Employer of Record in Seychelles

An Employer of Record (EOR) in Seychelles is a company that legally hires employees on your behalf. This allows you to build a team in Seychelles without setting up a local legal entity. The EOR manages all the local HR tasks, including payroll, taxes, benefits, and compliance with Seychelles' labor laws. For companies looking to hire in Seychelles, an EOR like Rivermate can simplify the process.

How an Employer of Record (EOR) Works in Seychelles

Using an EOR in Seychelles streamlines the process of hiring employees. It allows you to onboard talent quickly and compliantly without the need to establish a local entity. Here is a simple breakdown of the process:

• Agreement: You partner with an EOR and define your hiring needs and the terms of your service agreement.
• Talent Sourcing: You find the talent you want to hire in Seychelles.
• Employment Contract: The EOR creates a locally compliant employment contract for your new team member.
• Onboarding: The EOR legally hires the employee and handles all the necessary onboarding paperwork.
• HR and Payroll Management: The EOR manages all HR responsibilities. This includes payroll, taxes, social security contributions, and benefits administration, ensuring everything complies with Seychelles' regulations.
• Ongoing Support: The EOR continues to manage the employee relationship, including any HR issues, performance management, and offboarding, according to local labor laws.

Why use an Employer of Record in Seychelles

Using an EOR is a practical solution for companies that want to hire in Seychelles without the complexities of setting up a local business. An EOR provides a fast and efficient way to enter the market and secure top talent while minimizing risk.

Here are some key benefits:

• Avoids Local Entity Setup: The primary advantage is that you can hire employees without going through the lengthy and costly process of establishing a legal entity in Seychelles.
• Ensures Legal Compliance: EORs have expertise in local labor laws. They ensure that your hiring practices, contracts, and benefits packages are fully compliant with all Seychellois regulations.
• Saves Time and Resources: By handling administrative and HR functions, an EOR frees you to focus on your core business operations. You can onboard employees in days rather than months.
• Manages Payroll and Benefits: The EOR handles all aspects of payroll, tax deductions, and the administration of mandatory employee benefits like pension contributions and paid leave.
• Reduces Risk: An EOR helps you avoid the risks of misclassifying employees and ensures that all terminations and severance procedures follow local laws.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Seychelles 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 Seychelles.

Hiring in Seychelles is straightforward when you understand the local landscape. The economy relies heavily on tourism and financial services, creating a demand for skilled professionals in these areas. To hire, you will need to navigate specific labor laws and visa requirements, especially when bringing in foreign workers. For foreign employees, a Gainful Occupation Permit (GOP) is necessary, and the application should be submitted well before their start date.

Employment contracts & must-have clauses

Putting a written employment contract in place is a legal requirement in Seychelles. The contract should be in the local language and clearly state all terms in Seychellois rupees.

There are two main types of employment contracts:

• Indefinite Term: For permanent, ongoing positions.
• Fixed Term: For project-based or temporary roles with a specific end date.

Your contracts must include these essential clauses:

• Names and addresses of the employer and employee
• Job title and description of work
• Start date of employment
• Place of work
• Working hours
• Salary and payment frequency
• Paid leave entitlements (annual, sick leave)

Probation periods

Probation periods in Seychelles allow you to assess a new employee's suitability. The maximum duration for a probationary period is typically six months. During this time, the notice period for termination is shorter, usually seven days. If an employee successfully completes probation, their employment continues under the standard terms of their contract.

Working hours & overtime

The standard workweek in Seychelles is typically 40 hours, but it can go up to a maximum of 60 hours. An employee is entitled to at least one full 24-hour rest period per week.

Work performed beyond the standard hours is considered overtime. Overtime pay rates are:

Public & regional holidays

Employees in Seychelles are entitled to paid time off for public holidays. If a public holiday falls on a Sunday, the following Monday becomes a public holiday.

Here are the public holidays for 2025:

Hiring contractors in Seychelles

Hiring independent contractors in Seychelles gives you flexibility and access to specialized skills without the commitment of a full-time employee. This is a great way to scale your workforce based on project needs.

When you hire a contractor, you need a clear contract that defines the scope of work, payment terms, and project duration. This contract should explicitly state that the individual is an independent contractor responsible for their own taxes.

A major risk with contractors is misclassification. If a contractor is deemed to be an employee, you could face fines and penalties. An Employer of Record (EOR) helps you avoid this. An EOR ensures your contractor agreements are compliant with local laws, protecting you from misclassification risks and managing everything from contracts to payments.

In Seychelles, handling compensation and payroll means following a clear set of rules. You are responsible for calculating wages, withholding taxes, and making social security contributions. Keeping accurate records is key, as the government regularly checks for compliance.

Payroll cycles & wage structure

The standard payroll cycle in Seychelles is monthly. You should pay your employees by the last working day of the month. Bank transfers are the most common payment method.

When setting salaries, consider the different benchmarks across industries like tourism and financial services. In addition to base pay, many companies offer performance bonuses. A 13th-month salary is also a common practice for employees who have completed a full year of service.

Overtime & minimums

Seychelles has a national minimum wage that you must follow. The minimum wage is SCR 5,804 per month. There are different minimum wage levels for casual workers.

If your employees work on one of the country's public holidays, you must pay them double their normal daily rate.

Employer taxes and contributions

As an employer, you must register with the Seychelles Revenue Commission (SRC) and the Seychelles Pension Fund. You are responsible for withholding and remitting employee taxes and pension contributions. You must also pay your own share. These payments are due by the 21st of the following month.

Employee taxes and deductions

Employees contribute to the Seychelles Pension Fund and pay income tax based on a progressive system. You must deduct these amounts from your employees' gross salary each month.

Offering competitive benefits and leave in Seychelles is key to attracting and keeping great talent. A strong package shows you value your team's well-being and work-life balance. Understanding the local laws is the first step to building a compliant and attractive benefits plan for your employees in Seychelles.

Statutory leave

Seychelles law requires employers to provide several types of paid leave. These are the minimums you must offer.

• Annual Leave: Employees are entitled to 21 working days of paid annual leave each year after one year of continuous service. For employees who have worked for less than a year, leave accrues at a rate of 1.75 days per month.
• Sick Leave: You must provide employees with up to 21 days of paid sick leave per year. If an employee is hospitalized, they are entitled to an additional 30 days. A medical certificate may be required for absences longer than three consecutive days.
• Maternity Leave: Female employees receive 16 weeks of paid maternity leave. They can also take an additional 12 weeks of unpaid leave.
• Paternity Leave: Fathers are entitled to 5 days of paid paternity leave.
• Bereavement Leave: Employees can take about 3 working days of paid leave if a close family member passes away.

Public holidays & regional holidays

Your employees in Seychelles are entitled to paid time off for public holidays. Here are the public holidays for 2025.

Typical supplemental benefits

To stand out as an employer, you can offer more than the legal minimum. Here is a look at both required and common additional benefits.

How an EOR can help with setting up benefits

Setting up a benefits plan in a new country can be complex. An Employer of Record (EOR) simplifies this process for you.

An EOR acts as the legal employer for your team in Seychelles. This means they handle all the administrative tasks related to HR and payroll.

Here is how an EOR can help:

• Ensure Compliance: An EOR understands local labor laws and ensures your benefits package meets all legal requirements.
• Save Time: You avoid the lengthy process of setting up a local entity, which is usually required before you can hire employees and offer benefits.
• Offer Competitive Packages: EORs have experience in the local market. They can help you create a benefits package that is both competitive and affordable.
• Simplify Administration: The EOR manages everything from payroll and tax contributions to leave tracking and benefits administration.

By partnering with an EOR, you can quickly and easily build a talented team in Seychelles, knowing that your benefits and leave policies are compliant and competitive.

Ending employment in Seychelles requires you to follow specific legal steps to ensure a fair and compliant process. You must have a valid reason for termination, relating to the employee's conduct, capacity, or your business's operational needs. The process is governed by the Employment Act, which outlines the procedures for everything from giving notice to final payments. Following these rules is essential for a smooth offboarding experience for both you and your employee.

Notice Periods

When terminating an employment contract in Seychelles, you must provide a minimum amount of written notice. The length of this notice period depends on how long the employee has worked for you.

Your employment contract can specify a longer notice period than the legal minimum. If it does, you must follow the period stated in the contract.

For employees on probation, the notice period is shorter. You are required to give at least seven days' written notice if you decide to terminate their employment during the probationary period.

Severance Pay

Employees who have worked with you for at least one year are generally entitled to severance pay. The main exception is if the termination is due to serious misconduct by the employee.

The standard calculation for severance is one month's average wage for each year of continuous service. This average is typically based on the employee's earnings over the 12 months before the termination date.

How Rivermate handles compliant exits

Navigating the details of termination and offboarding can be complex. At Rivermate, we manage the entire process to ensure everything is handled correctly and in compliance with Seychelles' law.

Here’s how we help you:

• Compliance Checks: We make sure every termination has a valid reason and follows the required legal procedures.
• Notice and Communication: We handle the preparation and delivery of all necessary written notices to the employee.
• Final Pay Calculation: We accurately calculate and process all final payments, including outstanding wages, accrued leave, and any severance pay the employee is entitled to.
• Documentation: We provide the employee with a certificate of employment as required by law.
• Guidance and Support: We guide you through each step, ensuring you understand your obligations and that the process is handled smoothly and professionally.

Working in Seychelles requires the right permissions. For any non-citizen, this means getting a Gainful Occupation Permit, or GOP. This permit acts as both your work and residence permit. Your employer needs to handle the application before you arrive in the country. You can't enter Seychelles for work until your GOP is approved.

Employment visas & sponsorship realities

An Employer of Record (EOR) can legally hire and sponsor employees on your behalf in Seychelles. This is a common route for companies that don't have a local entity in the country. The EOR takes on the responsibility of ensuring you comply with local labor laws.

Here’s what you need to know about the process:

• One main permit: The Gainful Occupation Permit (GOP) is the standard permit for foreign workers.
• Employer responsibility: The employer, or your EOR, must apply for the GOP for you.
• Local labor first: The employer must show that the job can't be filled by a local Seychellois worker.
• Short-term options: For temporary work, there are short-term GOPs available that are valid for up to three months.

To get a GOP, you will generally need to provide:

• A valid passport
• Your employment contract
• Copies of your qualifications
• A police clearance certificate
• A medical certificate

Business travel compliance

Seychelles is a visa-free country for most visitors. This means you don't need a traditional visa for short-term business trips. However, you do need to get a Travel Authorization before you travel.

When you arrive, you will be issued a visitor's permit if you meet these conditions:

• You are not a prohibited immigrant.
• You have a valid passport for the duration of your stay.
• You have a return or onward ticket.
• You have proof of accommodation.
• You have enough funds for your stay, with a minimum of $150 per day.

For business visits, you can attend meetings, conferences, and negotiate contracts. You are not allowed to work on a visitor's permit. It's important to be clear about the purpose of your visit to avoid any issues with immigration.