Employer of Record in Palau

Employment Laws and Regulations in Palau

Employment Contracts

Employment in Palau is governed primarily by Palau Labor Code, with separate chapters covering general labour, minimum wage, non-resident workers, and employment agency licensing. Title 30 is focused on the Protection of Resident Workers framework and non-resident worker permits rather than a comprehensive private-sector labour code; day-to-day employment terms such as leave, notice, and severance are set by the individual employment contract, the employer’s personnel handbook, and the Republic of Palau Public Service System Regulations (which apply to national government employees but are used as a benchmark by most EOR providers). Written contracts are standard practice for both Palauan citizens and non-residents, and a non-resident worker permit application requires a signed contract as part of the documentation. Fixed-term and indefinite contracts are both used; fixed-term contracts are common for donor-funded project work, while indefinite contracts are standard for permanent hires. English is the working language of government and business and is used in virtually all written contracts, though Palauan is also an official language.

Working Hours and Overtime

The standard working week in Palau is 40 hours spread over five days, with an eight-hour standard day. The Ministry of Human Resources applies this benchmark to non-resident workers and the Public Service System Regulations apply it to national government employees; private-sector contracts routinely follow the same standard. Under Title 30 of the Palau National Code, hours worked above 40 in a week are paid at a premium of at least 1.5 times the base hourly rate, and Palauan courts will enforce overtime provisions written into the employment contract. Because the statutory framework for overtime leaves some discretion to the contract (for example, the treatment of night shifts and work on weekly rest days), EOR providers write overtime terms into every offer letter and employee handbook rather than relying on defaults.

Employers that want to follow U.S.-style norms should reference the 1.5x overtime multiplier for weekday overtime and document holiday pay in the contract. Overtime pay is included in the wage base for ROPSSA Social Security and Healthcare Fund contributions and is treated as ordinary wages for the graduated 6% to 12% Wages and Salaries Tax.

Minimum Wage

Palau’s statutory minimum wage is USD 5.00 per hour, effective 1 October 2025 under Public Law 11-34, which was signed by the President on 10 June 2024. The new rate was phased in from a previous USD 4.25 floor and applies to all private-sector employment covered by Title 30 of the Palau National Code. Certain categories remain outside the minimum-wage regime, including foreign diplomatic staff, domestic workers in private households, casual and part-time work below set hour thresholds, and certain agricultural and fishing roles. Minimum-wage reviews are handled by the Palau Minimum Wage Review Commission, and the rate is expected to be reviewed again within the next statutory cycle. For a detailed breakdown of how the USD 5.00 floor applies to different job categories, exempt roles, and deductions for meals and housing, see our Palau minimum wage guide.

Probation Period

Palau’s labour code does not set a statutory maximum probation period for private-sector employment. Probation is a matter of contract. The Public Service System Regulations apply a one-year probationary period for new national government career employees, and that benchmark is commonly referenced in private-sector contracts, though three- and six-month probation clauses are also widely used. During probation, either party may terminate without the contractual notice otherwise required, provided the probation clause in the written contract is clear. An EOR will typically align the probation clause with the client’s internal policy while keeping it within the three- to twelve-month range normal in Palau.

Leave Entitlements

Palau’s statutory leave regime applies directly to national government employees under the Public Service System Regulations and to certain categories of workers protected under Title 30. For most private-sector employment, leave is largely contractual: the employer’s handbook and the individual contract set the entitlement. Most private employers and EOR providers in Palau benchmark to the Public Service System Regulations and to the Ministry of Human Resources guidance for non-resident workers, because those are the most fully documented and enforceable standards.

Annual Leave

Under the Public Service System Regulations, full-time permanent national government employees accrue annual leave at eight hours per pay period (approximately four weeks per year, or roughly 20 working days). Accrual begins from the first day of service, including during probation, and unused leave can be carried over subject to a cap. Private-sector employment contracts in Palau commonly match the public-service benchmark, though two to three weeks is also common for smaller employers. Non-resident worker contracts typically provide a minimum of 10 to 15 working days of paid annual leave per year of service.

Sick Leave

The Public Service System Regulations provide full-time permanent national government employees with four hours of sick leave per pay period (approximately 13 working days per year), accrued from the first day of service, with unused sick leave carried forward without the cap that applies to annual leave. A medical certificate is typically required for absences of three or more consecutive days. Private-sector sick leave is contractual; many employers adopt the 13-day public-service benchmark, and some mirror U.S. private-sector norms of five to ten days per year.

Maternity Leave

There is no statute of general application that mandates paid maternity leave for private-sector employees in Palau. The National Public Service Act 1995 and implementing regulations provide national government employees with one month of paid maternity leave plus up to four additional months of unpaid leave, drawn against accrued annual and sick leave where available. Private-sector contracts handled by an EOR usually provide six to twelve weeks of maternity leave, with the paid portion funded by the employer. Job protection during pregnancy is not governed by a standalone statutory framework in the private sector and must be written into the contract.

Paternity Leave

Palau has no statutory paternity leave requirement. Public-sector paternity leave is generally drawn from accrued annual leave, and private-sector paternity leave is a matter of contract. EOR providers commonly offer a discretionary three to five working days of paid paternity leave, aligned with U.S. private-sector practice.

Other Statutory Leave

Palau recognises several additional types of leave under the Public Service System Regulations, which are commonly adopted in private-sector contracts:

• Bereavement leave: Typically three to five days for the death of an immediate family member; contractual in the private sector.
• Compassionate leave: Short-term paid leave for limited-term appointees and certain family emergencies under the Public Service System Regulations.
• Court / jury duty leave: Paid leave for employees required to appear as witnesses or jurors in Palauan courts.
• Military leave: Provided for Palauan nationals serving in the U.S. armed forces under the Compact of Free Association.
• Educational leave: Unpaid or partially paid leave available to public-service employees pursuing approved study, at the agency’s discretion.

The table below summarises the leave framework that most EOR providers apply, blending the statutory public-service benchmark with standard private-sector contract terms. The key takeaway is that annual and sick leave accrue from day one of employment, including during probation, because the Public Service System benchmark sets no waiting period.

Statutory Employee Benefits

Beyond leave, the mandatory benefits landscape in Palau is centred on the Republic of Palau Social Security Administration (ROPSSA), which runs both the Social Security pension programme and the Healthcare Fund that underwrites the National Health Insurance scheme. An EOR ensures each of the following is in place:

• ROPSSA Social Security contributions: 7% employer and 7% employee under the Republic of Palau Social Security Act, funding old-age, disability, and survivor pensions. Registration with ROPSSA is mandatory for every employee.
• Healthcare Fund (HCF) contributions: 2.5% employer and 2.5% employee, funding the National Health Insurance programme that covers primary care, hospitalisation, and outpatient services for registered Palauan residents.
• Workers’ compensation: Palau does not operate a single national workers’ compensation scheme; ROPSSA pays disability and survivor benefits for work-related injuries meeting the statutory tests, and employers typically carry supplemental private workers’ compensation cover for non-covered events.
• Wage tax withholding: Employers are required to withhold the graduated 6%, 10%, and 12% Wages and Salaries Tax under Title 41 Chapter 9 and remit it to the Bureau of Revenue and Taxation. This is a compliance obligation rather than a benefit, but failure to comply exposes the employer (and therefore the client of the EOR) to penalties.
• Public holiday pay: Employers observe the 11 national holidays codified in 1 PNC § 701, with paid time off standard for full-time employees.

Unlike many jurisdictions, Palau has no mandatory private pension beyond ROPSSA Social Security, no mandatory 13th-month salary, and no mandatory meal or transport allowance. All exact contribution rates are shown in the employer and employee contribution tables in the payroll section.

Recent Regulatory Updates (2026)

Palau’s employment framework has seen two significant changes in the last 18 months. The first is the minimum-wage increase to USD 5.00 per hour effective 1 October 2025 under Public Law 11-34, signed by the President on 10 June 2024 and widely reported at the time as a major step up from the previous USD 4.25 floor. The second is the continued stability of the ROPSSA Social Security rate at 7% employer plus 7% employee and the Healthcare Fund rate at 2.5% employer plus 2.5% employee, both of which have held at their current levels despite ongoing public debate about the long-term solvency of the pension fund. The graduated Wages and Salaries Tax in Title 41 Chapter 9 (6% up to USD 8,000, 10% from USD 8,001 to USD 40,000, and 12% above USD 40,000) has also been unchanged since the 2013 Net Profits Tax reform. Employers should watch for any Olbiil Era Kelulau (National Congress) proposals that might adjust the wage-tax thresholds or introduce new payroll levies (Palau National Government).

Work Permits and Visas in Palau

Work Permit Requirements

Who Needs a Work Permit

Palauan citizens need no permit to work in their own country. U.S. citizens and nationals of the Federated States of Micronesia and the Republic of the Marshall Islands (the “Compact” nations) enjoy special status under the Compact of Free Association: they generally need no entry permit for short or long residence and no work permit to accept employment in Palau, though they remain subject to immigration registration on arrival. All other foreign nationals, including citizens of the Philippines, Bangladesh, China, Japan, and the EU, require a non-resident worker permit under 30 PNC §§ 161–165 before taking up employment.

Eligibility and Required Documents

For non-Compact foreign nationals, the non-resident worker permit application requires the employer to first advertise the vacancy through the Ministry of Human Resources for at least 30 calendar days to give Palauan citizens an opportunity to apply. If no qualified Palauan citizen is available, the employer submits the permit application with the following supporting documents:

• Passport valid for at least six months beyond the intended period of stay
• Signed employment contract specifying position, duration, and compensation in USD
• Police clearance from each country where the applicant has resided for six months or more in the past five years
• Medical certificate confirming fitness to work and freedom from communicable disease
• Evidence of the 30-day publicity period and any applications received from Palauan citizens
• Employer sponsorship letter and business licence of the Palau-registered sponsor
• Non-resident worker permit fee paid in advance to the Ministry of Human Resources

Processing Time and Validity

Non-resident worker permit processing typically takes six to ten weeks once a complete application is submitted, including the 30-day publicity period. The initial permit is usually issued for one year, renewable, tied to the sponsoring employer. The employee must have the permit in their possession on arrival in Palau. Delays most often come from missing police clearances, incomplete medical documentation, or gaps in the Ministry of Human Resources publicity record.

Renewal Process

Renewal applications are filed through the Ministry of Human Resources before the current permit expires, typically at least 30 days in advance. Documentation includes an updated employment contract, current passport, and fresh medical certification. Employees with a valid and pending renewal may continue to work while the renewal is under review, provided the renewal was filed before the expiration date. The EOR coordinates renewals on behalf of the employee and the client.

Common Visa Types for Foreign Workers

Palau’s Bureau of Immigration is the authority issuing entry permits and resident status, working alongside the Ministry of Human Resources for employment-linked permits. The permit catalogue is narrower than many countries, reflecting Palau’s small economy: most working foreign nationals come in on a non-resident worker permit tied to an employer, and only Compact citizens can live and work long term with no employment-specific permit. An EOR registered in Palau can sponsor each of the permits in the table below for the client company’s employees.

The following non-employment permits exist in Palau’s immigration framework but do not authorise work:

• Tourist entry: For visits up to 30 days on arrival; no work rights attach and the traveller pays the Pristine Paradise Environmental Fee on departure.
• Student permit: For attendance at Palau Community College or approved programmes; does not permit employment off-campus.
• Transit entry: For passengers in transit through Koror; no work rights.

How an EOR Handles Work Permits

The EOR is the legal sponsor on the non-resident worker permit application. It files the 30-day publicity advertisement with the Ministry of Human Resources, compiles the police clearance and medical certificate packets, pays the permit fees, and coordinates the visa issuance at the nearest Palau consulate or, for visa-waived nationalities, on arrival. The employee is responsible for providing identity documents, personal history, and signed declarations, and for attending any required medical examination. Because the non-resident worker permit adds six to ten weeks before the employee can start, work-permit onboarding runs in parallel with contract preparation rather than after it. Compact citizens do not go through this process at all: they register on arrival and begin work immediately once the EOR has completed payroll and ROPSSA registration.

Payroll, Taxes, and Social Security in Palau

Employer Contributions

Employer payroll burden in Palau is concentrated in two contributions to ROPSSA: the Social Security contribution and the Healthcare Fund. There is no separate unemployment insurance contribution, no statutory training tax, and no additional state-level wage surtax. The table below shows the statutory employer contributions that apply to all covered employees. For a deeper explanation of how each payroll tax component interacts with gross salary, see our Palau payroll tax guide.

Employee Contributions

Employees pay matching ROPSSA contributions plus the graduated Wages and Salaries Tax under Title 41 Chapter 9 of the Palau National Code. There is no state-level wage surtax on top of the national wage tax, so the payroll deduction stack below is complete for most employees.

Income Tax

Palau operates a three-bracket Wages and Salaries Tax under Title 41 Chapter 9 of the Palau National Code, applied to wages earned in Palau. There is no separate capital-gains tax on employment income, no progressive local wage tax, and no national value-added tax feeding back into payroll. Thresholds are set in USD because Palau uses the U.S. dollar as its official currency.

Payroll Cycle

Palau payroll is paid in U.S. dollars, typically via direct deposit to a local bank (Bank of Guam, Bank of Hawaii, or a Palauan commercial bank) or a U.S. bank account. Monthly and semi-monthly cycles are both common, with semi-monthly (the 15th and the last day of the month) mirroring national government practice. Payslips must itemise gross wages, ROPSSA Social Security and Healthcare Fund deductions, Wages and Salaries Tax withheld, and net pay. Employers file quarterly Wages and Salaries Tax returns with the Bureau of Revenue and Taxation and quarterly ROPSSA contribution reports; both are typically due within 30 days after quarter-end. An annual employee wage statement is issued to each worker for income-tax reconciliation.

13th Month Salary and Bonus Pay

Palau does not have a statutory 13th-month salary. Year-end bonuses, Christmas bonuses, and performance bonuses are entirely at the discretion of the employer and governed by the employment contract or company policy. Some donor-funded and government-adjacent employers pay a Christmas honorarium by tradition, but this is not a legal entitlement. Where bonuses are paid, they are treated as ordinary wages for both ROPSSA Social Security and Healthcare Fund contributions and for the Wages and Salaries Tax. There is no statutory profit-sharing or 14th-month salary requirement.

Cost of Hiring Through an EOR in Palau

EOR Service Fees

EOR service fees in Palau typically fall in the USD 400 to USD 700 per employee per month range, billed as a flat monthly service fee. Included in that fee is the drafting of the Palau-compliant employment contract, monthly USD payroll processing, quarterly Wages and Salaries Tax filing, quarterly ROPSSA Social Security and Healthcare Fund reporting, benefits administration, leave tracking, and ongoing HR advisory. Non-resident worker permit sponsorship is usually billed separately as a one-time setup fee in the USD 1,500 to USD 3,000 range, plus any government permit fees.

Total Employment Cost Breakdown

The example below shows the total cost to the client of placing a USD 40,000 annual salary employee in Palau through an EOR. Because Palau uses the U.S. dollar, there is no exchange-rate conversion and every line item is in USD. The statutory employer burden in Palau is moderate: the 7% ROPSSA Social Security and 2.5% Healthcare Fund contributions together equal 9.5% of covered wages, with no additional unemployment, training, or state-level wage taxes.

At a USD 40,000 salary the statutory employer burden (ROPSSA + HCF) is 9.5% and the EOR service fee adds approximately 16.5% on top of gross salary. Because the Healthcare Fund and Social Security contributions apply to covered wages without the aggressive wage-base caps seen in some Pacific jurisdictions, the statutory employer burden scales proportionally with salary rather than falling as the employee earns more. Clients budgeting for senior hires at USD 80,000 to USD 120,000 should assume the same 9.5% employer contribution applies to the full salary.

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Benefits of Using an EOR in Palau

Palau is an attractive jurisdiction for small international teams because its economy is dollarised, workers generally speak English, and the statutory burden is lean. The downside is that the compliance stack crosses three separate government agencies (ROPSSA, the Bureau of Revenue and Taxation, and the Ministry of Human Resources) and requires a mandatory 30-day publicity period before most non-resident worker permits can issue. An EOR collapses that complexity into a single contract:

• Speed to market: An EOR in Palau can have a Palau-resident employee on payroll in one to two weeks, compared with two to four months to register a local corporation, open a Palauan bank account, and complete Bureau of Revenue and Taxation and ROPSSA registrations.
• Compliance assurance: The EOR is the legal employer and absorbs the risk of errors in Title 41 wage-tax withholding, ROPSSA Social Security and Healthcare Fund remittance, Title 30 resident-worker protections, and Bureau of Immigration filings. Misfiling any of these is expensive and slow to correct in a jurisdiction with limited professional services infrastructure.
• Cost efficiency vs. local entity: For teams under 10 employees, a monthly EOR fee of USD 400 to USD 700 per employee is far lower than the total cost of running a Palauan corporation, which requires a Foreign Investment Approval Certificate (FIAC), a local business licence, quarterly tax filings, and annual corporate returns.
• Local expertise: An EOR brings knowledge of the non-resident worker publicity rules, the ROPSSA contribution base, and local market norms for leave and severance that a foreign HR team is unlikely to replicate without hiring in-country staff.
• Flexibility to scale up or down: The EOR relationship ends with a notice-period transition rather than a formal corporate dissolution, which is particularly valuable for donor-funded projects and fixed-term engagements where the client may not operate in Palau beyond the current contract.
• Risk mitigation: The EOR carries workers’ compensation cover, applies the correct Palau holiday schedule, and manages the non-resident worker permit process, reducing the risk of permit denial or late-filing penalties.
• Employee experience: Employees receive itemised USD payslips, formal ROPSSA enrolment, and National Health Insurance coverage, which is a significant improvement over informal contractor arrangements and improves retention.

For most buyers, the decision point is not whether an EOR is cheaper than hiring informally; it is whether the compliance exposure of hiring informally (or as a mis-classified contractor) is acceptable. In Palau, the answer for any permanent or full-time role is almost always no.

Termination and Offboarding in Palau

Notice Periods

Palau does not set a detailed statutory minimum notice period for private-sector termination. Notice is a matter of the employment contract, with typical contractual practice falling in the one-week to one-month range for junior and mid-level staff and longer periods for senior and managerial roles. For Palauan national government employees, the Public Service System Regulations set notice requirements linked to tenure and appointment type, and most private-sector EOR contracts benchmark to that schedule. Notice can generally be paid in lieu of service where the contract allows, and the employer and employee periods are usually mirrored.

Exceptions to the contractual notice period include mutual agreement to a shorter period, summary dismissal for gross misconduct, and end-of-fixed-term contracts that expire automatically without notice. Employers should always document notice terms in the written contract because the statutory default is thin.

Severance Pay

Palau does not have a statutory severance-pay regime for private-sector employment. Severance is contractual, and many employment contracts simply provide paid notice or payment in lieu of notice at termination, with no additional severance. The Public Service System Regulations govern separation benefits for national government employees, including retirement-related payouts under ROPSSA, but those do not flow through to the private sector. The table below shows the practical benchmark that most EOR providers apply when severance is offered contractually, expressed in weeks of base salary per year of service.

Calculation Method

Where an employment contract provides severance, the typical formula is two weeks of gross base monthly wage per completed year of service, paid as a lump sum at termination. Base salary excludes overtime, discretionary bonuses, and allowances unless the contract expressly includes them. The worked examples in the severance table above apply the two-weeks-per-year benchmark for tenures of one, three, five, and ten years.

Caps and Exceptions

Because severance is contractual, caps are set by the contract and commonly fall between 12 and 26 weeks of base salary regardless of tenure. Typical exceptions where no severance is owed include termination for just cause (gross misconduct, theft, fraud, repeated insubordination), resignation by the employee, expiration of a fixed-term contract, and termination during the probation period. Employers should ensure the contract spells out both the cap and the exception list; without a written contract, disputes default to general contract principles in Palauan courts.

Grounds for Termination

Palau law recognises termination for just cause (e.g., gross misconduct, breach of contract, theft, repeated poor performance after documented warnings), termination without cause (usually requiring contractual notice), mutual agreement, expiration of a fixed-term contract, and redundancy. Protected categories include employees on maternity leave and those pursuing good-faith complaints about non-resident-worker, wage-tax, or ROPSSA compliance. The EOR handles the written documentation, final pay calculation, ROPSSA deregistration, and non-resident worker permit cancellation where applicable, and delivers the final payslip that settles accrued leave and any contractual severance.

EOR vs. Other Hiring Models in Palau

EOR vs. Setting Up a Local Entity

For most companies hiring fewer than 10 employees in Palau, an EOR wins on every metric that matters: time, cash outlay, ongoing compliance burden, and exit cost. Registering a Palauan corporation requires a Foreign Investment Approval Certificate (FIAC) for most foreign-owned businesses, a local business licence, and ongoing quarterly filings with both the Bureau of Revenue and Taxation and ROPSSA.

The decisive factor for most buyers is the combination of setup time and exit cost. Two to four months before a new hire can be paid is rarely acceptable, and the legal dissolution process for an unused Palauan corporation runs for several additional months. The EOR model eliminates both of these friction points and is the right choice for any engagement expected to last less than three years or involve fewer than fifteen hires.

EOR vs. Hiring Independent Contractors

Hiring a Palauan worker as an independent contractor is sometimes appropriate for short-term, project-scoped work where the contractor uses their own tools, sets their own hours, and serves multiple clients. For any ongoing, full-time role the contractor model creates misclassification exposure: Palauan courts, the Bureau of Revenue and Taxation, and ROPSSA can recharacterise a relationship as employment for wage-tax and social-insurance purposes, triggering back contributions, interest, and penalties.

Contractor classification in Palau is more permissive than in many countries, but the compliance cost of getting it wrong is real: the Bureau of Revenue and Taxation can assess unpaid wage tax and ROPSSA can assess unpaid Social Security and Healthcare Fund contributions with interest. For any role where the worker uses the client’s tools, follows the client’s hours, and works full-time for a single buyer, the EOR model is the appropriate structure. Remote People’s Palau contractor-of-record service is the right option for clearly project-scoped engagements.

EOR vs. PEO (Professional Employer Organization)

The Professional Employer Organization (PEO) model is common in the United States and depends on the client already operating its own U.S. entity. Palau does not have a formal PEO regulatory framework, but because the U.S. dollar is the official currency and many U.S. HR and payroll concepts carry over, U.S. PEOs occasionally support Palau-based staff of a U.S. parent. The practical distinction is simple: an EOR is the legal employer and does not require the client to have a Palau entity; a PEO is a co-employment arrangement that only works if the client already has its own legal entity to co-employ with.

For a company entering Palau for the first time, the EOR is almost always the right structure because there is no local entity to co-employ with. PEO becomes a consideration only once the client has established a registered Palauan corporation and wants to outsource day-to-day HR administration while retaining legal-employer status.

Public Holidays in Palau

Palau observes eleven national public holidays codified in 1 PNC § 701. When a holiday falls on a Saturday, it is commonly observed the preceding Friday; when it falls on a Sunday, it is observed the following Monday. Employers should calendar the holidays below for payroll scheduling and factor public-holiday pay (typically 2x base hourly rate if worked) into the monthly payroll run.

Public holidays affect payroll scheduling in two ways. First, holidays worked typically attract a contractual premium (commonly 2x base hourly rate), which an EOR will build into the monthly payroll run. Second, pay days that fall on a public holiday are advanced to the preceding business day under standard Palau payroll practice, so the monthly cycle calendar should be set at the start of the year and communicated to employees.

How to Get Started with an EOR in Palau

Setting up a Palau team through an EOR follows a predictable sequence. Each step below takes one to five business days, and several run in parallel.

• First, scope the hire: Define the role, salary in USD, work location (Koror, Melekeok, or elsewhere), start date, and whether the candidate is a Palauan citizen, a Compact citizen, or a non-Compact foreign national. This determines whether a non-resident worker permit is required.
• Second, sign the EOR service agreement: Execute the EOR service contract, which sets the monthly service fee, non-resident worker permit setup fee if applicable, and the scope of HR services. The EOR typically requires the first month of fees plus a deposit at signing.
• Third, issue the Palau employment contract: The EOR drafts the Palau-compliant contract in English, incorporates client-specific benefits and IP assignment clauses, and sends it to the employee for signature. The signed contract is the basis for ROPSSA and wage-tax registration.
• Fourth, register payroll and sponsor immigration if needed: The EOR enrols the employee with ROPSSA for Social Security and Healthcare Fund contributions, loads them into the payroll system, and sets up USD direct deposit. For non-Compact foreign nationals, the EOR files the 30-day publicity notice and submits the non-resident worker permit application with the Ministry of Human Resources in parallel.
• Fifth, run the first payroll cycle: The employee starts work, the EOR issues the first itemised USD payslip on the next cycle, and quarterly Wages and Salaries Tax and ROPSSA filings follow the standard calendar.

Contact Remote People to hire in Palau. We operate as your employer of record in Palau, run USD payroll, handle ROPSSA Social Security and Healthcare Fund contributions, Wages and Salaries Tax filings, and non-resident worker permit sponsorship, and have your team onboarded in one to two weeks.

Where companies hiring in Palau expand next

Companies operating in Palau often extend across the Asia-Pacific, drawing on English-speaking talent and aligned business culture. After building a team in Palau, employers often look to a team in Australia for shared Pacific business rhythm, then operations in New Zealand for the regional Pacific talent footprint. Fiji follows with Pacific-region proximity and English-first hiring, and hiring in Papua New Guinea typically closes the regional footprint via aligned Pacific workforce norms.