A Canadian e-commerce company needed a customer support lead who understood the Caribbean market — someone based in the region, fluent in English, and comfortable managing a distributed team across three time zones. They found exactly the right person in St. John’s, Antigua. She’d spent eight years in hospitality management and knew how to handle high-volume service operations. But when the company’s HR team looked into hiring her directly, they ran into a wall. Antigua and Barbuda requires foreign companies to register locally before employing anyone on the island. The process involves the Companies Registry, Inland Revenue registration, Social Security Board enrollment, and Medical Benefits Scheme setup. For one hire, it didn’t make sense.

That’s where an employer of record in Antigua and Barbuda comes in. Instead of setting up a local company, you use a partner that already has one. They hire your chosen candidate under Antiguan law, run payroll in Eastern Caribbean dollars, file social security and medical benefits contributions, and make sure everything stays compliant. You keep control of the work. They handle the legal and administrative infrastructure.

This guide walks through how an employer of record works in Antigua and Barbuda: what it costs, what employment laws apply, how benefits and termination work, and how to decide whether an EOR fits your situation.

Employer of Record in Antigua and Barbuda: How to Hire Without Setting Up a Company

Most companies looking to hire in Antigua and Barbuda face a choice. Register a local company (with all the regulatory overhead that involves), or find a simpler route. An employer of record gives you that simpler route.

An EOR in Antigua and Barbuda is the legal employer for your team members. On paper, they’re the employer. In practice, you manage the work. You decide who to hire, what they do, and how the role develops. The EOR handles everything that touches Antiguan labor law: contracts, payroll, taxes, social security contributions, and statutory benefits.

This matters because Antigua and Barbuda has a well-developed employment regulatory framework. The Antigua and Barbuda Labour Code (CAP. 27, as amended in 2019) governs all employment relationships. The Labour Commissioner’s office actively oversees compliance, and foreign companies can’t simply pay someone as a contractor and hope for the best. Misclassification carries real consequences — including back-dated social security contributions and penalties.

Talk to Remote People about compliant EOR services in Antigua and Barbuda →

Hire in Antigua and Barbuda

The Eastern Caribbean’s premier business and tourism hub with Social Security contributions, the Antigua and Barbuda Labour Code, and statutory benefits compliance.

We handle employment contracts, payroll, social contributions, and full Antigua and Barbuda compliance.

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Employer of Record vs. Setting Up a Local Entity in Antigua and Barbuda

EOR vs. Local Entity in Antigua & Barbuda — 2026 Comparison. Source: Remote People internal benchmarks, 2026.
FactorEOR Local Entity
Setup Time1–5 business days4–10 weeks
Setup Cost$0$3,000–$8,000+
Registrations RequiredNone (EOR handles)Companies Registry, IRD, Social Security, MBS
Ongoing AdminHandled by EORMonthly filings, annual returns, registered office
Compliance RiskEOR managesYou manage
Best For1–15 employees15+ employees or government contracts
Exit FlexibilityEnd when contracts endDeregistration process required

When an EOR Makes Sense

An EOR is the right choice when you’re hiring a small team (1–15 people), need to start quickly, or want to test the Antiguan market before committing to a full corporate presence. You skip the company registration, Inland Revenue setup, and Social Security Board enrollment process entirely.

It’s also the better option when compliance is your main concern. Antigua and Barbuda’s Labour Code has specific requirements around contracts, notice periods, severance, and social security contributions. An EOR operating locally already knows these rules and updates when they change — like the January 2025 social security rate increase.

When a Local Entity Makes More Sense

If you’re hiring more than 15 employees, plan to bid on government contracts (which often require local incorporation), or want to establish a permanent Caribbean operations hub, setting up your own entity becomes more cost-effective. Tourism, financial services, and offshore business services are the sectors where this most commonly applies.

Remote People can help you evaluate when the transition from EOR to entity makes financial sense.

What an Employer of Record Actually Does in Antigua and Barbuda

So what does an EOR do on the ground?

They draft locally compliant employment contracts in English (Antigua’s official language), incorporating all mandatory clauses: job title, compensation, working hours, probation period, notice provisions, and references to the Labour Code.

On payroll, salaries are calculated and paid in Eastern Caribbean dollars (XCD). The EOR deducts the correct employee contributions — 6.5% for social security and 3.5% for the Medical Benefits Scheme — and files with the Antigua and Barbuda Social Security Board and the MBS.

Employer contributions are filed and paid in full:

Employer Tax Contributions

Total mandatory employer contributions in Antigua and Barbuda run approximately 13% of insurable earnings:

Source: Antigua and Barbuda Social Security Board, 2025 rate schedule (effective January 2025).
ContributionRate
Social Security (private sector)9.5%
Medical Benefits Scheme (MBS)3.5%
Total Employer Cost13.0%

That’s notably lower than many Caribbean neighbors and significantly lower than most developed markets. Combined employer and employee contributions total 23%.

Employee Tax Contributions

Source: Antigua and Barbuda Social Security Board, 2025 rate schedule.
ContributionRate
Social Security (private sector)6.5%
Medical Benefits Scheme (MBS)3.5%
Total Employee Cost10.0%

Social security contributions are calculated on insurable earnings up to EC$6,500 per month (the earnings ceiling). The total combined rate for the private sector is 16% for social security (employer 9.5% + employee 6.5%) and 7% for medical benefits (3.5% + 3.5%).

One important note: as of January 2025, the Social Security Board increased private sector contribution rates from 14% to 16% total, part of a phased schedule to strengthen the pension fund. Employers must stay current — the EOR handles this automatically.

Then there’s benefits administration. From annual leave to sick leave, maternity coverage, and public holidays, the EOR makes sure your employees receive everything they’re entitled to under the Labour Code.

And compliance monitoring. The EOR stays ahead of regulatory changes — like the 2025 contribution rate increase — so you don’t get caught off guard.

Employment and Labor Laws in Antigua and Barbuda

Employment Contracts

All employment relationships in Antigua and Barbuda should be documented with a written contract. If you’re planning to hire employees in Antigua and Barbuda, the Labour Code requires that employees receive written terms of employment within 14 days of starting work. Contracts can be indefinite or fixed-term. Fixed-term contracts must specify the duration and reason.

Contracts should cover: job title and description, compensation, working hours, probation terms, notice period, and any special conditions. The Labour Code Amendment Act of 2019 strengthened several worker protections, so contracts need to reflect the updated requirements.

Working Hours and Overtime

The statutory maximum workweek in Antigua and Barbuda is 48 hours. Most employers structure this as 40 hours across 5 days, with some sectors (hospitality, retail) using 6-day schedules.

Overtime kicks in beyond the agreed daily or weekly hours. The minimum premium is 150% of the regular hourly rate. Work on rest days or public holidays is compensated at 200% (double time). Night shift work may also carry premium rates depending on the sector.

Salary Benchmarks

Average monthly salaries in Antigua and Barbuda range from EC$3,500 to EC$4,500 (roughly US$1,300–$1,670). Professionals in tourism management, finance, and IT can command EC$6,000–$10,000 depending on experience and sector.

The minimum wage was increased to EC$9.00 per hour (approximately US$3.33) effective January 2025, up from the previous EC$8.20 that had been in place since 2014. There’s ongoing advocacy from the Antigua and Barbuda Workers’ Union to raise this to EC$13.50 per hour, though no formal change has been enacted for 2026 yet.

Income Tax

Here’s something that surprises most employers: Antigua and Barbuda does not impose a personal income tax. The government eliminated it in 2016 as part of a tax reform package. There’s no PAYE withholding on employee salaries, no capital gains tax, and no inheritance tax.

Antigua & Barbuda Personal Income Tax 2026.
Income LevelRate
All resident employment income0%
Non-resident income (withholding)12.5%

Probation Periods

The standard probation period is 3 months maximum. It can only be extended if there’s a collective agreement between the employer and a registered trade union. During probation, either party can end the relationship with at least 24 hours’ written notice.

What it Costs to Use an Employer of Record in Antigua and Barbuda

EOR pricing for Antigua and Barbuda typically follows a flat monthly fee model.

Most providers charge between $300 and $600 per employee per month. This covers payroll processing, social security filings, MBS contributions, compliance monitoring, and benefits administration.

On top of the service fee, you cover the employee’s gross salary plus the mandatory 13% employer contributions:

Antigua & Barbuda EOR Cost Breakdown — Monthly Estimate 2026. Source: Remote People internal pricing estimates, 2026.
Cost Component Monthly Amount (EC$) USD Equivalent
Gross Salary 5,000 ~$1,850
Employer Social Security (9.5%) 475 ~$176
Employer MBS (3.5%) 175 ~$65
EOR Service Fee — $300–$600
Total Employer Cost — ~$2,391–$2,691

Compare that to setting up a local entity, where you’d face company registration fees, Inland Revenue registration, Social Security Board enrollment, MBS registration, ongoing accounting, and a local registered office. For a small team, the EOR model saves both money and months of setup time.

Get a free cost breakdown from Remote People →

Employee Benefits and Leaves in Antigua and Barbuda

Source: Antigua and Barbuda Labour Code (CAP. 27, as amended 2019).
Leave Type Entitlement Paid By
Annual Leave 12 days (21 after 5 years) Employer
Public Holidays ~13 per year Employer
Sick Leave 12 days/year, then Social Security (up to 26 weeks) Employer / Social Security
Maternity Leave 13 weeks Social Security (60%)
Paternity Leave No statutory entitlement N/A
Bereavement Leave Per employer policy / collective agreement Employer

Annual Leave

Employees who’ve completed their probation period earn 1 working day of paid annual leave for each month of employment — that’s 12 days per year. After 5 years of continuous service, annual leave increases to 21 days. Leave must be taken within 6 months of the anniversary date, and employers can’t substitute payment for leave except on termination.

Public Holidays

Antigua and Barbuda observes approximately 13 public holidays per year. If a holiday falls on a Sunday, the following Monday is usually observed instead.

Source: Government of Antigua and Barbuda, 2026 holiday calendar.
HolidayDateType
New Year’s Day1 JanuaryNational
Good Friday3 AprilNational
Easter Monday6 AprilNational
Labour Day4 MayNational
Whit Monday25 MayNational
Carnival Monday3 AugustNational
Carnival Tuesday4 AugustNational
National Day of Prayer10 SeptemberNational
Independence Day1 November (observed 2 November)National
V.C. Bird Day9 DecemberNational
Christmas Day25 DecemberNational
Boxing Day26 DecemberNational

Sick Leave

Employees are entitled to 12 days of paid sick leave per year after completing probation. A medical certificate is required after 3 consecutive days of absence. For extended illness, the Social Security Board covers sickness benefits — typically around 60–66% of insurable earnings — for up to 26 weeks.

Maternity and Paternity Leave

Female employees receive 13 weeks of maternity leave, typically split as 6 weeks before and 7 weeks after delivery. The Social Security Board pays a maternity benefit equal to 60% of the employee’s average insurable earnings from the previous year. To qualify, the employee must have made a minimum number of contributions.

There’s currently no statutory paternity leave in Antigua and Barbuda, though some employers offer it voluntarily. The Labour Code Amendment Act of 2019 strengthened several family-related protections, and further reforms are under discussion.

13th Month Salary

There’s no statutory requirement for a 13th month salary in Antigua and Barbuda. Some employers in the private sector offer year-end bonuses, particularly in tourism, banking, and government-adjacent roles, but it’s discretionary.

Termination Rules: How to End an Employment Relationship in Antigua and Barbuda

Notice Periods

Notice periods depend on length of service:

Source: Antigua and Barbuda Labour Code (CAP. 27).
Service LengthNotice Period
During probation24 hours
Less than 1 year1 week
1–5 years2 weeks
Over 5 years4 weeks

Notice must be given in writing. Payment in lieu of notice is permitted. The maximum statutory notice is 30 days unless the employment contract specifies a longer period.

Severance Pay

Employees with more than one year of continuous service are entitled to severance pay on termination — unless the dismissal was for gross misconduct. The minimum calculation is one day’s pay for each month worked (or part thereof).

Severance isn’t required if the employee resigns voluntarily, retires, or is dismissed for documented serious misconduct (theft, violence, gross insubordination, etc.).

Redundancy

Redundancy in Antigua and Barbuda is defined broadly: lack of customer orders, retrenchment, installation of labor-saving machinery, or the employer going out of business. Employees who are made redundant after at least one year of service are entitled to severance pay calculated under the same formula.

How to Choose the Right Employer of Record for Antigua and Barbuda

Caribbean Expertise

Antigua and Barbuda is part of the OECS (Organisation of Eastern Caribbean States) and CARICOM, which means its labor regulations share characteristics with neighboring islands but also have unique provisions.

Choose a provider with actual Caribbean expertise — not one applying a generic global template. The Labour Code, Social Security Board requirements, and MBS filings all have specific local nuances.

Social Security Compliance

The Social Security Board requires employers to register within 7 days of hiring their first employee. Monthly contributions must be filed and paid on time — late payments attract penalties. With the recent rate increase in January 2025, accuracy is more important than ever. Your EOR should have a clean compliance track record.

Contract Standards

Employment contracts must reflect current Labour Code provisions, including the 2019 Amendment Act updates. Make sure your EOR drafts contracts that include all mandatory terms and properly address probation, notice, and severance provisions.

Transparent Pricing

Get a full breakdown of: service fee, employer social security contribution (9.5%), MBS contribution (3.5%), and any charges for onboarding, offboarding, or contract amendments. Some providers fold social contribution filings into their fee; others charge separately.

Why Antigua and Barbuda is Worth Hiring In?

Antigua and Barbuda is a twin-island nation in the Eastern Caribbean with a population of roughly 100,000. It’s small, but it punches above its weight as a business location.

English is the sole official language — no translation requirements, no bilingual contracts, no language barriers with North American or European teams. The country operates on Atlantic Standard Time (GMT−4), which overlaps well with US Eastern hours and provides a manageable 4–5 hour overlap with Western European business hours.

The zero personal income tax is a genuine differentiator for employee recruitment. Candidates earn more take-home pay than they would in countries with progressive income tax systems. That’s a powerful selling point when competing for Caribbean talent against employers in Trinidad, Barbados, or Jamaica, where income tax applies.

Antigua’s economy runs on tourism, but it’s diversifying. Financial services, offshore business processing, and technology-enabled services are growing sectors. The government has actively courted international business through its Citizenship by Investment Programme and favorable corporate tax policies.

Internet connectivity has improved significantly, with fiber broadband now available across much of the island. For remote roles in customer support, operations management, content production, and Caribbean market development, Antigua offers a cost-effective, English-speaking, tax-friendly base.

Getting Started with an Employer of Record in Antigua and Barbuda

Hiring your first employee in Antigua and Barbuda through an EOR is simpler than you’d expect.

You choose an EOR partner and share your candidate’s details, role description, and compensation package. The EOR drafts a compliant employment contract under the Labour Code, registers the employee with the Social Security Board and Medical Benefits Scheme, and sets up payroll in Eastern Caribbean dollars.

That typically takes 1–5 business days. From there, the EOR runs monthly payroll, files social security and MBS contributions, manages leave entitlements, and stays current with regulatory changes. You manage the work.

Expand into Antigua and Barbuda with Remote People’s Employer of Record

Remote People handles hiring in Antigua and Barbuda end to end. We manage the legal employment, payroll in EC dollars, Social Security Board filings, Medical Benefits Scheme contributions, and full compliance with the Antigua and Barbuda Labour Code. You focus on building your team.

No local entity needed. No multi-step registration process. Your new hire can be onboarded and working within days.

Start hiring in Antigua and Barbuda in as little as 48 hours. Whether you need one specialist in St. John’s or a Caribbean operations team, Remote People handles the complexity.

Get a free customized proposal →

Frequently Asked Questions

An employer of record (EOR) in Antigua and Barbuda is a local organization that legally employs workers on behalf of a foreign company. The EOR handles employment contracts, payroll, social security contributions, Medical Benefits Scheme filings, and compliance with the Antigua and Barbuda Labour Code. You manage the employee’s day-to-day work and responsibilities.

EOR services typically cost between $300 and $600 per employee per month as a flat fee. On top of the service fee, you cover the employee’s salary and mandatory employer contributions: 9.5% for social security and 3.5% for the Medical Benefits Scheme, totaling 13% of insurable earnings (capped at EC$6,500/month).

No. The EOR already has one. You skip the company registration with the Companies Registry, Inland Revenue registration, Social Security Board enrollment, and MBS setup. Your employees are hired through the EOR’s existing Antiguan entity.

No. Antigua and Barbuda eliminated personal income tax in 2016. Resident employees pay 0% income tax on their earnings. This makes take-home pay significantly higher than in most Caribbean nations. Non-residents face a 12.5% withholding tax on Antiguan-source income.

Mandatory employer contributions total approximately 13% of insurable earnings: 9.5% for social security (increased from 8% in January 2025) and 3.5% for the Medical Benefits Scheme. Contributions are calculated on earnings up to EC$6,500 per month.

Most providers complete the process in 1–5 business days. The main steps are signing the employment contract, registering with the Social Security Board, enrolling in the Medical Benefits Scheme, and setting up payroll. Remote People can have your team member onboarded in as little as 48 hours.

The minimum wage is EC$9.00 per hour (approximately US$3.33), effective since January 2025. This was the first increase since 2014, when the rate was set at EC$8.20. Ongoing discussions about a further increase to EC$13.50 haven’t yet resulted in legislation.

The primary legislation is the Antigua and Barbuda Labour Code (CAP. 27), as amended by the Labour Code Amendment Act of 2019. It covers employment contracts, wages, working hours, leave entitlements, termination, and severance. The Social Security Act governs contributions and benefits. The Workmen’s Compensation Act (2014) covers workplace injury protections.