Unemployment in Belize

Belize measures unemployment among people aged 14 and over through the Labour Force Survey, which is conducted twice a year in April and September. A person counts as unemployed when they have no work, have actively searched during the previous four weeks and can take up work within two weeks. Someone who is not actively searching or is unavailable for work belongs to the population outside the labour force instead. The preliminary April 2026 results recorded a labour force of 170,056 people and a participation rate of 53.6%. Unemployment was 1.9% overall, 2.2% for women and 1.7% for men. Among people aged 14 to 24, the rate was 5.0%. Of those without work, 39.3% had been without work for at least 12 months, while 23.2% had been without work for less than three months. The figures describe the labour market at the survey date and do not by themselves determine a person's eligibility for assistance. The Employment Services System (ESS) is a web-based job-matching service. A jobseeker creates an account and provides an email address, telephone number and Social Security Number. A recent passport photograph, valid Police Record, two recommendation letters, Social Security Card and proof of qualifications may also be requested. The system matches vacancies with education, experience and skills. Employment Officers operate across Belize and can provide registration, vacancy referrals, job guidance and guidance on occupational or regional moves under section 81 of the Labour Act. No ESS fee is listed, and the duration of a placement is not fixed by a general rule. Belize does not provide a general unemployment-insurance cash payment through the Social Security Board (SSB). The SSB benefit portfolio does not include an unemployment benefit, and a 2024 actuarial review identified unemployment and family benefits as income-replacement benefits not offered by the SSB. There is also no general statutory unemployment claim or reporting procedure established for everyone. Worker registration under sections 84 and 88 to 90 of the Labour Act may apply only if a ministerial order creates such a requirement for a specified sector or place. Financial protection after job loss therefore often comes from employment-related claims or private and household resources. Depending on the reason and length of employment, a worker may have rights to notice pay, severance pay, unused vacation pay or outstanding wages. Household support was the main reported source of financial support for 63.8% of unemployed people in the April 2026 results, while savings or pensions supported 17.9%. The Labour Act sets notice periods for many terminations. Employment lasting more than two weeks but no more than six months generally requires one week's notice; more than six months but no more than two years requires two weeks; more than two years but no more than five years requires four weeks; and more than five years requires eight weeks. Redundancy also involves employer notice and information or consultation with a union, worker representative or the Labour Commissioner. A worker whose contract lasted more than one month can request an employment certificate under section 48. Qualifying termination can create a severance entitlement under section 183. Employment from five to ten years carries one week's wages for each year, while employment exceeding ten years carries two weeks' wages for each year. Section 189 requires payment or deposit with the Labour Commissioner within one month. The exact entitlement depends on the termination circumstances and the worker's employment history. After unemployment begins, ESS application and referral can support a return to work. Labour Act section 81(d) also provides for vocational-training guidance as part of employment services. The available pathways are therefore fragmented: ESS supports job matching and re-entry, the Labour Department and Labour Commissioner handle labour-law functions, and SSB does not replace lost wages through a general unemployment payment.