What permit does a non-Seychellois worker need to start employment in Seychelles?

A non-Seychellois worker needs a Gainful Occupation Permit (GOP) for paid or unpaid full-time or part-time work. The employer leads the application, and the worker must not enter Seychelles or begin the approved work before the GOP is granted.

What minimum pay and paid leave generally apply to employment in Seychelles?

From 1 April 2025, the minimum wage is SCR 40.95 per hour for a continuous worker, or SCR 6,210.75 per month for a 35-hour week; the casual rate is SCR 47.19 per hour. Common statutory leave amounts are 21 paid annual-leave days, 21 paid sick-leave days, four paid compassionate-leave days per 12-month period and 16 paid weeks of maternity leave.

How can an employment dispute be taken to the Employment Tribunal in Seychelles?

A worker should normally raise the grievance at the workplace and then seek mediation through the Industrial Relations Section of the Employment Department. If mediation fails, the worker may apply to the Employment Tribunal within 30 days after receiving the mediation certificate; the filing fee is SCR 200.

Employment in Seychelles

Q: How can a person look for employment in Seychelles and register with the relevant services?

A job seeker can register with Employment Services or a Private Employment Agency, or apply directly to a company. A CV, identity document, school or training certificates, references and a Police Character Certificate are commonly requested, with a driving licence where relevant.

Employment in Seychelles covers finding, starting, carrying out and ending paid work under the national employment system. The Employment Department handles job services, labour monitoring and industrial relations, while contracts, pay, leave, permits and pension contributions follow specific rules. Employees generally need written terms, payslips and records of leave and contributions; non-Seychellois workers also need a Gainful Occupation Permit (GOP) before work starts. Rights and procedures differ for ordinary employment, fixed-term work, redundancy, disputes and workplace accidents.

Tip

Treat employment in Seychelles as a document-and-deadline process, not only as an agreement to start work. Confirm the contract, worker classification, pay, leave, tax, pension and termination terms before relying on the income. If you are not Seychellois, make the employer complete the GOP process before you travel or begin work.

bySabrina&Kevin

The main framework is the Employment Act 1995 and the Conditions of Employment Regulations 1991, which apply throughout Seychelles, including Mahé, Praslin and La Digue. The Ministry of Employment and Social Affairs provides employment services through the Employment Services Section and local Employment Offices. The Labour Monitoring and Compliance Section handles inspections and complaints, while the Industrial Relations Section supports workplace mediation. The Employment Tribunal can decide cases that remain unresolved after mediation. Immigration and Civil Status deals with immigration permissions, the Seychelles Revenue Commission (SRC) handles income-tax administration, and the Seychelles Pension Fund (SPF) receives pension contributions. A job seeker can register through Employment Services or a Private Employment Agency, or apply directly to a company. Common documents include a CV, identity document, school or training certificates, references, a Police Character Certificate and, where relevant, a driving licence. Vacancies may appear through the Employment Department, private agencies, newspapers, television and District Service Providers. Employment Services information covers job seekers from age 15 to 62. The minimum age for employment is 15, while people under 18 face restrictions in workplaces such as hotels, guest-houses, restaurants, shops, bars, nightclubs, entertainment, ships and aircraft. A non-Seychellois worker needs a Gainful Occupation Permit, usually called a GOP, for paid or unpaid work, whether full-time or part-time. The employer leads the application. After the Employment Department issues an Approval Certificate, the application goes to Immigration and Civil Status at least one week before the planned start. The person must not enter Seychelles or begin work before the GOP is granted. The processing fee is SCR 1,000, followed by SCR 500 for each month or part of a month. Employment is limited to the approved company and position. The Employment Department generally decides a complete application within 3 to 9 working days, and the employer may appeal within 7 working days. The process normally involves a fixed-term contract, Ministry attestation, assessment of local worker availability and, where relevant, a localization or succession plan. An employment relationship should have a written contract, and the worker should receive a copy. The contract should match the actual work. A fixed-term contract suits work that is genuinely limited in duration. Probation may last up to six months; a longer period requires approval from a Competent Officer. A contract change requires the worker's agreement. Workers are expected to perform their duties, attend punctually, follow workplace discipline and report lateness or absence. From 1 April 2025, the national minimum wage is SCR 40.95 per hour for a continuous worker, equivalent to SCR 6,210.75 per month for a 35-hour week. The rate for casual work is SCR 47.19 per hour. The SRC normally collects income tax through withholding by the employer, and the employer reports and pays it monthly through the Business Activity Statement. A payslip should show the tax deduction, so workers should check and keep their payslips. The statutory maximum is 60 hours per week for a worker and 72 hours per week for a watchman. This maximum is not the same as ordinary working hours in the contract. Overtime and public-holiday pay follow the Employment Regulations and the applicable Benefits Guide. Annual leave is generally 21 paid days for each 12-month period, excluding Saturdays, Sundays and public holidays. Sick leave is generally 21 paid days per 12-month period, and compassionate leave is generally four paid days per 12-month period. Maternity leave is 16 paid weeks, with at least 12 weeks taken after confinement. Leave cannot be used as a performance criterion for 13th-month pay. The rules on 13th-month pay have changed. For 2023 to 2025, the arrangement required 50% of the payment and linked the remaining 50% to performance appraisal, with payment due by 31 December and no later than 31 January. The Cabinet approved full mandatory payment for eligible workers from 2025, payable in January 2026, and removal of the performance-based deduction. The available official material does not yet provide a consolidated enacted version, so the Employment Department should confirm the current position for a particular worker. Earlier exclusions included non-Seychellois workers, casual workers and participants in the Skills Development Programme. The SPF contribution is generally 5% of gross monthly pay from the worker and 5% from the employer. The employer remits contributions by the 21st day of the following month. The ordinary pension age is 65. An early-age pension between 60 and 64 generally requires the person to have stopped working. Qualification normally requires either 10 continuous contribution years immediately before retirement or at least 20 contribution years since 1979, subject to the applicable rules. A lump sum may be available where the conditions for a monthly pension are not met. A worker normally resigns according to the notice period in the contract or, if no period applies, by giving one month's notice. Payment instead of notice may be allowed. Immediate termination by the worker may be possible where the employer seriously breaches the contract or the law, or where the worker is laid off, but the reason should be stated in writing. An employer may terminate employment only on a lawful basis. Serious disciplinary misconduct can justify termination without notice. For a fixed-term contract ending or retirement, at least one month's advance information is generally required, or one month's wages must be paid in lieu. Notice cannot normally run during sick leave, pregnancy or maternity leave without Competent Officer authorisation. Redundancy follows a procedure involving the Employment Department and its approval. A worker with at least five years of continuous service may qualify for compensation after a proper resignation or retirement. A Certificate of Employment can be requested when work ends. A workplace grievance should normally be raised first through the workplace. If it remains unresolved, the Industrial Relations Section of the Employment Department can mediate. After unsuccessful mediation, the worker receives a certificate and may apply to the Employment Tribunal within 30 days. The filing fee is SCR 200. Possible outcomes include benefits, compensation, costs, fines or another order. A worker may appear personally, use a lawyer or be represented by a trade union, subject to the Chairperson's approval where required. The Occupational Health and Safety Decree 1989 applies to workplace safety. Labour Monitoring officers can inspect workplaces and investigate complaints and accidents, including through joint inspections. A workplace accident should be reported within 48 hours, while a fatal accident must be reported immediately. Employment-related assistance is available through the Employment helpline numbers 2804041 and 2823400.