Cuba (CU)
Cuba is a unique socialist island nation of 11 million people in the Caribbean — a country of vintage American cars, world-famous cigars, Havana salsa, colonial architecture, and extraordinary natural beauty.
Employment Rights
Sick leave, dismissal protection and red flags in Cuba.
Cuba's labour framework is governed by the Código de Trabajo (Labour Code, Law 116/2014 and subsequent amendments). The state employs the majority of workers, and in the state sector, wages are set by MTSS (Ministerio de Trabajo y Seguridad Social) salary scales. Since 2021, MIPYMES and expanded TCP have created a growing private sector with different dynamics. The Central de Trabajadores de Cuba (CTC) is the single state-affiliated trade union federation — independent unions do not exist. In practice, employment rights in the private sector are less codified and more relationship-based than in the state sector.
Sick leave
Rules: Workers must notify their employer (jefe de trabajo) on the first day of illness. For state sector, a medical certificate from the Médico de la Familia or polyclinic is required. For MIPYMES, internal company rules apply within Código de Trabajo parameters.
Doctor note: Medical certificate required from day 1 for state sector workers. Self-certification is not recognized in Cuban employment law.
Employer pay: State sector: workers receive 60% of their average salary for days 4–30 of illness; 70% from day 31 onwards. Days 1–3: no pay in law but many entities continue to pay as administrative practice. MIPYMES: must meet at minimum the Código de Trabajo provisions.
Long-term: Disability pension (prestación por accidente de trabajo o enfermedad profesional): if illness is work-related, the worker receives a pension equivalent to 60–70% of average salary through the Seguridad Social system. Long-term non-work illness: after 6 months, case reviewed for disability pension eligibility.
Dismissal protection
Law: Código de Trabajo (Law 116/2014): dismissal requires one of the legally specified causes (conducta laboral — performance/conduct, restructuring, disability, etc.). Unjustified dismissal entitles the worker to reinstatement or compensation. State sector workers have strong job security in practice — dismissals are rare and require committee review.
Deadline to sue: 30 days from notification of dismissal to appeal to the Órgano de Justicia Laboral de Base (Labour Disputes Committee). If unsatisfied, 30 further days to appeal to Tribunal Municipal Popular (Municipal People's Court). These are hard deadlines.
Probation
Cuban law provides for a probationary period (período de prueba) of 30 days for most roles, extendable by agreement to 60 days. During probation, either party may terminate without cause. After the probationary period, the employment protections of the Código de Trabajo apply fully.
Notice periods
Minimum 30 days written notice from employer. Employee: 14 days notice for resignation (renunciar). For MIPYMES and private sector: contractual notice provisions apply as long as they meet or exceed the legal minimum.
Working time
Max hours: 8 hours per day, 44 hours per week (standard workday in Código de Trabajo). Some hazardous or strenuous jobs have a 36-hour maximum week. Night shift workers: reduced hours (7.5 hours per night shift).
Min rest: Minimum 12 consecutive hours rest between working days. Minimum 30-minute break during any working day over 6 hours.
Overtime: Overtime requires prior justification and management authorization. Limited to 160 hours per year per worker. Overtime pay: regular rate + 25% for normal overtime; double rate for work on rest days; triple rate for work on national public holidays.
Vacation
Minimum 14 working days paid annual leave (vacaciones) after one year of employment. Workers with 3+ years seniority: 18 days. Workers in hazardous jobs: up to 30 days. Leave not taken can be accumulated or compensated. One-way ticket: employers generally grant vacation requests within 90 days of application.
Anti-discrimination
Cuban Constitution and Código de Trabajo prohibit employment discrimination based on race, colour, sex, religion, national origin, or political beliefs aligned with the revolution. However, political activity critical of the Communist Party can result in job consequences — this area of rights is very different from Western labour law. The FMC (Federation of Cuban Women) and CTC handle discrimination complaints within the state system.
Contract red flags
- !Verbal-only employment agreements — in Cuba, written contracts are required for formal employment relationships under the Código de Trabajo; an employer insisting on oral-only agreements avoids documentation of obligations.
- !Salary below the MTSS minimum wage scale — the statutory minimum is CUP 2,100/month (set in January 2021 and not increased since despite severe inflation); ensure your salary and any USD/informal component meets the minimum for your occupational category.
- !No social security registration — employer must register all employees with MTSS/ONAT; failure means you receive no pension or sickness benefit entitlement.
- !For MIPYMES: contracts without the legally required termination provisions and notice periods.
- !Unofficial USD-only salary — no CUP component can mean no formal social security contribution.
- !For foreign nationals: work agreements without the proper MINREX visa authorization are illegal and leave you without legal protection.
Employment Rights
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