How to Hire and Pay Employees in Haiti: A Local-First Guide for Global Employers

You're eyeing Haiti, and not just for its resilience or location. Maybe you've connected with talented professionals in Port-au-Prince or want to tap into a regional presence that's long been overlooked. But once you look into hiring someone there, things get complicated fast.

Contracts have mandatory clauses you've never dealt with. Social contributions come with acronyms you'll need to memorize. And that payroll? It doesn't run itself.

This guide helps you cut through the noise and get clear on what it really takes to hire and pay employees in Haiti. No fluff, no scare tactics, just practical steps, local insight, and the confidence to move forward.

Understanding the Haitian employment landscape

Hiring in Haiti isn't a copy-paste job from your playbook in the Dominican Republic or Jamaica. It comes with its own rules, expectations, and potential missteps. Let's walk through the basics so you can start strong.

See related hiring guides for other emerging markets.

Key regulations and labor code features

Haiti's Labor Code sets the stage for nearly every employment relationship in the country. Here's what stands out:

• Employment contracts must be in writing and in French. If you're using another language, provide a translated version.
• A standard workweek runs 48 hours (eight hours a day, six days a week).
• You're responsible for registering employees with two main entities: ONA for social security and OFATMA for health insurance.
• If you terminate someone without just cause, expect to pay severance and possibly more.

And don't forget: inspections can happen anytime. The Ministry of Labour and Social Affairs doesn't always call ahead.

Market realities and job types

Here's what hiring in Haiti actually looks like. The job market leans into agriculture, manufacturing (especially textiles), and service roles like logistics or customer support.

Popular positions include:

• Admin and finance professionals
• Field service techs and engineers
• Call center agents and support staff
• NGO program coordinators

Minimum wage for workers in the textile industry as of 2025 is HTG 540 (~US$3.62) per month. Minimum wage in other sectors varies, but generally ranges from HTG 10,000 to 15,000 (~US$67-$150) per month. Skilled roles like technicians go higher-HTG 50,000-80,000 (~US$335-$536). Mid-level managers may earn HTG 100,000 (~US$670) or more.

And unlike other markets, Haiti's cost of living doesn't always track with wages. Currency shifts, inflation, and infrastructure gaps can erode what looks like competitive pay on paper.

Step-by-step: How to legally hire employees in Haiti

Ready to make a hire? Here's your step-by-step plan:

1. Decide how you'll hire (via your own entity, an EOR, or contractors)
2. Draft and sign a locally compliant contract
3. Register your employee with ONA and OFATMA
4. Submit the signed contract to Haiti's Ministry of Labour and Social Affairs
5. Get your tax and social contributions in place
6. Set up a payroll system that's compliant with local requirements
7. Kick off onboarding with ID documents and tax forms

If this sounds like a lot, that's because it is. That's why many companies bring in an Employer of Record (EOR) to streamline it all.

Should you form an entity, use an EOR, or hire contractors?

Here's where it gets strategic. If you're planning long-term operations and have five or more hires in the pipeline, setting up a local entity could be worth it. But get ready for a 3-6 month ramp-up with local banking, legal paperwork, and more bureaucracy than you'd probably like.

EORs offer a shortcut. They act as the legal employer on your behalf. You still manage your team's day-to-day work, but the EOR handles contracts, taxes, payroll, and compliance behind the scenes.

It's ideal if you're:

• Testing the market
• Hiring for a short-term project
• Avoiding the overhead of a permanent setup

Independent contractors are a legal option, but only if the role fits the definition. If you treat them like employees without the formal structure, you could face fines and back pay. It's not a risk worth taking.

Contracts, permits, and onboarding essentials

Don't treat contracts as an afterthought. In Haiti, they're central to staying compliant.

Your employment contract should include:

• Job title and a clear scope of work
• Base salary and payment schedule
• Probation terms (typically three months)
• Work hours (48 per week)
• Leave entitlements
• Termination rules and notice period

Use fixed-term contracts when the end date is known in advance. Otherwise, opt for open-ended ones, which come with longer notice obligations.

You'll also need to gather:

• A copy of the worker's national ID (CIN)
• Their tax ID (NIF)
• Completed ONA and OFATMA enrollment forms

Get those forms signed and filed during onboarding. Delays in registering employees for social security or health insurance can leave you legally exposed.

Payroll, compensation, and how to pay employees in Haiti

Now for the money part. Payroll in Haiti is regulated and watched closely.

Minimum wage and salary structure

Wage floors depend on your industry. As of 2025:

• Textile sector: HTG 685/day
• Commerce/services: HTG 750/day
• Construction/agriculture: HTG 550-600/day

Here's a wage breakdown by sector.

Many employers peg pay to USD but convert monthly to Haitian gourdes. If you do that, disclose your exchange method and rate each time you pay.

You'll also need to factor in leave entitlements:

• Overtime (paid at 150%)
• Paid vacation (15 days after one year)
• Sick leave (15 days with a doctor's note)
• Maternity leave (12 weeks, partially paid)

Employer obligations include:

• 6% of gross salary to ONA
• 2% to OFATMA
• 1% to 2% payroll tax to DGI

How to pay employees:

• Direct deposit (most common)
• Mobile wallets like MonCash
• Cash (used in rural areas, but not ideal for transparency)

Don't forget to adjust for Haiti's 12 public holidays when planning your payroll calendar.

Local challenges and how to work around them

Exchange rate volatility means wages that felt competitive last month might not stretch as far this month. Pegging salaries to U.S. dollars can help stabilize expectations.

Common mistakes to avoid:

• Misclassifying full-time workers as contractors
• Failing to register contracts or workers
• Inconsistent or late payroll runs
• Skipping social contributions

Culture counts, too. French is the language of record. Written communication is preferred. And face-to-face onboarding goes a long way in building trust.

Tips and resources for a successful hiring experience

You'll have a smoother experience if you:

• Use the ILO Haiti Labor Code as a legal reference
• Check real-time wage trends before finalizing offers
• Partner with local legal experts or lean on an EOR for full coverage

Using support from EOR providers

Think of an employer of record as your shortcut to doing things the right way. An EOR legally employs your team in Haiti on your behalf, managing payroll, taxes, benefits, and contracts. You stay in charge of day-to-day work, while they handle the behind-the-scenes compliance.

It's especially helpful if you:

• Want to start hiring fast
• Don't have a local entity
• Prefer predictable costs and fewer surprises

Build your Haiti team with confidence

Hiring in Haiti is doable. You just need the right information, the right process, and a local expert. From contracts to payroll, every detail matters. And when you get them right, you don't just hire a worker-you build a trusted, high-performing team.

Use this guide as your blueprint. And if you want help bringing it all together, that's what we're here for.

How Pebl helps you hire in Haiti without missing a step

Pebl's EOR services provide everything you need to hire, pay, and manage your team in Haiti without opening a local entity or losing sleep over compliance.

You'll get compliant contracts, social security filings, accurate payroll, and local insights, all in one place. We make global employment feel easy, even in markets that aren't.

Whether you're hiring in Haiti or expanding across borders, we'll walk you through every step.

Let's chat about making your next global hire simple and successful.

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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