---
title: "Terminating an employee in Saint Kitts and Nevis: notice and severance"
description: "How to end employment in Saint Kitts and Nevis: notice from one week to three months, the listed grounds, severance rates and the complaint process."
canonical: https://www.teamed.global/country-hiring-guides/saint-kitts-and-nevis/termination-and-severance
---

Saint Kitts and Nevis · Termination and severance

# How do you end employment in *Saint Kitts and Nevis*?

The Protection of Employment Act lists the circumstances in which an employer may end a job. Notice runs from one week to three months by service and pay basis, and severance pay is two to four weeks of pay for each year of service on certain grounds. If you need to end a contract here, Teamed's real HR and legal experts, assigned within 24 hours, check the grounds and the record first. A designated person then guides the next steps, with 24/5 human support.

Last reviewed 22 October 2026 · Saint Kitts and Nevis guide

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The short answer

An employer gives notice of one week to ten weeks, or one to three months for monthly paid staff, depending on service. Up to the end of probation no notice is needed.

The Act lists the circumstances for ending a job. Severance pay is due after a year of service on infirmity, redundancy, the death of the employer or liquidation, but not on a dismissal for misconduct.

## How much notice must you give in Saint Kitts and Nevis?

Notice runs from one week to ten weeks for most employees, and from one to three months for those paid monthly, depending on service.

Up to the end of probation, the employer can end the job without notice.

| Continuous service | Not paid monthly | Paid monthly |
| --- | --- | --- |
| 3 months to under 1 year | 1 week | 1 month |
| 1 year to under 3 years | 2 weeks | 1 month |
| 3 years to under 5 years | 3 weeks | 1 month |
| 5 years to under 7 years | 4 weeks | 2 months |
| 7 years to under 10 years | 5 weeks | 2 months |
| 10 years to under 15 years | 6 weeks | 3 months |
| 15 years and over | 10 weeks | 3 months |

An employer can pay the wages and benefits for the notice period instead of having it worked. Where the job ends for mental or physical incapacity, the employer must tell the Labour Commissioner before paying in place of notice. An employee gives the same notice that the employer would give, or no more than four weeks where the contract is not in writing.

The Protection of Wages Act says wages due must be paid within one week after a contract ends, where it ended at least a week before pay day. An employee may also leave without notice if the employer's conduct makes it unreasonable to stay, and that counts as a termination by the employer.

## When can you end a job in Saint Kitts and Nevis?

The Act sets out the circumstances: probation, serious misconduct, misconduct or poor performance after two written warnings, permanent infirmity, redundancy, the death of the employer and liquidation.

Some reasons never count, including union membership and a complaint against the employer.

| Circumstance | What the Act says | Severance pay |
| --- | --- | --- |
| Probation | Without notice, in writing | No |
| Serious misconduct | Without notice, in writing | No |
| Misconduct or poor performance | Without notice, in writing, after at least two written warnings within the previous six months | No |
| Permanent infirmity | A doctor certifies it, and it has lasted at least three months | Yes, after a year |
| Redundancy | The post is no longer needed for a reason the Act lists | Yes, after a year |
| Death of the employer, or liquidation | The business ceases or is liquidated | Yes, after a year |

An employer cannot end a job because of union membership, acting as a worker representative, a complaint against the employer, race, sex, creed, marital status, family responsibilities, maternity absence, certified illness absence, jury service or a court summons. The employer carries the burden of proof in any termination.

The Act does not spell out a separate route for ending a job with notice and no listed reason, so we confirm with counsel which route fits before you serve anything.

## When is severance pay payable in Saint Kitts and Nevis?

An employee with a year or more of continuous service is owed severance pay on infirmity, redundancy, the death of the employer or liquidation.

The rate is two weeks of pay for each year of service up to five years, then three, then four, to a cap of 52 weeks.

| Item | What the Protection of Employment Act sets |
| --- | --- |
| Who qualifies | Employees with at least 1 year of continuous service |
| Rate | 2 weeks' pay a year for service up to 5 years, 3 weeks for 5 to 10 years, and 4 weeks beyond 10 years |
| Part years | A half year or more counts as a full year, and less than a half year is ignored |
| Cap | 52 weeks' pay |
| A week's pay | Normal wages for the previous 52 weeks, divided by the weeks worked |
| Laid-off or suspended staff | After 12 weeks, they can ask to treat the job as ended |
| Not owed | Where the job continues, or a new offer is on terms and at a place no less favourable |

The employer pays 1% of normal wages into the Severance Payments Fund every month, and long service gratuity is paid from the fund. An employee gets gratuity at the severance rate after 10 years in one place on retirement at 62, on choosing to retire, or on death in service, and it is paid within 90 days of retirement. An employee made redundant after 10 years gets severance, not gratuity.

Where an employer plans to end ten or more jobs, or 10% of the workforce if that is fewer, for redundancy, it tells the Labour Commissioner in writing at least one month ahead. If it later hires for similar duties, the Act gives preference to the former employees.

## What happens if a Saint Kitts and Nevis termination is challenged?

Either side can complain to the Labour Commissioner, who helps the parties to settle.

If there is no settlement, the matter goes to the Minister, and an appeal can reach a judge, who can order reinstatement or compensation.

The Minister seeks to settle the matter or refers it to a Hearing Officer, who gives a written decision. Anyone unhappy with the findings can appeal to a Judge in Chambers, who can order reinstatement or award compensation.

The burden of proof in any termination is on the employer, so keep the reason, the warnings and the record. A failure to follow the Act is an offence, with a fine of up to EC$2,000 on summary conviction, and false statements carry up to EC$3,000 or six months. Plan the grounds and the record before you end a contract.

## How does Teamed support a termination in Saint Kitts and Nevis?

Teamed's **real HR and legal experts** check the right route for your Saint Kitts and Nevis hire first: employer of record, contractor or your own entity, and a designated person guides the notice, the grounds and the record.

The notice, severance and complaint rules above are applied to your case before you serve anything.

**Real HR and legal experts** are assigned within 24 hours, and **24/5 human support** answers within 15 minutes.

The check is part of every plan and comes before any contract is signed. Contractor, employer-of-record and own-entity routes run on **one platform**, so a change of route does not mean a change of provider.

Start from the [Saint Kitts and Nevis hiring overview](/country-hiring-guides/saint-kitts-and-nevis) for the wider picture. EOR is the right model for a first hire in many countries, **until it isn't**.

## Frequently asked questions

How much notice does an employer give in Saint Kitts and Nevis?

From one week after three months of service, up to ten weeks after fifteen years for staff not paid monthly. Staff paid monthly get one, two or three months. An employer can pay the wages instead of having the notice worked.

Is severance pay payable on every termination in Saint Kitts and Nevis?

No. It is for infirmity, redundancy, the death of the employer or liquidation, after a year of continuous service. It is not payable on a dismissal for misconduct or in probation.

Can you end a job without a reason in Saint Kitts and Nevis?

Only up to the end of probation, which is up to three months, or four weeks for household work. After probation the Act lists the circumstances, and the employer carries the burden of proof.

How many warnings must an employer give before a misconduct dismissal?

At least two written warnings in the six months before the dismissal, describing the misconduct or poor performance and, in the last one, the intention to end the job if it continues. Serious misconduct needs no warnings.

A note from Tom Price-Daniel

Saint Kitts and Nevis ties notice to length of service, lists the grounds for ending a job and pays severance on certain grounds after a year.  
The grounds and the record are what decide most challenges, because the employer carries the burden of proof.  
Call your designated person before you serve notice, not after.

Tom Price-Daniel · Co-founder, Teamed

## Keep reading

- [Hiring in Saint Kitts and Nevis, overview](/country-hiring-guides/saint-kitts-and-nevis)
- [Saint Kitts and Nevis hiring guide](/country-hiring-guides/saint-kitts-and-nevis/hiring-guide)
- [Saint Kitts and Nevis tax and payroll](/country-hiring-guides/saint-kitts-and-nevis/tax-and-payroll)
- [Saint Kitts and Nevis cost breakdown](/country-hiring-guides/saint-kitts-and-nevis/cost-breakdown)
- [Saint Kitts and Nevis EOR vs entity](/country-hiring-guides/saint-kitts-and-nevis/eor-vs-entity)
- [Hiring contractors in Saint Kitts and Nevis](/contractor-hiring-guides/saint-kitts-and-nevis)
- [What is an Employer of Record?](/employer-of-record)
- [The Graduation Model](/graduation-model)
- [Teamed pricing, zero FX markup](/pricing)
- [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator)

A note on this page.

This is a guide, not legal, tax or accounting advice. The figures on this page were read from official sources on 22 October 2026. They come from the Protection of Employment Act (Cap. 18.27), the Labour (Minimum Wage) Act (Cap. 18.19) with the 2024 and 2025 Orders that change its schedules, the Protection of Wages Act, the Holidays with Pay Act, the Social Security Act (Cap. 22.10) with its regulations, the Housing and Social Development Levy Act (Cap. 20.21) as amended in 2024 and 2025, the Immigration Act, the Recruiting of Workers Act (Cap. 6.05) and the Inland Revenue Department. Several of these Acts are published only in revised editions dated 2002 to 2017, and the start date of the July 2025 minimum wage comes from government announcements rather than the Order. The Social Security Board website could not be reached, so we confirm the current contribution rates and earnings ceiling with the Board before the first payslip. Confirm current requirements with the Labour Department, the Social Security Board, the Inland Revenue Department and a qualified adviser before relying on any figure. Sources:

[Protection of Employment Act, Cap. 18.27](https://lawcommission.gov.kn/wp-content/documents/Act17TOC/Ch-18_27-Protection-of-Employment-Act.pdf)

,

[Protection of Wages Act, Cap. 18.28](https://lawcommission.gov.kn/wp-content/documents/Act02and09TOC/Ch-18_28-Protection-of-Wages-Act.pdf)

.