Labour Law in Belize

Employment law in Belize consists of several Acts and regulations, in particular the main employment statute (Labour Act), the factory-safety statute (Factories Act), the equal-pay statute (Equal Pay Act), the workplace-injury compensation statute (Workmen's Compensation Act), the social-security statute (Social Security Act), and laws on trade unions, wage councils and labour disputes. The senior labour official (Labour Commissioner) enforces the Labour Act, receives complaints and supports conciliation; local district labour offices (District Labour Offices) provide local access. A comprehensive reform of the Labour Act and a separate national occupational health and safety law were not identified as new legislation in force as of 6 September 2026. Employment contracts may generally be concluded orally or in writing. Written form is required, among other situations, when the contract lasts at least three months, the work is performed wholly or partly outside Belize, or the conditions differ materially from the usual arrangements in the district. If the required written form is missing, the contract is generally enforceable for no more than one month. Indefinite-term, fixed-term, casual and probationary employment have different consequences. The employer must pay the agreed wages and benefits while the contract remains in force. Actual working time may generally not exceed nine hours per day and 45 hours per week, with no more than six working days. If more than six hours are worked in a day, at least one unpaid hour of break is required; between two work periods, nine consecutive hours of rest are generally provided for. Overtime is normally paid at least at 1.5 times the regular rate. Sundays, agreed rest days and ordinary public holidays are also generally paid at least at 1.5 times the regular rate; Christmas Day, Good Friday and Easter Monday are paid at double time unless a statutory exception applies. The national minimum wage has been BZD 5.00 per hour for all employee categories since 1 January 2023. Depending on the wage arrangement, payment must be made at least weekly, fortnightly or monthly; when employment ends, wages that are due must be paid within one week, or immediately after the work is completed for casual workers. Deductions are permitted only under the law or a valid authorisation. Deductions for recruiting or retaining a worker are not allowed. Annual leave is at least two working weeks for each year of employment if the statutory number of days worked has been reached. The leave must generally be taken within six months; unused leave is paid out when employment ends. Unless a more favourable arrangement applies, up to 16 paid sick days may be available per twelve-month period. Employees who worked at least 150 days for the same employer during the preceding twelve months may receive 14 weeks of maternity leave at full pay, with Social Security benefits credited against it; the application and a medical certificate must generally be submitted at least ten weeks before the expected due date. The law prohibits forced labour and unequal pay for work of equal value based on sex. Dismissals or disciplinary measures because of union activity, complaints, proceedings, origin, religion, nationality, family responsibilities, disability, age, pregnancy, maternity, sexual harassment or HIV status may be unlawful. Factories require registration and an annual certificate following an inspection by the national labour authority (Labour Department). Employers must provide, among other things, drinking water, sanitary facilities and hygienic workrooms, and must provide reasonable protective clothing or protective equipment at no cost to employees. Child labour under the age of twelve is generally prohibited. The Labour Act rules also limit working hours, prohibit work before school ends and prohibit activities that are hazardous to health or education; maritime employment generally requires a minimum age of 15. The existing rules are partly fragmented, so individual activities and age limits must be checked separately. Employees may join a registered trade union. Union activity and employee representation are protected; in a Redundancy, the employer must consult the recognised union or employee representative and inform the Labour Commissioner as early as possible. In cases of unfair dismissal or wrongful termination, a complaint should generally reach the Labour Commissioner within 21 days after the dismissal or termination. After attempts at conciliation, the labour complaints tribunal (Labour Complaints Tribunal) may order, among other remedies, reinstatement, continued employment or compensation. Special rules apply to disputes in essential services; an Arbitration Tribunal may have jurisdiction there, and strikes or lockouts may be prohibited by law. For an indefinite-term contract, the statutory notice periods range from one to eight weeks depending on the length of employment. The employer may generally replace the notice period by paying the wages and benefits due; summary dismissal requires serious employment-related misconduct. In cases of inadequate performance, guidance and a written warning are normally required. Redundancy may result from closure, reorganisation, automation, economic decline, shortages of materials or reduced demand. Severance rules depend on the length of employment, the reason for termination, age, medical incapacity and acceptance of the payment. A court may have jurisdiction over the judicial enforcement of unpaid wages; a general official filing fee has not been verified.