How to Hire in Trinidad and Tobago, the Caribbean's Lesser-Known Talent Hub

You may be familiar with Trinidad and Tobago when it comes to beautiful beachfront vacations, but this twin-island nation is also quietly becoming one of the Caribbean's most compelling talent hubs. It boasts a highly educated, English-speaking workforce with strong STEM capabilities. Over $245 million has poured into the country's BPO sector in recent years, creating nearly 4,000 jobs and positioning it as a top outsourcing destination in Latin America and the Caribbean. The government actively supports international hiring through InvestTT and targeted training programs, particularly in ICT and digital services.

Trinidad and Tobago is positioned just one hour ahead of Eastern Time. That means real-time collaboration with North American teams without the strain of late-night calls or asynchronous delays that plague other offshore markets. Add to that a workforce where English is the predominant language, and you have a rare combination of native English speakers who can join your 9-to-5 stand-ups, write clear documentation, and communicate with clients as if they were based in Boston or Toronto.

What makes hiring in Trinidad and Tobago especially attractive for distributed teams is its workforce's readiness for remote collaboration. The country faces high emigration rates among tertiary-educated professionals (between 40% and 70% of degree holders leave), but that same talent increasingly seeks remote opportunities that allow them to stay connected to home. Companies like HRIZONS Caribbean and Carenet Health have recently established operations specifically to tap into local tech talent, citing the country's advanced IT infrastructure, time zone alignment with North America, and cost advantages over saturated markets like India and Colombia.

For global companies expanding into emerging markets, the opportunity to hire in Trinidad and Tobago represents genuine untapped potential. The country's BPO sector currently employs around 3,000 people but has capacity for at least 10,000 professionals, creating a rare window where skilled talent remains available and eager to work with international employers.

Trinidad and Tobago's labor market

Trinidad and Tobago's unemployment rate dropped to 3.8% in 2025 (down from 4.9% in 2023). While this low number indicates a competitive labor market, the distribution of talent by industry tells a more relevant story. For decades, this country has depended on energy exports. Oil and gas account for 40% of the country's GDP and 80% of exports, but only 5% of total employment. But as the digital economy grows, the country is shifting away from this traditional oil and gas dominance toward services and tech.

Trinidad's government understands this situation. Digital economy initiatives backed by the Inter-American Development Bank are training public employees in digital service delivery and helping over 150 firms adopt productivity-enhancing technology. With these integrated programs, the government is attempting to shift reliance on commodities to a broader economy.

This improved situation has impacted salaries. IT professionals in Trinidad and Tobago earn between TTD 6,500 and 19,600 monthly (roughly US$960 to $2,900), depending on role and experience. Software engineers average around TTD 183,000 annually, or approximately US$27,000. These figures sit well below North American rates but reflect local purchasing power. For global employers, the value lies in accessing skilled professionals at competitive rates while offering opportunities that rival local options.

Participating in remote work has changed how global employers engage with Trinidad and Tobago's workforce. For global employers, the remote employer-employee relationship equation has made it possible for employers to access qualified candidates at reasonable rates while providing employee benefits that are better than what local employers provide. The remote work equation has changed the job situation for professionals as well, as they no longer have to choose between emigrating for a higher income or staying with their local employer for a job with less income.

How to hire employees in Trinidad and Tobago

When you decide to hire in Trinidad and Tobago, you can either build your own infrastructure or partner with someone who already has it in place.

Establish a legal entity

Setting up your own subsidiary is the traditional path to global expansion that requires more time and investment, but provides greater autonomy over operations in the country. To start, you need to register with the Companies' Registry, obtain your tax registration with the Board of Inland Revenue, and establish local HR processes to manage your employment. You will be responsible for managing employment contracts, monthly withholdings, insurance contributions, and compliance with all local labor laws.

This pathway grants you complete control over your employment relationships, but it comes with trade-offs. Important considerations include time (set up usually takes months), cost (high), and the risk of penalties due to misclassification or non-compliance. Establishing a legal entity in Trinidad and Tobago might make sense when building a lasting presence in the country, but for employers that are testing the market, it might be too much.

Partner with an Employer of Record (EOR)

When you partner with an EOR in Trinidad and Tobago, they become the legal employer of your talent. This means they manage employment contracts, tax registrations, work permits, and most administrative duties. Your team reports to you while the EOR handles the legal and contractual work that typically requires the assistance of local specialists.

This model cuts onboarding time from months to weeks and transfers compliance risk to a specialist provider. Companies hiring their first employees in Trinidad and Tobago or building distributed teams without local infrastructure find that this approach removes barriers that typically slow international expansion.

Employment contracts in Trinidad and Tobago

"There is no statutory requirement in T&T for an employment contract to be in writing," says local attorney Catherine Ramnarine, Partner at M. Hamel-Smith & Co. "There are also no requirements governing the form of the employment contract or the terms that must be included."

In turn, it's not uncommon for employers (and sometimes even employees) to rely on verbal agreements (and/or possibly simple offer letters). However, such contracts fail to clarify the terms of compensation and duties, the length of notice, and the processes and procedures for termination. This is why written contracts are always advisable, despite there being no laws enforcing them.

Contracts typically fall into two categories: indefinite or fixed-term. Probation periods are common, usually lasting three to six months, though no statutory maximum exists. Any contract modifications require mutual agreement. There has to be mutual agreement for any modifications to the contract, as unilateral changes by employers can trigger constructive dismissal claims.

Working hours, holidays, and leave

In Trinidad and Tobago, the typical workweek consists of 40 hours, usually spanned across five days. Any hours beyond that are considered overtime, which needs to be compensated at 1.5 times the regular hourly rate, or double if it involves working on one's days off or on a public holiday. Employers will usually include some form of negotiated overtime provisions in the employment contract or in a collective agreement, but such provisions cannot be less than the applicable legal minimums.

Annual leave entitlements vary by sector and are often governed by employment contracts, collective agreements, or wage orders specific to certain industries. Sick leave can be established, but requires being specified in a contract or a collective agreement. Maternity leave and paternity leave are protected under law, with maternity leave providing job protection for a defined period. Trinidad and Tobago observes multiple public holidays throughout the year, during which employees are entitled to paid time off or premium pay if required to work.

Employee benefits and social contributions

Employers are required to register employees with the National Insurance Board of Trinidad and Tobago (NIBTT) and pay into the country's national insurance system (NIS), which provides benefits for illness, maternity, work-related injuries, and retirement. The employer and the employee each pay their respective proportions of gross earnings, with contributions due on the 15th of each month. Beyond statutory requirements, competitive employers offer:

• Health insurance or medical allowances
• Pension plans beyond NIS contributions
• Performance bonuses
• Transportation allowances
• Professional development stipends

These supplemental benefits help attract skilled talent, particularly in tech roles, where professionals can access international opportunities with more comprehensive packages.

Payroll and taxation in Trinidad and Tobago

Employers are mandated by law to withhold taxes from employee salaries every month and submit the taxes to the Board of Inland Revenue. Taxes are withheld on a progressive basis and are subject to personal allowances, which reduce the taxable income. In payroll, gross income is calculated, PAYE is withheld, employee NIS contributions are deducted, and both the employer and employee remit to the NIBTT by the 15th of the month after.

Employers are required to issue detailed payslips and submit annual employee earnings statements. Mistakes in tax withholding or late remittances can result in substantial penalties and potential audits. Businesses that do not have payroll expertise in the region commonly partner with EOR providers or accounting practices to address these responsibilities.

Employee vs. contractor classification

Getting classification right matters in Trinidad and Tobago. The authorities look into your working relationship contract and the real operational relationship. Employees follow your schedules, report to your managers, and assimilate into your business's operations. In contrast, contractors work freely and independently. They choose their working hours and tools, and typically work on a project basis.

The consequences for misclassification include back taxes and unpaid NIS contributions. There's also the potential liability for benefits the worker should have received. The courts look into who provides the tools, whether the worker is free to take on other projects, how the payments are structured, and if there is an ongoing relationship or if it's tied to specific deliverables. Companies that try to skirt employee obligations by misclassifying workers create serious compliance risks that often manifest in audits and subsequent penalties.

Termination and severance in Trinidad and Tobago

Terminating employees requires proper procedures. Employees must receive a formal notice with a period that depends on how long they have been employed. They're entitled to a notice period of one to four weeks, depending on whether they've been employed for one to five years, respectively. Employers can also pay a portion of the notice period without forcing the employees to work.

Severance pay applies only in redundancy situations, with employees receiving two to three weeks' pay per year of continuous service. Termination for cause does not trigger severance obligations. However, unfair dismissal claims can arise if employers fail to follow procedure: documenting performance issues, providing warnings, and giving employees a chance to respond. The Industrial Court handles disputes and can order reinstatement or compensation if a dismissal is found to be unjustified.

Work permits and immigration

Foreign nationals need authorization to work in Trinidad and Tobago. Work permits are processed through the Ministry of National Security and require proving no qualified local candidate exists. Employers must advertise positions locally for seven consecutive days before applying.

Common work permit categories include:

• Skilled worker permits for technical or specialized roles
• Managerial permits for senior leadership positions
• Contract-based permits tied to specific project durations
• CARICOM Skilled Nationals who can work without traditional permits

Processing takes several weeks to months, depending on application completeness. Work permits require renewal and cannot be transferred between employers without reapplication. Companies hiring foreign nationals without proper authorization face penalties and potential deportation orders.

Try hiring in Trinidad and Tobago with Pebl

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FAQs: Hiring in Trinidad and Tobago

Here are answers to some of the most common questions global employers ask when considering hiring in Trinidad and Tobago.

Can I hire in Trinidad and Tobago without a local business entity?

Yes, foreign companies can hire employees in Trinidad and Tobago without a local entity by working with an EOR. This strategic partner manages employment contracts, payroll, tax compliance, and benefits administration while you handle the day-to-day operations. The EOR model works particularly well for companies testing the market or hiring small distributed teams without existing local infrastructure.

What is the work culture in Trinidad and Tobago?

The work culture in Trinidad and Tobago values flexibility and willingness to work in a relational and cooperative environment. Employees in most professional jobs anticipate hybrid dynamics with customizable guidelines related to remote work, employee wellness, and professional development. Employees generally appreciate employers' social responsibility and inclusive leadership.

What jobs are in high demand in Trinidad and Tobago?

With the country's shift from oil and gas dependence to knowledge work, Trinidad and Tobago is in great need of digital skills, data literacy, and technical competencies. Growing demand in the BPO and tech sectors is creating a need for software developers, data analysts, customer service representatives, and project managers. The government is providing training in ICT and digital services in an attempt to steer STEM graduates into these new positions.

Disclaimer: 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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