Your rights as a worker in Curaçao: minimum wage, holidays, overtime and dismissal

September 24, 2026 · Updated on November 2, 2026 WorkRights

Your work permit depends on your employer, and that makes many people accept anything rather than lose it: unpaid overtime, holidays that never come, being dismissed from one day to the next. But Curaçao's labour law protects a foreign worker exactly as it protects a local one. Here are the minimums, with two real cases in which the court sided with the worker.

The minimum wage depends on your age

Since January 1, 2026 the minimum wage is XCG 11.93 per hour for anyone aged 21 or over. On a 40-hour week that is about XCG 2,068 a month. It also applies to domestic workers. From 16 to 20 a youth minimum applies, as a percentage of that figure:

The minimum is the same for foreigners, with one nuance: to get you a work permit, the official page requires your employer to pay you at least the full minimum if you are 18 or over, even if you are not yet 21. If your contract says one thing and your payslip another, keep both.

Holidays: at least three weeks' worth of working days

For every full year worked you are entitled to paid holidays of at least three times the number of days you work per week: 15 days if you work five days, 18 if you work six. Holidays you did not take are not lost when the contract ends: they are paid out. In one of the cases below, the court ordered 27 outstanding days to be paid.

Overtime and public holidays

Under the Arbeidsregeling 2000 (art. 15), each hour of overtime is paid with a surcharge of at least 50% on your hourly wage. If you work it on your rest day, at least another 50% is added (a 100% surcharge: you earn double), and if you work it on a public holiday, at least another 100% (a 150% surcharge: you earn two and a half times the hourly wage, which includes your holiday pay). If you work shifts and the public holiday falls in your normal schedule, you earn at least double (art. 22). A collective agreement can set lower surcharges (art. 15.4), and domestic staff in a private household have their own rule: 50% for the extra hours and 100% on the rest day or a public holiday (art. 25). These rules protect most workers: everyone earning below the ceiling of the health insurance scheme. Write down your hours every day; if you ever have to claim, that notebook is worth a lot.

Dismissal is not as easy as you are told

In Curaçao an employer cannot simply end a contract whenever it wants. Unless both sides agree or a judge decides, it needs a permit from the Director of Labour at the SOAW ministry. The exception is summary dismissal (ontslag op staande voet), and that must meet three conditions: an urgent and serious reason, acted on immediately and stated at the same time as the dismissal. If any of them is missing, the dismissal is void: the contract stays alive and your wage is still owed.

That protection has limits worth knowing. The Director's permit is not needed during the probation period, nor, as a rule, when a fixed-term contract ends on its agreed date, nor if the employer goes bankrupt. A ministerial regulation can also exempt some companies or sectors (art. 2a): if your employer says that applies to you, ask which one. Nor does the law protect domestic staff working in a private household in this way, or the directors of a company. And you have to invoke the nullity yourself within 6 months of the dismissal: once that period has passed, you can no longer rely on it (Landsverordening beëindiging arbeidsovereenkomsten, arts. 2, 2a, 4 and 7).

Two cases from Curaçao:

• The argument about holidays. A supervisor with five years at the company argued with the director because she was not being given her holiday days, and the next day she was dismissed on the spot. The court found there was no urgent reason: the dismissal was void. The company had to pay her wage until the day she found another job, plus a statutory increase of up to 20% for the late payment, and also 27 untaken holiday days. She went to court without paying costs, because she showed she could not afford the proceedings (ECLI:NL:OGEAC:2024:299).
• The brunch booking. A hotel suspended a reservations employee without pay "pending an investigation" and eleven days later dismissed her on the spot because, according to the hotel, she had let a possible booking of 60 people for an Easter brunch slip away. The court found this was not an urgent reason and declared the dismissal void. The hotel also had to pay her for the days of the suspension: suspending someone "without pay" during an investigation does not take away their wage (ECLI:NL:OGEAC:2025:351). The same case is a lesson in reading your contract: she claimed 100% of her wage during sick leave, but her contract said 80% from the fourth day, and that is what counted.

In both cases the worker protested in writing against the dismissal. Do the same, and quickly: a letter or an email saying you do not accept the dismissal and that you are available to work.

Cessantia: what you are owed if you are dismissed through no fault of your own

If you lose your job for a reason that is not your fault, the employer owes you a one-off payment called cessantia, based on the years worked:

• years 1 to 10: one week's wage per year;
• years 11 to 20: one and a quarter weeks per year;
• from year 21: two weeks per year.

A week's wage is calculated as monthly wage × 12 ÷ 52. More than six months worked after the first year count as a full year. You have to claim it yourself, from the employer or from the SVB, within 12 months of the dismissal. After that deadline it is lost.

Your pension: the AOV and the 50-year rule

If you live in Curaçao you are insured under the AOV, the general old-age pension the Social Insurance Bank (SVB) pays from age 65, whatever your nationality: it is enough for Curaçao to be your permanent residence. But almost no migrant knows how much they will get. The AOV builds up between ages 15 and 65; the full pension is for those insured for all 50 years, and for every year you were not insured (for example, because you lived in another country) 2% is deducted. So the age at which you arrive sets your maximum:

Three practical points. Keep a copy of every residence permit and every renewal: the SVB accepts the permit, the naturalisation certificate or immigration documents as proof of your years of lawful residence (if you spent time without a permit, ask the SVB how it counts: we could not confirm it). What you paid in your home country is not added here, so ask there before you stop paying it. And if you ever leave, the AOV is still paid into a foreign bank account, but any change (moving, changing nationality, divorce) must be reported to the SVB in writing within 14 days. To claim it, the SVB recommends coming in six months before you turn 65.

Your residence permit, if you lose your job

This is where you differ from a local worker: if your permit is for work, losing the job changes your immigration situation. What to do, how to inform Immigration and how to continue with another employer is covered in Changing employer or purpose and How a residence permit is lost. A void dismissal protects you here too: while the contract is alive, you still have an employer.

What to do if you are not paid or are dismissed

1. Keep the contract, payslips, messages and your record of hours. Ask in writing for what you are owed.
2. If you are dismissed, reply in writing that you do not accept the dismissal and that you are available to work.
3. Go to the Ministry of Social Development, Labour and Welfare (SOAW): its staff can mediate between you and the employer.
4. Talk to a union or to a lawyer from the official directory of the Orde van Advocaten. If you cannot pay for proceedings, ask to litigate without costs, as the worker in the first case did.

Sources: the SOAW ministry's announcement of the 2026 minimum wage (youth minimums of 65% to 90%); the Regeling indexering minimumloon 2026 (P.B. 2025, no. 236), which sets the XCG 11.93 from January 1; the Arbeidsregeling 2000 (consolidated text, P.B. 2022, no. 123 GT; arts. 3, 15, 22 and 25) for overtime and public holidays; the Landsverordening beëindiging arbeidsovereenkomsten (consolidated text, P.B. 2022, no. 89 GT; arts. 2, 2a, 4 and 7) for dismissal; for holidays, the leaflets of the former Labour Affairs Directorate, abolished in 2010, which soaw.info keeps without updating them; the Cessantia-landsverordening and the SVB cessantia page (svbcur.org); the SVB's AOV page and its AOV claim sheet; rulings ECLI:NL:OGEAC:2024:299 and ECLI:NL:OGEAC:2025:351 of the Court of First Instance of Curaçao, read in full. Public information, not legal advice: if you are dismissed, talk to a lawyer.

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