newspapers for three consecutive months.
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Public Holidays Calendar
| Date | Day | Holiday | Notes |
|---|---|---|---|
| 1 January 2026 | Thursday | New Year’s Day | Standard holiday |
| 23 February 2026 | Monday | Mashramani (Republic Day) | Standard holiday |
| 3 March 2026 | Tuesday | Phagwah (Holi) | Standard holiday |
| 3 April 2026 | Friday | Good Friday | Standard holiday |
| 6 April 2026 | Monday | Easter Monday | Standard holiday |
| 1 May 2026 | Friday | Labour Day | Standard holiday |
| 5 May 2026 | Tuesday | Arrival Day | Standard holiday |
| 26 May 2026 | Tuesday | Independence Day | Standard holiday |
| 27 May 2026 | Wednesday | Eid al-Adha | Standard holiday |
| 6 July 2026 | Monday | CARICOM Day | Standard holiday |
| 1 August 2026 | Saturday | Emancipation Day | Standard holiday |
| 3 August 2026 | Monday | Emancipation Day Holiday | Standard holiday |
| 25 August 2026 | Tuesday | Youman-Nabi | Standard holiday |
| 8 November 2026 | Sunday | Deepavali (Diwali) | Standard holiday |
| 9 November 2026 | Monday | Deepavali Holiday | Standard holiday |
| 25 December 2026 | Friday | Christmas Day | Standard holiday |
| 26 December 2026 | Saturday | Boxing Day | Standard holiday |
| 28 December 2026 | Monday | Boxing Day Holiday | Standard holiday |
Questions & Answers