Curaçao (CW)
Curaçao is a Dutch Caribbean island of approximately 160,000 people situated 65km north of Venezuela, outside the Atlantic hurricane belt.
Employment Rights
Sick leave, dismissal protection and red flags in Curaçao.
Employment law in Curaçao is based on the Dutch model, governed by the Landsbesluit Arbeidsovereenkomsten (LAO) and the Landsverordening Beëindiging Arbeidsovereenkomsten (LBA). Workers have substantial protections including the 2026 statutory minimum wage of XCG 11.93/hour (XCG 2,067.87/month at 40 hours/week), statutory leave, and strong protection against unfair dismissal. The Ministry of Social Affairs (SOAW) and Arbeidsinspectie (Labour Inspectorate) enforce the law. Employer must obtain prior Arbeidsinspectie approval before terminating a permanent contract.
Sick leave
Rules: Employer must pay 100% of salary during illness for up to 52 weeks (1 full year). This is a statutory obligation that cannot be contracted away. After 52 weeks, SVB sickness benefit (ZV) may apply for continuing incapacity. After 2 years of continuous illness, employer may apply to terminate the employment contract with proper procedure.
Doctor note: A doctor's certificate (doktersverklaring) is typically required from day 1 or after 2 consecutive sick days — check your specific employment contract and applicable CAO. Employer may require regular check-ins from a company doctor (bedrijfsarts) for extended illness.
Employer pay: 100% of gross salary for up to 52 weeks
Long-term: After the employer's 52-week pay obligation, SVB ZV (sickness insurance) provides approximately 80% of daily wage up to a maximum. For permanent incapacity, WEB (disability insurance) may provide ongoing benefits.
Dismissal protection
Law: Strong statutory protection against unfair dismissal under the LBA. Employer must obtain prior written approval from the Arbeidsinspectie (Labour Inspectorate) before terminating a permanent employment contract — OR obtain a court order. Dismissal without proper procedure exposes the employer to significant liability including severance pay (cessantia) plus damages.
Deadline to sue: Unfair dismissal claims should be filed within a reasonable period at the Gerecht in Eerste Aanleg (civil court). Consult an employment lawyer immediately if you believe you have been dismissed unlawfully.
Probation
Maximum probation period (proeftijd): 2 months for contracts up to 2 years, and 2 months for indefinite (permanent) contracts. Both parties can terminate without reason or procedure during probation. Probation clauses must be in writing in the employment contract to be valid.
Notice periods
Employee notice: typically 1–4 weeks depending on length of service and contract terms. Employer statutory notice: minimum 2 weeks for <5 years service, 4 weeks for 5–10 years, 6 weeks for >10 years. Cessantia (severance): 1 week's wages per year of service for years 1–10, 1.5 weeks per year beyond 10 years; maximum 26 weeks. Does not apply if employee resigns voluntarily.
Working time
Max hours: 40 standard hours per week. Maximum 48 hours including overtime. Maximum 12 overtime hours per week in most sectors.
Min rest: 11 consecutive hours daily rest. 36 consecutive hours weekly rest (typically weekend).
Overtime: Overtime beyond 40 hours/week compensated at 1.5x the regular hourly rate (or agreed alternative). Overtime on public holidays: minimum 2x regular rate. Sector CAOs may specify different rules.
Vacation
Minimum 15 working days (3 weeks) per year for full-time employees. Public holidays (12 in 2026) are in addition to annual leave. Many contracts provide 20–25 days. Part-time employees receive proportional leave. Unused leave must be taken within 2 years of accrual or it lapses. Unused leave at end of employment must be paid out in cash.
Anti-discrimination
Landsverordening Gelijke Behandeling prohibits workplace discrimination on grounds of race, gender, religion, nationality, sexual orientation, and disability. Equal pay for equal work is legally required. Pregnant employees cannot be dismissed for reasons related to pregnancy. Whistleblower protection: employees cannot be dismissed for reporting illegal employer conduct in good faith.
Contract red flags
- !Employer requests to hold your passport — this is illegal, refuse immediately
- !Employment contract not provided in writing — always insist on a written contract
- !No mention of VVA work permit sponsorship for non-Dutch non-Kingdom nationals
- !Salary below the 2026 minimum wage of XCG 11.93/hour (XCG 2,067.87/month at 40h/week)
- !No mention of statutory annual leave (15 days minimum)
- !Contract specifies longer than 2-month probation period
- !Contract waives statutory sick pay or requires you to cover your own sick pay
- !Informal "cash in hand" arrangement with no SVB contributions — creates legal exposure for you
- !Request to sign blank documents or documents in a language you do not understand without translation
Employment Rights
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