在 萨摩亚 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Apia UTC+13
Apia
Tālā (WST)
Samoan, English
weekly, fortnightly, or monthly
11.00%
萨摩亚人才格局
Samoa has an estimated labor force of about 57,776 (2025), with talent demand concentrated in tourism, agriculture, public services, remittance linked services and telecommunications. International employers are most likely to find relevant candidate pools for Hospitality, Agribusiness, and Accounting & Finance. The market is compact, so targeted hiring and regional talent mobility are important for scarce specialist roles.
主要经济中心
Apia
热门技能
Hospitality
职场文化
Fa'a Samoa and Collective Respect
Samoan workplaces are influenced by fa'a Samoa, which emphasises family, community, respect and service. Employment decisions and availability may be shaped by obligations to the extended family, village and church.
Matai and Seniority
Traditional leadership through matai titles remains socially important. Managers should show respect for senior community figures and avoid communication that publicly diminishes another person's standing.
Conversation Before Urgency
Relationships and respectful dialogue often take priority over an abrupt task focused approach. Build time for discussion, confirm understanding and recognise that trust supports execution.
平均薪资
| 职位名称 | 平均月薪（WST） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 1,450 WST | S$1,972 |
| Administrative Executive, Mid (3-5 years) | 1,950 WST | S$2,652 |
| Book Keeper, Junior (1-3 years) | 1,300 WST | S$1,768 |
| Book Keeper, Mid (3-5 years) | 1,800 WST | S$2,448 |
| Finance Executive, Junior (1-3 years) | 1,700 WST | S$2,312 |
| Finance Executive, Mid (3-5 years) | 2,250 WST | S$3,060 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 1,700 WST | S$2,312 |
| Graphic Designer, Mid (3-5 years) | 2,450 WST | S$3,332 |
| UI/UX Designer, Junior (1-3 years) | 1,800 WST | S$2,448 |
| UI/UX Designer, Mid (3-5 years) | 3,100 WST | S$4,216 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 2,450 WST | S$3,332 |
| Data Analyst, Mid (3-5 years) | 3,200 WST | S$4,352 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 2,450 WST | S$3,332 |
| Data Engineer, Mid (3-5 years) | 3,950 WST | S$5,372 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 2,450 WST | S$3,332 |
| Data Scientist, Mid (3-5 years) | 3,300 WST | S$4,488 |
| Machine Learning Engineer, Junior (1-3 years) | 2,100 WST | S$2,856 |
| Machine Learning Engineer, Mid (3-5 years) | 3,100 WST | S$4,216 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 2,000 WST | S$2,720 |
| Content Marketing, Mid (3-5 years) | 2,950 WST | S$4,012 |
| Digital Marketing, Junior (1-3 years) | 2,000 WST | S$2,720 |
| Digital Marketing, Mid (3-5 years) | 2,950 WST | S$4,012 |
| Growth Marketing, Junior (1-3 years) | 2,100 WST | S$2,856 |
| Growth Marketing, Mid (3-5 years) | 3,100 WST | S$4,216 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 2,550 WST | S$3,468 |
| Backend Developer, Mid (3-5 years) | 3,800 WST | S$5,168 |
| 职位名称 | 平均月薪（WST） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 2,450 WST | S$3,332 |
| DevOps Engineer, Mid (3-5 years) | 3,300 WST | S$4,488 |
| Site Reliability Engineer, Junior (1-3 years) | 2,450 WST | S$3,332 |
| Site Reliability Engineer, Mid (3-5 years) | 3,500 WST | S$4,760 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 1,250 WST | S$1,700 |
| Customer Service Officer, Mid (3-5 years) | 1,600 WST | S$2,176 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 1,800 WST | S$2,448 |
| Customer Success Manager, Mid (3-5 years) | 2,550 WST | S$3,468 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 1,600 WST | S$2,176 |
| HR Executive, Mid (3-5 years) | 2,150 WST | S$2,924 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 2,000 WST | S$2,720 |
| Blockchain Developer, Mid (3-5 years) | 2,950 WST | S$4,012 |
| Payments Engineer, Junior (1-3 years) | 2,000 WST | S$2,720 |
| Payments Engineer, Mid (3-5 years) | 2,650 WST | S$3,604 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 2,250 WST | S$3,060 |
| Cloud Engineer, Mid (3-5 years) | 3,300 WST | S$4,488 |
萨摩亚招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
萨摩亚的薪酬发放
发薪周期
The pay period is set by the employment agreement. Monthly payroll is common for salaried employees.
最低工资
Minimum wage requirements are sector or worker category specific. The applicable wage order should be checked.
加班费
- Generally 8 hours per day and 40 hours per week, subject to the employment agreement and sector rules. - Document agreed ordinary hours, overtime authorisation and rates in writing.
- Overtime Pay = Ordinary Hourly Rate × Multiplier in the employment agreement, collective agreement or sector order × Overtime Hours.
奖金
第 13 个月薪资
Samoa does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.
No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.
No private sector employee in Samoa qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Samoa National Provident Fund (SNPF) and Accident Compensation Corporation levies | Samoa National Provident Fund (SNPF) and Accident Compensation Corporation levies is the principal mandatory benefit framework for eligible staff in Samoa. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts. |
| Work injury protection under Samoa National Provident Fund (SNPF) and Accident Compensation Corporation levies | Work related accidents in Samoa are handled under the statutory injury provisions associated with Samoa National Provident Fund (SNPF) and Accident Compensation Corporation levies. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule. |
| Statutory termination or end of service entitlement in Samoa | Before ending employment in Samoa, the employer should determine whether the case is redundancy, misconduct, incapacity, contract expiry or ordinary dismissal. That classification controls the required procedure and whether a severance or service indemnity is payable in addition to notice, wages and unused leave. |
| Public healthcare or mandatory medical coverage in Samoa | Samoa relies mainly on its public health system rather than a universal employer purchased medical policy. The employer must still comply with any payroll health levy, social insurance medical branch or visa linked insurance requirement that applies to the worker. Private group medical cover is therefore supplementary unless local law expressly makes it compulsory for the employee category. |
| 可选 | |
| Supplementary private medical insurance in Samoa | Private medical insurance in Samoa should be designed around the gaps left by Samoa National Provident Fund (SNPF) and Accident Compensation Corporation levies. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Samoa | A performance or profit sharing bonus in Samoa is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in Samoa | Meal, commuting and business travel support in Samoa should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Samoa | Housing, relocation and remote work support in Samoa is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
萨摩亚的国家税收名为 Value-Added Goods and Services Tax (VAGST) 15%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | 0% to 27% | Samoa applies progressive individual income tax rates of 0%, 20%, and 27% based on annual taxable income. |
| Non-Resident Employment Income | Generally up to 27% | Samoa sourced employment income is subject to PAYE. Nonresident treatment and treaty relief should be confirmed for the assignment. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | Country specific | Country specific deductions, allowances and employee contribution rules may reduce taxable income. The applicable items, eligibility conditions and caps must be confirmed against the cited local source for the relevant tax year. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Samoa, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Samoa, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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