Workforce Africa simplifies hiring, payroll, and talent management, as well as your compliance needs for employees and independent contractors in Seychelles. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Employer of Record in Seychelles — will help you focus on growth for greater levels of success.

How Employer of Record (EoR) in Seychelles Works

Workforce Africa allows you to build a compliant team in Seychelles without first registering a company. We act as the local legal employer, while you direct the employee’s day to day work. We prepare compliant contracts, run monthly payroll, calculate and pay income tax and social security, and keep you aligned with labour and immigration rules.

A Seychelles EoR set up in this way removes delays, reduces set up cost and lowers compliance risk for your cross border team.

1. Employment Contracts in Seychelles

Types of Contracts

Employment in Seychelles can be based on different contract types, such as:

• Indefinite (open ended) contracts for ongoing roles
• Fixed term contracts for time bound projects or to cover temporary needs
• Part time contracts where weekly hours are below full time
• Casual contracts for very short or irregular work patterns

Most roles are documented in writing, and written contracts are strongly recommended even where oral contracts are legally possible.

Key Contractual Elements

A Seychelles employment contract should, at a minimum, set out:

• Employer and employee details
• Job title, main duties and reporting line
• Place of work and any remote or multi site arrangement
• Type of contract (indefinite or fixed term) and, if fixed, the end date
• Start date and length of any probation period (usually not more than six months)
• Normal daily and weekly working hours and any shift pattern
• Base salary in SCR, pay cycle and method of payment
• Overtime rules and how overtime is paid
• Entitlements to annual leave, sick leave, maternity leave, paternity leave and public holidays
• Basic benefits and allowances (for example transport or meal allowance)
• Mandatory deductions (tax and statutory contributions)
• Notice periods and conditions for termination
• Any applicable collective agreement or company policy

2. Working Hours in Seychelles

Standard working hours in Seychelles are relatively high by global standards. Regulations allow:

• Up to 60 hours per week and up to 12 hours per day for many categories of workers, excluding watchmen and a few special groups.

In practice, many employers use a lower weekly limit (for example 45 or 48 hours) to support health and safety and to control overtime costs. Employees are entitled to at least 24 consecutive hours of rest in any seven day period.

Overtime

Overtime is work done beyond the normal daily or weekly hours. Key points:

• Overtime should be authorised and recorded.
• It is paid at a premium above the normal hourly rate.
• Higher rates generally apply for:
  • Work beyond the normal daily limit
  • Work on weekly rest days
  • Work on public holidays (where pay can be up to three times the normal rate for some categories)

Employers should track hours worked, separate normal hours from overtime and show overtime clearly on the payslip.

3. Observed National Holidays and Vacation 

Observed National Holidays and Vacation

These public holidays are commonly observed in Seychelles and are usually treated as paid days off:

• 1 January – New Year’s Day
• 1 January / 2 January – additional New Year holiday (in many years)
• Good Friday – date varies
• Holy Saturday – date varies
• Easter Monday – date varies
• 1 May – Labour Day
• Corpus Christi – date varies
• 5 June – Liberation Day
• 18 June – National / Constitution Day
• 29 June – Independence Day
• 15 August – Assumption of Mary
• 1 November – All Saints’ Day
• 8 December – Immaculate Conception
• 25 December – Christmas Day

If an employee works on a public holiday, they are normally entitled to premium pay or a paid day off in lieu, depending on their worker category, law and contract.

Public holidays are separate from annual leave. If a public holiday falls during annual leave, it is usually not counted as part of the annual leave balance.

4. Expats, Visas & Work Permits

Visa and Work Permit Requirement

Foreign nationals who wish to work in Seychelles need the correct work authorisation. Seychelles is flexible for short tourist visits, but regular employment generally requires:

• A Gainful Occupation Permit (GOP) or similar work permit, and
• Lawful immigration status to stay in the country for the length of employment.

Working long term on a tourist entry or simple visitor status is not compliant.

Common Visa and Permit Types

• Gainful Occupation Permit (GOP) – the main permit for foreign employees engaged by a Seychellois employer or EoR.
• Short term permits – for short assignments, project work or consultancy, subject to local rules.

Eligibility and Employer Role

The Seychelles employer or EoR usually acts as sponsor and may need to:

• Provide an employment contract or job offer stating job title, pay and duration
• Submit company registration, licence and tax details
• Show that the role cannot easily be filled by a suitably qualified Seychellois worker
• Confirm that accommodation and other basic conditions are acceptable

The employee is often asked to provide:

• Valid passport and passport photographs
• Police clearance from the country of residence
• Medical certificate, where required
• Copies of educational and professional qualifications

Applications are normally processed through Seychelles immigration authorities and can take several weeks. An EoR partner can coordinate documentation and communication with local advisers.

An Seychelles EoR offers this service to help businesses manage their clients

5. Paid Leaves

Annual Leave

Employees in Seychelles are entitled to:

• At least 21 working days of paid annual leave per 12 months of continuous employment for full time workers, excluding Saturdays, Sundays and public holidays.

Annual leave:

• Is usually earned pro rata over the year.
• Must be agreed in advance between employer and employee.
• Can be split into blocks, with at least one longer block where possible.
• May be carried forward or paid out on termination in line with law and policy.

Part time and fixed term workers receive leave on a pro rata basis.

Sick Leave

Sick leave in Seychelles is regulated. In general:

• Employees are entitled to up to 30 days of paid sick leave per year at full pay, if supported by a medical certificate.
• In cases of hospitalisation, paid sick leave can extend to 60 days.
• After paid sick leave is exhausted, workers may have additional unpaid sick leave (up to a defined limit) while their position remains protected.

Employers should have a clear internal sick leave policy aligned with these thresholds.

Maternity Leave

Female employees have strong maternity protection. Current rules provide:

• 16 weeks of paid maternity leave, with a defined portion to be taken after childbirth.
• Protection from dismissal due to pregnancy or maternity leave, except on serious and lawful grounds.
• Restrictions on night work and overtime in late pregnancy and shortly after birth.

Maternity leave pay is usually funded as part of normal payroll, with some support from social security or other state schemes.

Paternity Leave

Male employees are entitled to 10 consecutive working days of paid paternity leave, usually taken around the time of birth. Eligibility may require proof of paternity and that the child is a live birth.

Compassionate and Family Leave

Seychelles law also provides for compassionate or bereavement leave of at least 4 days of paid compassionate leave per year in the case of death or serious illness of a close family member. Other family responsibilities may be covered by annual leave, unpaid leave or company policy.

Paid Public Holidays

Employees are entitled to paid rest on official public holidays. If they must work on a public holiday, they are usually entitled to higher pay than normal or to a replacement paid day off, as set in the Employment Regulations and their contract.

6. Statutory Deductions

A. Social Security Contributions

Seychelles operates a mandatory system of social security and pension contributions. Typical rates for standard employees are:

• Employee:
  • About 3% of gross salary to the Seychelles National Provident Fund (SNPF) / pension scheme.
• Employer:
  • Around 10% of gross salary to SNPF / pension, and
  • Around 10% of gross salary to broader social security and related welfare funds.

In total, the employer cost can be close to 20% of gross salary or more for statutory contributions, while employees usually pay around 3%.

Employers must register with the relevant authorities and remit contributions monthly. Late or incorrect payments can attract penalties.

B. Tax Brackets and Rates

Personal Income Tax (PIT)

Personal income tax on employment income in Seychelles is progressive. For citizen employees, the most recent standard monthly brackets are:

Taxable Monthly Income (SCR)	Tax Rate
0 – 8,555.50	0%
8,555.51 – 10,000	15%
10,000.01 – 83,000	20%
Above 83,000	30%

For non-citizen employees, there is usually no zero band:

• 0 – 10,000: 15%
• 10,000.01 – 83,000: 20%
• Above 83,000: 30%

Non-monetary benefits (such as housing or company cars) are subject to a separate tax on benefits, often at around 20%, paid by the employer.

Employers must calculate Pay As You Earn (PAYE) each month using the official tax tables and remit the tax to the Seychelles Revenue Commission.

Other Main Taxes

• Value Added Tax (VAT): Standard rate of 15% on most goods and services, with a 0% rate for some supplies.
• 13th month pay tax treatment: In many cases, the 13th month pay for eligible Seychelles workers up to a certain salary threshold is tax free, while amounts above or for higher earners may be taxed.

These do not affect payroll directly as personal deductions but are important for overall cost planning.

7. Health Insurance

Public health services in Seychelles are funded mainly by the state and supported by social security. Residents can access basic healthcare at public facilities without direct charges at the point of use.

However, public facilities can have capacity limits and may not always offer advanced specialist care. Many employers, especially international organisations, provide extra health benefits such as:

• Private medical insurance for employees (and sometimes their dependants)
• Direct reimbursement of medical costs up to a set limit
• Cover for medical evacuation or treatment abroad for complex cases

Any extra health benefits should be clearly described in offer letters and internal policies so employees understand what is covered and what is not.

8. Additional Compensation and Benefits

While the labour law sets the basic floor for wages and protections, many employers choose to offer extra benefits to attract and retain talent. Common examples include:

• Transport, housing or hardship allowances, especially for work in remote regions
• Meal allowances or canteen meals during work days
• Performance or productivity bonuses linked to company results
• Training and development support, including language and technical skills
• Voluntary retirement or savings plans on top of social security
• Top up life and accident insurance beyond statutory coverage

9. Termination/Severance in Seychelles

Probationary Period

Employment contracts in Seychelles often include a probation period. In practice:

• Probation is commonly up to six months, and should not exceed this limit without formal approval.
• The probation period should be set out clearly in the contract.
• During probation, either party can usually end the relationship on seven days’ notice, while still respecting basic legal protections.

Termination of Employment

After probation, employment can end for several lawful reasons, including:

• Expiry of a fixed term contract
• Resignation by the employee with proper notice
• Mutual agreement between employer and employee
• Dismissal for serious disciplinary offence or other just cause
• Dismissal on grounds of redundancy, restructuring or closure
• Frustration of contract (for example, confirmed long term incapacity)

Termination should never be based on prohibited reasons such as pregnancy, union activity, race or religion. A fair process should be followed, with reasons documented and the employee given a chance to be heard where required.

For redundancies or contested terminations, the Ministry of Employment often plays a role in dispute resolution and may require conciliation or formal decisions.

Notice Periods

Standard minimum notice periods are:

• Casual worker: at least 1 day
• Worker on probation: at least 7 days
• Any other Seychellois worker: at least 1 month
• Non Seychellois worker (not casual or on probation): notice period as stated in the contract, or at least 1 month if no period is specified

Notice must be in writing. Instead of having the employee work through the notice period, the employer may pay salary in lieu of notice if the law and contract allow.

Severance Pay

Severance pay (often called compensation for length of service) depends on the reason for termination and the employee’s length of service. In practice:

• Employees who are fairly dismissed for serious disciplinary offences may not receive severance, but still receive salary and unused leave.
• Where employment ends due to redundancy, frustration of contract or other valid reasons not related to misconduct, employees may be owed compensation based on a statutory formula linked to length of service and last wage.
• Fixed term contracts that end at their agreed date usually do not attract severance, unless the law or agreement says otherwise.

On termination, the employer or EoR should pay:

• Final salary up to the last working day
• Pay in lieu of untaken annual leave
• Any severance or compensation owed under law or contract
• Any earned bonus or 13th month pay that has become due

A certificate of employment should be issued on request, confirming the employee’s role and employment dates.