Written contracts are mandatory — and must cover specific ground

By Equipo Saplic Published on 12/08/2026 Updated on 12/08/2026

Missing components weaken the employer’s position in any dispute.

For guidance only

The amounts and deadlines in this guide can change by law. Always check the update date and the official sources cited below. For a specific case, consult the labour authority or a professional.

In this guide
  1. What a contract must detail
  2. What to check before signing
  3. Why the collective agreement question matters
  4. Contract types
  5. Non-discrimination
  6. Work permits
  7. Warning signs
  8. Keep your records

The Labour Code mandates written contracts in Antigua and Barbuda. This is not optional or a matter of good practice.

What a contract must detail

  • Leave entitlements
  • Hours of work
  • Probation terms
  • Job duties and pay

Missing components create compliance risks for the employer and weaken their position in any employment dispute — which means they help you.

What to check before signing

  1. Your basic pay, since severance is calculated on the basic at termination
  2. Your start date, since severance counts in months
  3. Probation length and its notice terms — typically one week during probation
  4. Leave entitlement, given the variation in published figures
  5. Whether a collective agreement applies to your role

Why the collective agreement question matters

Collective agreements in Antigua frequently provide more favourable terms than the statutory minimum — on severance, on notice, and on leave.

The Antigua and Barbuda Workers' Union has, for example, secured paid paternity leave in certain workplaces where no national entitlement exists.

If you do not know whether an agreement covers you, ask.

Contract types

The Labour Code provides for the types of contracts permitted, and deals with termination after a fixed term.

Non-discrimination

The Code prohibits discrimination on grounds including race, gender, sexual orientation, marital status, pregnancy, religion and national origin. Protections apply broadly to foreign workers as well as locals.

Work permits

Non-nationals require work permits. The framework applies to expatriate workers alongside citizens.

Warning signs

Be cautious about paying for a job, for training or for equipment before being hired. And about any arrangement with nothing in writing — since written contracts are mandatory, its absence is itself a warning.

Keep your records

Contract, payslips, evidence of your start date. Employers must retain records for three years after employment ends, but your own copies are the ones you control.

Frequently asked questions

Is a written contract mandatory?
Yes. The Labour Code mandates written contracts detailing terms including leave, hours and probation. Its absence is itself a warning sign.
What should I check before signing?
Your basic pay since severance is calculated on it, your start date since severance counts in months, probation terms, leave entitlement, and whether a collective agreement applies.
Why does the collective agreement question matter?
Because agreements frequently provide more favourable terms than the statutory minimum on severance, notice and leave — including paid paternity leave where no national entitlement exists.
Do protections apply to foreign workers?
Yes. The statutory protections apply broadly to foreign workers as well as locals, and non-nationals require work permits.
What if the contract is missing components?
That creates compliance risks for the employer and weakens their position in any dispute, which works in your favour.

Sources

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