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Hire in Guyana

With roughly 800,000 inhabitants, Guyana is the second-smallest independent country in South America. It borders Suriname, Brazil, and Venezuela, as well as the Caribbean to the north. This country has a very spread-out population and is endowed with lots of natural resources, including large oil and gas reserves. The IMF has recently raised its projection for the country’s GDP to grow an incredible 33.9% in 2024. With inflation stable at 2.8%, this means Guyana’s economy is booming. Unemployment, however, has not caught up and is standing at 14.62%. This means there are tens of thousands of Guyanese workers looking for employment, and that just might make now an excellent time to work with an EOR to recruit these employees for your business.

Facts & Stats

EOR Platform

Hire in Guyana, and pay employees through our platform or app.

EOR Cost

Our Guyana EOR solution is the most affordable on the market.


Fast Guyana onboarding, hire in as little as 12 hours.


We draft compliant Guyana labor contracts.

Local benefits

We manage all Guyana “Five Insurances” mandatory benefits.

180+ Countries

It doesn’t stop with Guyana — we hire employees globally.

hire employees in Guyana

What Is a Guyana EOR?

A Guyana employer of record or EOR is an organization in Guyana that provides services to local and international companies. Their main tasks are to find and recruit employees for foreign-based companies that don’t own enterprises in Guyana. They may also manage employees long-term for companies that do have entities in this country. An EOR can recruit and onboard workers on behalf of a client company and also manage their human resources (HR) needs, such as payroll, benefits, and schedule management. EORs can hire workers directly and act as their sole legal employers in Guyana.

Similar to an EOR, a PEO is a professional employment organization. A Guyana PEO will also recruit workers on behalf of a client company and manage their HR needs long-term. However, they can’t hire employees directly and require their clients to own entities in Guyana. PEOs act as co-employers and HR outsourcing service providers, helping to staff other companies. In practice, however, the terms PEO and EOR are often used interchangeably. It’s important to check what an organization can provide to make sure it has the services your company needs.

Save Money And Time with A Guyana EOR

What Are the Benefits of a Guyana EOR?

Working with a Guyana EOR can be very beneficial for companies who want to hire local workers. These advantages include:

  1. Diversity: Guyana is a small country with a big, complicated history. It has a highly diverse population that includes ethnicities from Asia, Africa, and Europe, as well as local indigenous people. This comes with a mix of cultural and religious diversity that can create value for any company by providing mixed perspectives and varied insights,
  2. Not needing an entity: Possibly the most important benefit of working with a Guyana EOR is that it allows a foreign-based company to hire local people without needing to register a legal entity in Guyana. Not only does this let them hire Guyanese workers quickly, but it also allows them to save time and effort, not to mention money, by avoiding the tedious and lengthy registration process.
  3. Fast recruitment and onboarding: An EOR in Guyana will normally have its own talent pool to draw candidates from. It will also have professional recruiters working for it who know how and where to find top Guyanese talent. This can be an incredible timesaver for companies looking to hire in a hurry and onboard their new workers in days rather than months.
  4. Affordability: With a low minimum wage and average salaries, Guyanese workers can cost only a fraction of what you would have to pay to workers from other countries. Employers also pay just 8.4% in social contributions for Guyanese staff, much less than the global average. While you still need to pay management fees to the EOR, the total can still be much less than the cost of hiring workers elsewhere.
  5. Language skills: Guyana’s diverse population speaks numerous Indigenous languages, the French, Spanish, and Dutch of their neighboring countries, Hindustani and Guyanese Creole. However, the only official language of Guyana, due to its history as a British colony, means that communication with Guyanese workers is very easy. At the same time, their other language skills can add lots of value to your organization.
  6. Controlled compliance: When you use a Guyana EOR, that service provider takes on the full legal responsibility of hiring your workers as its employees. Because of this fact, it’s also responsible for ensuring compliance with all local statutes relating to labor and taxation in Guyana. That’s why any EOR in Guyana will have staff with extensive knowledge of local laws and lots of experience maintaining compliance to limit the risk of fines and legal actions.
Horizons is Best IN Class

Why Choose Horizons?

Horizons stands out as a Guyana EOR through:

  1. A Strong regional presence in South America, meaning senior management are on the ground to deal with any issues.
  2. Client-focused infrastructure. Horizons won’t oversell you on products and services you don’t need. Horizons offers the easiest platform to compliantly hire and pay people worldwide.
  3. Cost-effective solutions. At $299 per employee, per month, no EOR in Guyana is more affordable. The cost is 100% transparent (onboarding, offboarding, deposit, no extra charges).
  4. A customer-first culture. Horizons is an efficient bootstrapped company. It is not an externally-funded company burning investor cash to aggressively acquire new clients. Horizons is the only EOR that grows with its customer, reflecting the level of care and personal attention provided to each customer. Horizons will carefully advise on the best setup in each country: the type of contract needed, how to structure your benefits, and how to offboard a person while minimizing the risk of conflicts and extra cost
  5. A long-term partnership. Horizons is the only EOR platform with a recruitment arm — a direct response to client demand. If any employee is leaving, or if our clients want to explore a new country, Horizons can recruit new candidates directly for the client.  Horizons is:
    • The only EOR doing this in-house — no subcontracting
    • The only EOR doing this without a retainer — clients are only charged upon success
    • The only EOR charging just a 2% fee per month
Step-by-step Guyana EOR

How Does a Guyana EOR Work?

A Guyana EOR is usually an intermediary between an internationally-based client company and an employee in Guyana. These three parties enter a tripartite relationship with their various roles defined as follows:


In this relationship, the employee is a Guyanese worker who is willing to work for a foreign-based company. This worker will apply for a position through the EOR and if selected, be put forward as a candidate for the job. If accepted, they will negotiate their contractual terms directly with the company and then sign a contract with the EOR. While the EOR pays their salary and manages their benefits and leave schedule, the employee works for the client, who manages their day-to-day tasks.


The employer of record recruits a worker for the client company according to its needs. It may draw from its talent pool or advertise on behalf of its client. It proposes a candidate to the company and, if accepted, helps the two parties negotiate contract terms. It then signs a contract directly with the employee. The EOR pays the employee’s salary and benefits from the funds it receives and takes its service fee on a monthly basis. It manages the worker’s HR needs, pays social contributions, and, crucially, maintains constant compliance with all relevant labor laws in Guyana.

Client Company

The client company is an enterprise that engages the EOR’s services for the purpose of hiring an employee in Guyana. It does not need to own a registered entity in the country but instead hires the EOR to contract workers on its behalf. When the client has a position to fill, it informs the EOR of the conditions and requirements of that position. When the EOR provides a suitable candidate for the job, the client company negotiates terms with the candidate who is then hired by the EOR. The employee is then managed daily by the company which pays their salary, benefits, and management fee to the EOR.


stay compliant with Guyana labor laws

Labor Laws

Guyana’s labor law is written in English making it a lot easier for foreign employers to access and understand. At the same time, statutes relating to labor in Guyana are scattered across the constitution, international labor conventions, the Labor Act of 1942 (amended 1997), as well as the Termination of Employment and Severance Pay Act, Wages Council Act, Leave with Pay Act, Prevention of Discrimination Act, Occupational Safety and Health Act and other legal instruments. An EOR has to be familiar with all of these laws while employers should know the main points necessary in managing Guyanese workers.

Employment contract types

Contracts in Guyana can be fixed-term or permanent. All contracts must include the names of the parties, commencement date for work, place of work, job title and description, salary, benefits, deductions, working hours, and termination details.


Probationary period

No probationary period.


At completion of the project.


Not applicable


Probationary period

Typically 3 months.

Termination notice period

Varies depending on the contract's terms.


Not mandatory for termination by the employer upon the expiry of a contract, unless the contract is renewed repeatedly for a significant period.


Probationary period

Typically 3 months.

Termination notice period

30 days (minimum and maximum allowed by labor law)


For less than 1 year, there is no severance pay required.
For 1 year or more, one week's pay for each year of service, up to a maximum of six weeks' pay.

Working hours in Guyana

Employees in Guyana typically work eight hours per day, five days a week. If an employee works more than 40 hours in a week, those hours are considered overtime and must be paid at a rate of 150% of normal wages. Workers who work in factories have to be paid a premium for any work performed on Sundays and public holidays.

A worker is entitled to a one-hour paid lunch break in a full day, plus a 15-minute break after working for four hours. Workers also must receive at least one full day of rest per week.

Overtime must be compensated in the following way:

For a regular workday:

150% - 200% of the standard hourly rate

For a rest day:

200% of the standard hourly rate, or a day off

For a statutory holiday:

200% of the standard hourly rate, or a day off

The holiday calendar in Guyana has a mixture of national and religious holidays totaling 12 days per year. These dates may change in observance of the lunar calendar, and the government may also create additional public holidays. Public holidays are paid days off work, and employees who work on these days must be compensated with other time off and paid 1.5 times normal wages.


DateHoliday name
1 Jan, 2024New Year’s Day Holiday
23 Feb, 2024Mashramani (Republic Day)
25 Mar, 2024Phagwah (Holi)
29 Mar, 2024Good Friday
1 Apr, 2024Easter Monday
1 May, 2024Labor Day / May Day
5 May, 2024Arrival Day
6 May, 2024Day off for Arrival Day
26 May, 2024Independence Day
27 May, 2024Day off for Independence Day
17 Jun, 2024Eid al-Adha
1 Jul, 2024CARICOM Day
1 Aug, 2024Emancipation Day
16 Sep, 2024Youman-Nabi (Mawlid) (Tentative Date)
31 Oct, 2024Deepavali
25 Dec, 2024Christmas Day
26 Dec, 2024Boxing Day

Paid time off

The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:

Under 1 year of employment

1 day per 20 days worked

1-10 years of employment

14 days of paid leave annually

10-20 years of employment

14 days of paid leave annually

20+ years of employment

14 days of paid leave annually

Sick leave in Guyana

Employees receive sick leave for as many as 26 weeks. Sick days are paid through National Insurance. However, this pay only comes after the third day of illness. The first three days are not paid.

Less than 6 months of sick leave:

(percentage of regular wages owed to the employee)

Under 1 year of employment

No mandated leaves

1-10 years of employment

No mandated leaves (maximum of 26 weeks)

10-20 years of employment

No mandated leaves (maximum of 26 weeks)

20+ years of employment

No mandated leaves (maximum of 26 weeks)

Over 6 months of sick leave

Under 1 year of employment

Daily rate of sickness benefit is 70% of the insured person's average weekly Insurable Earnings, divided by six (6). The employee will receive the sickness benefit from the 4th day of incapacity.

1-3 years of employment

Daily rate of sickness benefit is 70% of the insured person's average weekly Insurable Earnings, divided by six (6). The employee will receive the sickness benefit from the 4th day of incapacity.

3+ years of employment

Daily rate of sickness benefit is 70% of the insured person's average weekly Insurable Earnings, divided by six (6). The employee will receive the sickness benefit from the 4th day of incapacity.

In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.

Maternity leave in Guyana

Expecting mothers in Guyana are entitled to 13 weeks of maternity leave. They can take leave from six weeks before their due dates, and this leave may also be extended for up to 13 more weeks if needed due to complications. Mothers are paid 70% of their normal wages during maternity leave through National Insurance.

Fathers receive five paid days off for paternity leave.

Annual leave in Guyana

According to the Holiday Pay Act, every employee is entitled to one day of paid leave for each month they work beginning from their start date. This means that Guyanese employees receive 12 days of paid annual leave per year.

Termination & severance in Guyana

Notification of termination must be given two weeks in advance for employees who have worked less than one year and one month in advance for those who have worked longer. Severance is paid at a week’s wages per year worked under five years, two weeks’ wages for each of five to ten years’ work, and three weeks’ wages for years of service above that up to 52 weeks.

Guyana's compulsory social security contributions

Compulsory social security contributions through the National Insurance Scheme (NIS) in Guyana. The contributions help fund various social security benefits, ensuring that individuals have access to income support during retirement, disability, illness, maternity, and in the event of employment-related injuries.

Guyana social security for foreigners

Foreigners legally employed in Guyana are generally covered under the National Insurance Scheme (NIS) and are entitled to social security benefits provided they contribute to the scheme.

Individual income tax

In Guyana, individual income tax is levied on the income earned by residents and non-residents from Guyanese sources. Individual income tax system operates with progressive rates, where higher income levels are taxed at higher rates. 

Health insurance

In Guyana, the healthcare system does not operate with a universal health insurance program that covers all residents. Healthcare services are primarily provided through public healthcare facilities and supplemented by private healthcare providers.

The National Insurance Scheme (NIS) in Guyana provides some medical benefits as part of its social security provisions, though it primarily focuses on pensions, disability benefits, and survivor benefits rather than comprehensive health insurance.

hassle-free Guyanese compensation & benefits

Compensation & Benefits

Guyana compensation laws

As of 2022, the minimum monthly salary in Guyana is 60,147.00 Guyana dollars per month. While this may seem like a lot, one USD is equal to about 200 GYD, setting this minimum wage around 300 USD. The average monthly wage is about 150 GYD or around 750 USD. It is strictly against the law for Guyanese workers to be paid in kind instead of receiving money in cash or cash equivalents for their work.

13 month salary in Guyana

Guyana doesn’t have a mandatory 13th-month salary. Still, some employers offer this pay as an annual bonus to improve their compensation packages.

Social security for Guyanese nationals

Guyanese workers need to contribute 5.6% of their pay and employers pay 8.4% for a total of 14% of a worker’s salary to National Insurance. This provides benefits for employees, including old age, survivors, sickness, maternity, and other benefits.

Hire borderless talent with Horizons

Hire in Guyana in 24h without your own local entity.

With Horizons, you get quick service, transparent pricing, and expert support.

Frequently asked questions

When you work with an EOR in Guyana, you find quick access to the talent pool in this culturally and linguistically diverse country. Guyanese workers are also highly affordable on the global labor market. The EOR recruits, hires, and onboards workers for you and manages their long-term HR needs. Most importantly, the EOR enables firms that don’t own legal entities in Guyana to still be able to hire workers in this country.

While the client company should know some of the details relating to labor regulations in Guyana, it’s the EOR’s job to maintain compliance with them. It does this through experience and expert knowledge of local statutes, employing experts in HR and law to ensure that workers are treated fairly and equitably. This helps to avoid fines and legal actions that would otherwise be levied for non-compliance.

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