Employer of Record in Guadeloupe

An Employer of Record, or EOR, is a company that legally hires employees on your behalf in Guadeloupe. This means you can build a team there without setting up your own local entity. The EOR takes care of the complex parts of local employment. This includes payroll, taxes, benefits, and making sure you follow all labor laws. Using an EOR makes it faster and easier to hire talent. For EOR services that can help you grow your team, check out Rivermate.

How an Employer of Record (EOR) Works in Guadeloupe

Using an EOR simplifies hiring. You find the talent, and the EOR handles the rest. Here is how the process usually works:

• You Choose Your Candidate. You find the person you want to hire in Guadeloupe. You manage their day to day work and role in your company.
• The EOR Hires Them For You. The EOR becomes the official, legal employer for your team member in Guadeloupe. They handle the employment contract and onboarding.
• They Manage HR and Payroll. The EOR pays your employee in the local currency. They also manage taxes, benefits, and social security contributions according to local law.
• You Focus on Your Business. Your employee works for you as part of your team, while the EOR handles the administrative tasks.

Why use an Employer of Record in Guadeloupe

Navigating a new country's labor laws can be a challenge. An EOR simplifies this process for you by acting as the legal employer for your team in Guadeloupe. This gives you the freedom to grow your team at your own pace without the burden of setting up and managing a local entity.

Here are some of the benefits of using an EOR:

• Ensure Compliance. An EOR stays up to date with Guadeloupe's labor laws, which are based on French labor law. This ensures your benefits package meets all legal requirements.
• Administer Benefits. They handle the administration of all mandatory benefits, including social security contributions. In Guadeloupe, employers must contribute to the French social security system.
• Provide Local Expertise. An EOR understands the local market and can provide guidance on local customs and best practices.
• Save Time and Money. Setting up a local entity can be expensive and time consuming. An EOR allows you to bypass these costs and administrative burdens.
• Minimize Risk. An EOR takes on the responsibility for liabilities associated with hiring internationally. This protects you from the risks of mishandling HR, payroll, and legal compliance.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Guadeloupe includes comprehensive HR support, benefits administration, compliance management, and access to our proprietary dashboard for real-time workforce analytics. No hidden costs, no setup fees—just straightforward pricing that scales with your business needs while ensuring full legal compliance in Guadeloupe.

Hiring in Guadeloupe means navigating a system based on French labor law. As a French overseas department, its employment regulations mirror those of mainland France. This provides a structured framework for things like contracts and working hours. But it also means you need to understand the specific rules to hire compliantly. For companies looking to tap into the local talent pool, especially in sectors like tourism and agriculture, knowing these rules is key to a smooth entry into the market.

Employment contracts & must-have clauses

When you hire an employee in Guadeloupe, a written contract is essential. The two main types of employment contracts are:

• Indefinite-Term Contract (CDI): This is the standard contract for permanent positions without a set end date.
• Fixed-Term Contract (CDD): You can use this contract for specific, temporary tasks like seasonal work or covering for an employee on leave. These contracts have strict rules about their use and duration to avoid misuse.

Your employment contracts must include several key clauses to be legally sound. Make sure to have these in place:

• Identification of Parties: Full legal names and addresses of both the employer and employee.
• Job Title and Description: A clear outline of the employee's role and responsibilities.
• Start Date: The official start date of employment.
• Compensation: Details of the gross salary, including any bonuses, and how often it will be paid.
• Working Hours: The expected weekly or monthly hours.
• Work Location: The primary place of work.
• Probationary Period: If there is a probation period, its length and conditions must be stated.
• Paid Leave: A reference to the employee's right to paid time off.
• Collective Bargaining Agreements: Mention of any applicable collective agreements.

Probation periods

Probation periods in Guadeloupe allow you and your new hire to see if the job is a good fit. During this time, either you or the employee can end the contract with a shorter notice period. The length of the probation period usually depends on the type of job and can range from one to six months. Any renewal of a probation period is only possible if it's stated in the employment contract and the employee agrees to it.

Working hours & overtime

The standard workweek in Guadeloupe is 35 hours. Anything beyond that is overtime and requires extra pay. The overtime pay rates are:

There are also limits on how much an employee can work. The maximum daily working time is generally 10 hours, and the maximum weekly working time is 48 hours.

Public & regional holidays

Employees in Guadeloupe are entitled to paid time off for public holidays. Here are the public holidays for 2025:

Hiring contractors in Guadeloupe

You can hire independent contractors in Guadeloupe for specialized, project-based work. This can be a flexible way to bring in specific skills without the commitment of a full-time employee. Contractors are responsible for their own taxes and social security contributions.

However, it's crucial to get the classification right. If a contractor is treated like an employee (for example, you control their working hours and they use your equipment), there's a risk of misclassification. This can lead to serious consequences, including fines and being required to pay back taxes and social security contributions.

An Employer of Record (EOR) can help you avoid these risks. An EOR can compliantly engage, onboard, and pay contractors on your behalf. This ensures that your contractor relationships are set up correctly from the start, protecting you from misclassification issues.

Understanding compensation and payroll in Guadeloupe means looking at its connection to France. As a French overseas department, Guadeloupe follows French labor law. This sets the foundation for minimum wage, work hours, and benefits. However, local factors also shape how people are paid. To hire and keep talent, you need a fair and legal pay structure. This includes the base salary plus required contributions and common bonuses.

Payroll cycles & wage structure

The standard payroll cycle in Guadeloupe is monthly. You typically pay employees once a month, often at the end of the month. Direct bank transfers are the most common payment method. Each month, you must give employees a detailed payslip, known as a bulletin de paie. This document breaks down the gross salary, all deductions, and the final net pay.

While not always required by law, a 13th-month salary is a very common practice and is often included in collective agreements. Other common additions to salary include:

• Transport Allowance: Helping with daily commute costs.
• Meal Vouchers: A shared cost between you and the employee for daily meals.
• Holiday Bonus: Some agreements include a bonus related to annual leave.

Overtime & minimums

The standard work week in Guadeloupe is 35 hours. Any hours worked beyond this are considered overtime. The first eight hours of overtime are paid at 1.25 times the regular rate. After that, the rate increases to 1.5 times the regular pay.

Guadeloupe uses the French minimum wage, called the SMIC (Salaire Minimum Interprofessionnel de Croissance). This rate is reviewed each year. As of early 2024, the gross hourly SMIC was €11.65, which equals a gross monthly salary of €1,766.92 for a 35-hour work week.

Employer taxes and contributions

As an employer in Guadeloupe, you are responsible for making social security contributions. These cover various social programs. The total contribution is about 40-45% of an employee's gross salary.

Here is a general breakdown of employer contributions:

Employee taxes and deductions

Employees also contribute to social security from their gross salary. These deductions typically amount to 20-23% of their pay. Income tax is also withheld directly from the employee's salary through a Pay As You Earn (PAS) system. The income tax rate is progressive, ranging from 0% to 45%.

Here is a general breakdown of employee deductions:

In Guadeloupe, your approach to benefits and leave is a direct reflection of your company's value for its people. Since Guadeloupe is an overseas department of France, its labor laws are based on the French Labor Code. This means you will need to provide a solid package of statutory benefits. However, going beyond the minimum requirements can help you attract and retain top talent in this unique market.

Statutory leave

Employees in Guadeloupe are entitled to several types of paid leave.

• Annual Leave Your employees earn 2.5 working days of paid leave for each month worked. This adds up to 30 working days, or five weeks, of paid vacation per year.
• Maternity Leave Expectant mothers receive 16 weeks of leave. This is typically split into 6 weeks before the due date and 10 weeks after. Social security generally covers the pay during this period.
• Paternity Leave New fathers are entitled to a mandatory 4-day leave right after the birth. They can then take an additional 25 calendar days. In the case of multiple births, this extends to 32 days.
• Sick Leave If an employee is unwell, they can take sick leave. Pay during this time is primarily covered by social security benefits.
• Special Leave Your team members can also take paid time off for significant life events. This includes bereavement leave for the death of a family member or leave for their own wedding or civil partnership.

Public holidays & regional holidays

Your team in Guadeloupe will observe both national French holidays and specific regional holidays.

Typical supplemental benefits

Here is a breakdown of the benefits you will provide in Guadeloupe.

How an EOR can help with setting up benefits

Navigating a new country's labor laws and benefit expectations can be a challenge. An Employer of Record (EOR) simplifies this process for you. An EOR acts as the legal employer for your team in Guadeloupe.

Here is what an EOR can do:

• Ensure Compliance An EOR stays up-to-date with Guadeloupe's labor laws so you don't have to. They make sure your benefits package meets all legal requirements.
• Administer Benefits They handle the administration of all mandatory benefits, including social security contributions.
• Provide Local Expertise An EOR understands the local market. They can advise you on supplemental benefits that will make your company more competitive.
• Simplify Payroll An EOR manages payroll and ensures all taxes and contributions are paid correctly and on time.

By partnering with an EOR, you can be confident that you are providing a compliant and attractive benefits package to your employees in Guadeloupe. This allows you to focus on growing your business.

When you part ways with an employee in Guadeloupe, you need to follow a clear process. The termination and offboarding procedures are rooted in French labor law and may be influenced by local collective agreements. Following these rules is essential to ensure a smooth and compliant exit for both you and your departing employee. This involves providing proper notice, calculating any owed severance pay, and completing all necessary paperwork.

Notice periods

Providing a notice period is a key step in the termination process. The length of this period depends on the employee's role and how long they have worked for your company. The requirements are often detailed in collective bargaining agreements, but there are general guidelines to follow.

Here’s a breakdown of the typical minimum notice periods:

Severance pay

Employees in Guadeloupe with at least eight months of service are generally entitled to severance pay. The amount is calculated based on their salary and length of service with your company. This payment is a legal requirement for eligible employees who are dismissed.

The calculation for severance pay is typically as follows:

• For the first 10 years of service: 1/4 of a month's salary for each year of service.
• After 10 years of service: 1/3 of a month's salary for each year of service.

Termination for serious misconduct may not require severance pay. However, for personal or economic reasons, you must follow the correct procedures and provide the entitled payments.

How Rivermate handles compliant exits

Navigating employee terminations in a different country can be complex. At Rivermate, we manage the entire offboarding process to ensure you remain compliant with all local laws in Guadeloupe.

Here’s how we help you:

• Ensure compliance: We stay up-to-date with French labor laws and local collective agreements to make sure every termination is handled correctly.
• Manage documentation: We prepare and handle all the necessary paperwork, from the written notification to the final documents for the employee.
• Calculate final pay: We accurately calculate and process all final payments, including any required notice pay and severance.
• Reduce risk: Our expertise minimizes the risk of legal disputes or claims of wrongful dismissal.

We handle the complexities of offboarding so you can focus on your business.

Navigating visas and work permits in Guadeloupe can seem complex, but we will break it down for you. As a French overseas department, Guadeloupe's rules are tied to French and European Union regulations. This means that citizens of the EU, European Economic Area (EEA), and Switzerland can work in Guadeloupe without a permit. For everyone else, securing the right to work involves a two-part process: obtaining a work authorization and then a long-stay visa.

Employment visas & sponsorship realities

An Employer of Record (EOR) can be your legal employer in Guadeloupe and sponsor work permits for your team. This is a practical path if you do not have your own legal entity in the country. The EOR handles the application for a work permit with the local labor authorities (DEETS). Once the work permit is approved, your employee can then apply for a long-stay visa to enter and work in Guadeloupe.

Here are the most common routes for employment:

• Long-Stay Visa for Employees (VLS-TS "Salarié"): This is the standard option for full-time employees with a contract of 12 months or longer. An EOR can readily sponsor this visa.
• Temporary Worker Visa (VLS-TS "Travailleur Temporaire"): If the work assignment is for a specific, shorter-term project (typically up to 12 months), this visa is the right choice. This is also a common route for EOR sponsorship.

While other visa categories exist, like the "Passeport Talent" for highly skilled individuals, they have strict criteria and are less commonly used for standard employment through an EOR.

Keep in mind that the process requires clear documentation. You will need to provide an employment contract, and the employee will need to show proof of their qualifications. In some cases, you may need to demonstrate that the position could not be filled by a local worker. The typical processing time for a work permit is between four and eight weeks.

Business travel compliance

If you are traveling to Guadeloupe for short-term business, you may not need a visa. Citizens of many countries, including the United States and the United Kingdom, can visit for up to 90 days for business or tourism without a visa.

It is important to understand what you can and cannot do on a business trip. Permitted activities generally include:

• Attending meetings
• Conducting negotiations
• Exploring business opportunities

You cannot engage in local employment or any activity that would be considered work. If your activities go beyond simple business meetings, you will need to secure a proper work permit and visa. Always be prepared to show proof of your business intentions, accommodation, and a return ticket upon arrival.