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How to Hire Workers in Estonia | Employer of Record (EOR) in Estonia

Navigating the labor laws and regulations of Estonia is made easy with our EOR services. We handle all aspects of local employment, ensuring compliance and smooth operations for your business. From payroll to benefits, our team provides comprehensive support tailored to meet the unique needs of your business in Estonia. Expand into the Estonian market with confidence, knowing that you have a reliable partner managing your international employment needs.

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Estonia, known for its digital innovation, high standard of living, and business-friendly environment, is an attractive destination for international expansion. TCWGlobal simplifies the process of hiring in Estonia, offering comprehensive solutions for building your contingent workforce.

With a population of over 1.3 million people, Estonia boasts a highly skilled and educated workforce. From the historic streets of Tallinn to the picturesque countryside of the Baltic region, the country offers a unique blend of culture and innovation.

When expanding your business into Estonia, compliance with local regulations is crucial. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, allowing you to focus on your business objectives.

In addition to compliance, TCWGlobal provides personalized services and benefits for your contingent workforce. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is dedicated to meeting your needs.

By partnering with TCWGlobal, you can confidently expand your business into Estonia, knowing that your contingent workforce is in capable hands. Our expertise and comprehensive solutions make us the ideal partner for businesses seeking to establish a presence in this dynamic market.
Worker Classifications

There are no official subcategories of Workers in Estonia.

Fixed-Term Contracts

Fixed-term contracts are permitted in Estonia and may be renewed, but may not exceed five years in total.

Probationary Periods

Probationary periods are permitted up to four months in indefinite contracts and half the contract period in fixed-term contracts. During the probationary period, 15 days' notice is required to terminate the employment relationship.


Workers in Estonia recognize 12 paid public holidays. Work performed on public holidays must be paid at 200%. The law requires employers to shorten the workday by three hours preceding some public holidays including New Year's Day (1 January), Independence Day (24 February), Victory Day (23 June), and Christmas Eve (24 December). If the workday cannot be shortened, it must be compensated by time off in lieu or 150% of wages.


Most Workers receive 28 days of paid vacation per year. It must be used in the calendar year it is earned. In the first year of employment, a pro-rata portion of the annual leave allotment is earned after six months. The Parties can agree to split the period of leave. If split, at least one period must be 14 consecutive days.

Sick Leave

Workers are entitled to up to 182 days of paid leave for injury or illness. Employers are responsible for paying the leave from the fourth through the eighth day of absence. After that, it is paid by the government.

Working Hours

A standard workweek is 40 hours per week, eight hours per day. The average workweek over a four month period should not exceed 48 hours, inclusive of overtime.


Overtime must be compensated with time off in lieu or 150% of wages. Overtime is limited to 200 hours per calendar year.

Mandatory Bonuses

There are no mandatory or customary bonuses in Estonia.


Except in cases of gross misconduct, termination requires suitable grounds and adequate written notice or payment in lieu. The amount of notice required depends on length of service as outlined, below:  1 year of service: 15 calendar days; 1 - 5 years of service: 30 calendar days; 5 - 10 years of service: 60 calendar days; and 10+ years of service: 90 calendar days.


Workers must provide 30 days' notice of resignation.

Other End of Employment Rules

If an employment arrangement ends through no fault of the employee ("redundancy") then the Worker is due one month's wages in an indefinite contract or, if on a fixed-term contract, the remainder is due through the end of the term.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.