Minimum Wage in Papua New Guinea

In Papua New Guinea, employers cannot pay their workers less than the government-mandated minimum wage. If they do not, they may be penalized by the government. The minimum wage is calculated on a monthly basis, based on the weekly wage multiplied by standard working hours. In other words, the minimum wage is 4.33 times the weekly wage. Whether you’re working at a hotel, a restaurant, or a construction site, you’re entitled to the minimum wage in Papua New Guinea.

Anker Reference Values

The Global Living Wage Coalition has recently announced new methodology to measure living wages and incomes around the world. Based on data from 40 different benchmark studies, the Anker Reference Values provide a highly reliable estimate of a country’s minimum wage and income. These value estimates go beyond poverty lines and minimum wage rates to provide insight into the quality of life for people living in a particular country.

The Anker Methodology is a state-of-the-art approach to calculating living wages and other types of remuneration. The coalition is working to expand the number of country-specific living wage estimates. The coalition has published a guidance document for social standard system certification bodies to use when verifying these country-specific living wage estimates. These documents should be used in conjunction with individual standard system specifications and other national guidelines.

In Papua New Guinea, the minimum wage is government-mandated, and no worker may be paid less than this amount. The government may punish employers who fail to comply with the minimum wage. The minimum wage is 4.33 times the weekly wage and standard hours worked per week. This amount of wages per month is approximately equivalent to PGK 1,593 or US $460, depending on the sector.

Papua New Guinea’s minimum wage

In Papua New Guinea, the government has established a minimum wage that no worker is permitted to earn less than. Any employer who fails to pay workers the minimum wage may be penalized by the government. The minimum wage per month is 4.33 times the weekly wage, divided by the standard number of working hours. In 2013 the minimum wage in Papua New Guinea was USD 192. In 2008, the minimum wage was USD 60.3.

Companies based in PNG are taxed on global earnings. Non-PNG-based companies only owe tax on revenues earned in PNG. Non-passive residents are subject to WHT on passive income derived from PNG. The payer of dividends, interests, or royalty payments must withhold and remit tax to the PNG Internal Revenue Commission. The rate of tax for individuals is 22 percent for taxable income up to PGK 12,500. For income between PGK 12,500 and PGK 20,000, the tax rate increases to 35 percent.

MWB’s composition

In a post-colonial context, inherited institutions can express colonising values and shape post-colonial societies. In Papua New Guinea, for example, the MWB’s composition is reshaping the wage fixing system and affecting the working conditions of the country’s population. This article examines the evolution of the MWB in PNG and examines why it is important to have a wage board in PNG.

After PNG attained independence in 1975, it implemented an open trade policy that relied on market forces to promote industrialisation. The 1970s saw little interference from the government, with relatively low taxes on imports and international transactions. Import quotas and bans were also ineffective, with tariffs on manufacturing goods ranging from 10 to 18%. During this period, PNG’s economy benefited from a boom in exports of natural resources.

MWB’s wage fixing system

This article aims to examine the MWB’s wage fixing system in PNG, and to provide a better understanding of how this particular institution functions within the country’s post-independence labour market. In doing so, the article highlights the salient features of the institution, its purpose, membership composition, and various wage determinations. It argues that wage boards are a key factor in shaping labor policies and promoting equity among employers and workers in PNG.

The International Labour Organisation recommends that the minimum wage rate should be reviewed every year, to keep pace with inflation and the average wages in the economy. This was a practice followed by the MWB in the 1970s, but was stopped in 1992, when it was linked to the Consumer Price Index (CPI), which measures the cost of a basket of goods for a typical household in Papua New Guinea.

Regardless of what happens, the MWB is a far better alternative to the National Tripartite Council for determining the minimum wage than any other method of a national bargaining process. While the NPTC has no power to affect wages and allowances, the NPTC may not be able to do so. That’s why the low-paid private sector workers can only pray for the change in PM Peter O’Neill’s political leadership.


In Papua New Guinea, bonuses can range from 3 percent to 6% of the employee’s annual salary. The most common types of bonuses are individual performance-based and company-based, and the amount of each differs depending on the role of the employee. In addition, goal-based bonuses are often given to employees upon reaching an important milestone. Regardless of the type of bonus, it is possible to get paid well in this country.

In Papua New Guinea, the average hourly wage is 24 PGK. This is more than enough to sustain a modest lifestyle. In a country with high unemployment rates, bonuses are particularly valuable. Bonuses at minimum wage are a way for employers to attract quality employees and retain good staff. Papua New Guinea’s minimum wage is higher than average in many other countries, so if you are looking to earn more, be prepared to work hard for it.

Employee benefits are taxed differently in Papua New Guinea. While some benefits, such as stock options, are exempt from taxation, others are taxable at their full value. Employees who receive housing as a perk must take care to consider the tax implications of the housing benefits. While a company is required to pay housing benefits to their employees, it may also be advantageous to offer this benefit to employees.

Corporate income tax

PNG’s Companies Act defines an overseas company, also known as a branch in other jurisdictions. Using the advice of taxation authorities, a foreign investor may incorporate a business entity in PNG. Company activities include preparation of accounts and appointment of auditors, shareholders’ meetings, director’s duties, and winding up. The government monitors and regulates the activities of companies.

Generally, a company based in PNG pays corporate income tax on all global earnings, while non-PNG-based companies pay tax only on their local revenues. In some instances, WHT applies to passive income earned by a non-passive resident of PNG. If it does, the payer of dividends, interest, or royalty payments must withhold and remit the applicable tax to the IRC. There are two different rates of taxation: a resident company must pay 30% tax on its taxable income up to PGK 12,500, and a non-resident company must pay 48 percent. In some cases, the rates are higher if the company is engaged in mining, petroleum, or gas operations.

The government offers incentives for a business to establish in the country, and they can benefit from tax exemptions. Those firms that employ more than 100 workers are eligible for tax breaks. In addition, pioneer industries are exempt from company income tax. Companies can also apply for an export incentive if they produce new manufactured goods. This tax incentive helps local businesses compete with foreign companies in the overseas market.

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