While everyone’s scrambling to hire in the usual hotspots, Fiji has quietly built one of the Pacific’s most compelling talent pools. You might arrive thinking “tourism” and “tropical backdrop.” Then you look a little closer and realize it has the ingredients of a serious hiring destination for global teams, not just a postcard setting.
The country has a young, service-oriented workforce, strong English proficiency, and deep experience working with clients in Australia, New Zealand, and North America. Many professionals in Fiji build careers in customer experience, finance and back-office operations, creative services, and people-focused roles that translate naturally to remote and distributed teams. For global expansion, that combination looks less like a niche play and more like a strategic hub.
What makes this even more compelling is the shift in the ecosystem around that talent. Fiji has invested heavily in connectivity and digital infrastructure, which supports high-quality remote collaboration across time zones. Fiji’s tech talent pool is exploding with over 20,000 new tech positions opening up and a 15% growth rate in the sector.
At the same time, government and industry leaders position outsourcing and remote service exports as a growth engine for the economy, which means international employers are not an afterthought but a priority. In this guide, we delve into the mounting opportunities and complexities of hiring in Fiji.
An inside look at Fiji’s labor market
Fiji has a tight labor market with unemployment sitting at just 4.3% as of 2024. That figure tells you something important: talent is active and working. The workforce of around 390,000 people is young, service-oriented, and accustomed to engaging with international clients across time zones. English proficiency is high because the education system requires it for university entry and professional advancement.
Fiji’s economy relies on both tourism and agriculture; however, in recent years, the service industry has grown significantly as well. This growth has led to an increase in employment opportunities in industries such as customer services, finance operations, digital marketing, and software development. As a result, the government of Fiji implemented a national minimum wage increase from FJD 4.50 (US$2.25) to FJD 5.00 (US$2.50) per hour in April 2025. Perhaps more relevant to global employers, the average annual salary in Fiji is FJD 12,798.74 (about US$5,680).
A large part of Fiji’s labor force has been developed as a BPO (Business Process Outsourcing) hub supporting clients in both Australia and New Zealand. In turn, a large percentage of Fiji’s workforce currently works remotely, interacting directly with their clients via technology and other forms of collaboration. Many employees in Fiji are familiar with meeting deadlines, using collaborative tools, and communicating across different cultures. They also generally have overlapping time zone relationships with the Asia-Pacific region and can adapt to European or North American hours when required by clients.
While Fiji has made efforts to develop its skill base through various initiatives, including resetting its national skills development strategy and improving its technical education and training offerings, the demand for certain skilled roles continues to exceed supply. Distributed companies that offer employees the opportunity to gain additional skills or create structured onboarding processes often see improved results from employees based in Fiji. The issue is not the availability of qualified employees; rather, it is the need for companies to commit to developing the skills of their employees based in Fiji.
How to hire employees in Fiji
For most global teams, the two primary options are either creating a legal entity in Fiji or partnering with an Employer of Record (EOR) that already operates there. Each path shapes how you handle contracts, payroll, compliance, and day-to-day HR in very different ways.
Establishing a legal entity
Setting up a local entity in Fiji means you become a direct employer under Fijian law. That usually involves registering a company, opening local bank accounts, registering for tax and social contributions, and managing employment contracts, payroll, benefits, and terminations in line with local regulations. This route can make sense if you plan to hire a larger team, build a long-term permanent establishment, and want complete control over policies, benefits design, and local brand footprint.
Working with an EOR in Fiji
Partnering with an EOR lets you hire employees in Fiji without forming a local company. The EOR in Fiji becomes the legal employer on paper, handles contracts, payroll, statutory benefits, and compliance, while you direct the employee’s daily work. This option is ideal if you want to test the market, hire a handful of roles quickly, or keep your legal structure lean while still offering a compliant, local-grade employment experience.
How employment contracts work in Fiji
The laws governing employment contracts in Fiji are set by the Employment Relations Act, which establishes the minimum terms of a written agreement between an employee and an employer. As such, all employment contracts must be in writing, and an employer must provide a copy to the employee. In addition to outlining job responsibilities, compensation, working hours, vacation time, etc., standard employment contracts should also include provisions regarding termination. Contracts lasting 12 months or more may include a probation period of up to three months.
Additionally, there is considerable freedom in the type of employment contract that employers can establish, including permanent, fixed-term, and casual arrangements, depending on the nature of the position available. Note that no matter what type of arrangement was agreed upon, both parties must clearly understand their rights and obligations. Otherwise, if a dispute over the terms of the contract arose in the future, the employee would likely benefit.
Standard working hours, holidays, and leave
In Fiji, standard full-time employment consists of 45 hours per week over either five or six days. If an employee is required to exceed this amount, they will be eligible for overtime pay. The Fijian government does not specify the overtime rate, but instead requires employers to pay employees at a higher-than-normal hourly rate based on when the employee’s excess hours fall. For example, employees are paid double their regular rate for rostered days off and 1.5 times their regular rate for public holidays.
Upon completion of 12 months of continuous service, employees are entitled to 10 paid working days of annual leave. Annual leave should generally be taken during the six months immediately preceding the date on which it falls due. But if an employee has at least one week of paid annual leave taken each year, the balance may be carried forward for a period of up to four years. There are 11 public holidays throughout the calendar year for which employees typically receive paid time off to celebrate. Employees who work on a public holiday receive premium pay.
Employee benefits and social contributions
The Fijian government operates an obligatory retirement savings program called the Fiji National Provident Fund (FNPF). Contributions by both the employer and the worker are mandatory and calculated as a percentage of the employee’s total gross earnings. The social security tax rates in 2025 included an employer contribution of 10% and the employee is obligated to make an 8% contribution.
Employer contributions under the FNPF protect workers from termination and provide retirement income benefits. Employer-provided supplemental benefits are discretionary and generally include items such as health insurance coverage, transportation expense reimbursement, bonuses, and other benefits, depending on the role and industry. Employers are not mandated by law to provide any of these additional benefits. Instead, most employers offer one or more of these fringe benefits to attract and keep qualified, experienced workers.
Payroll and taxation in Fiji
Fiji’s payroll is a PAYE system; employers take income tax out of their employees’ paychecks and send it to the Fiji Revenue and Customs Authority (FRCA). The tax rate in Fiji varies with the amount earned by an individual, ranging from 0% to 20%.
Employers handle the following on each payroll cycle:
- Withhold PAYE tax based on the employee’s income bracket
- Deduct the employee’s 8% FNPF contribution from gross salary
- Add the employer’s 10% FNPF contribution on top of gross wages
- Remit total FNPF contributions to the fund by the monthly deadline
There is no separate payroll tax in Fiji beyond these contributions. Employers also need to account for Value Added Tax (VAT) at 12.5% on goods and services, though this applies to business operations rather than employee compensation directly.
Employee vs. contractor classification
Getting classification wrong in Fiji can be costly. The Employment Relations Act draws a clear line between employees and independent contractors, and misclassification can trigger penalties, including back payments of taxes, FNPF contributions, and employee benefits, as well as fines. Authorities look at the actual working relationship rather than what the contract says. If you control how work gets done, integrate someone into your team structure, or create an ongoing obligation to offer and accept work, that person is probably an employee.
Contractors should operate with absolute autonomy. They use their own tools, work for multiple clients, handle their own tax obligations, and generally take on business risk. If someone only works for you, follows your schedule, and relies on your equipment, calling them a contractor does not make it true. The label falls apart fast under scrutiny.
Termination and severance in Fiji
Terminating employment in Fiji requires written notice, and the minimum notice period depends on how long someone has worked for you. Employees with less than six months of service receive one week. Those with six months to five years of experience get two weeks. Anyone beyond five years is entitled to four weeks. Employers can pay out the notice period instead of requiring the employee to work through it.
Severance pay applies when termination results from redundancy due to economic, technological, or structural changes. Employees typically need at least one year of service to qualify for severance. Terminations for misconduct or poor performance do not trigger severance obligations, but employers must clearly document performance issues and follow fair procedures.
Fijian work permits and immigration process
Foreign nationals need a work permit to legally work in Fiji. The process usually starts with a confirmed job offer from a registered Fijian employer who can demonstrate they advertised the role locally and could not find a suitable candidate. This labor market test protects local employment opportunities. The sponsoring employer must be a legally registered entity in Fiji and show a genuine need for the foreign worker’s specialized skills.
Work authorization requirements include:
- A valid passport
- Relevant qualifications and experience for the position
- Proof of local job advertising and labor market testing
- Health and character clearances
- A confirmed employment contract from a Fijian employer
Once granted, the work permit ties the employee to that specific employer and role. Foreign workers cannot take on additional employment or switch jobs without obtaining a new permit. They also need to notify the Ministry of Immigration—which handles all work permit applications—of any changes in personal circumstances, like address or marital status.
FAQs: Hiring in Fiji
Here are answers to some of the most common questions companies ask when they start exploring Fiji as a hiring destination. These should help you get oriented quickly.
What is the work culture in Fiji?
Work culture in Fiji blends professionalism with a relational, community-oriented approach. People value respect, collaboration, and building genuine connections with colleagues and clients. Expect a bit more warmth and personal rapport than you might find in transactional Western work environments.
Can I hire in Fiji without a local business entity?
Yes, you can hire in Fiji without establishing a local entity by partnering with an employer of record. The EOR becomes the legal employer for your new hires in Fiji, handling all compliance matters and managing payroll while you direct the employees’ day-to-day work.
What jobs are in high demand in Fiji?
Fiji sees strong demand for roles in IT and software development, customer support and business process outsourcing, finance and accounting, digital marketing, and hospitality management. The tech sector in particular is growing rapidly as infrastructure improves and remote work becomes more viable.
What is a good salary in Fiji?
Salaries vary widely by role and experience, but competitive professional salaries generally range from FJD 25,000 to FJD 60,000 annually (roughly US$11,000 to US$27,000). Specialized tech roles or senior positions can command higher compensation, especially when competing for talent with international remote employers.
Can I work in Fiji as a U.S. citizen?
Yes, but you need a work permit sponsored by a registered Fijian employer. The employer must demonstrate that they advertised the role locally and could not find a suitable local candidate. You’ll also need a valid passport, relevant qualifications, and health and character clearances.
Why hire in Fiji with Pebl
Pebl’s global EOR services simplify hiring in Fiji by handling the legal, compliance, and payroll complexity so you can focus on building your team. With a presence in 185+ countries, Pebl acts as the employer of record, managing contracts, benefits, tax filings, and FNPF contributions while you direct the work. You get compliant, localized employment without setting up your own entity. It’s the fastest path from “we found someone great” to “they start Monday.” Get in touch to learn more.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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