As a significant economy in the South Pacific region, Fiji’s unique labor law system and compensation structure are attracting increasing attention from Chinese enterprises. In 2024, the Fijian government further improved regulations related to wage payment and welfare protection, raising higher requirements for corporate compensation management. Facing a complex compliance environment, enterprises need to comprehensively understand and accurately grasp the characteristics and requirements of Fiji’s compensation system to establish a sound compliance management system.

Enterprises operating in Fiji must not only ensure basic wages meet legal standards but also fully consider compliance requirements across multiple dimensions, including overtime pay calculations, paid leave, and social insurance. Particularly in a cross-cultural context, establishing a competitive compensation system while complying with local laws has become an important topic in enterprise human resource management. This article will analyze the core elements of Fiji’s salary compliance management and provide practical operational guidance for enterprises.

Basic Wage Compliance Review

1.1 Minimum Wage Standards and Industry Differences

As one of the more economically active countries in the South Pacific region, Fiji’s minimum wage system shows distinct industry differentiation characteristics. In January 2024, the Fijian government promulgated the new “Minimum Wage Regulations,” raising the national basic minimum wage standard to FJD 4.50 per hour (approximately CNY 14.85), a 12.5% increase from 2023. This adjustment fully considered local economic development levels and rising living costs, reflecting the government’s determination to protect workers’ basic living rights.

Regarding industry differentiation, Fiji has established different minimum wage standards for various economic sectors. The tourism and hotel industry has the highest minimum wage standard at FJD 5.20 per hour, followed by manufacturing and construction at FJD 4.80 per hour, while traditional industries such as agriculture and fisheries have a relatively lower rate of FJD 4.30 per hour. Notably, for technology-intensive industries such as IT and financial services, the government allows enterprises to determine wage levels higher than the statutory minimum through collective bargaining.

It is particularly noteworthy that wage standard requirements for foreign enterprises in Fiji are often higher than those for local enterprises. According to the latest statistics, foreign enterprises operating in Fiji pay average wages approximately 25% higher than local enterprises. This phenomenon mainly stems from the government’s differential regulatory policies for foreign enterprises and considerations for promoting positive development in the local employment market. Chinese enterprises must fully consider this policy orientation when setting wage standards to avoid labor disputes arising from low wage standards.

1.2 Wage Payment Cycles and Method Regulations

Regarding wage payment cycles, Fijian law requires enterprises to pay wages monthly, with payment dates no later than the 10th of the following month. The 2024 revised “Employment Relations Act” further clarifies specific requirements for wage payments: enterprises must pay wages through bank transfers, with cash payments not exceeding 20% of total wages. This regulation aims to enhance wage payment transparency and traceability, effectively preventing illegal practices such as wage arrears.

Regarding wage composition, Fiji requires enterprises to detail basic wages, overtime pay, various allowances, and deduction items on pay slips. Basic wages must not be less than 70% of total wages to ensure income stability for employees. Allowance items mainly include transportation, housing, and meal allowances, and the standards for these allowances must be clearly stipulated in labor contracts or company regulations. Notably, Fijian law prohibits enterprises from withholding or delaying wage payments for any reason, with violations subject to fines of up to FJD 500,000.

In practice, enterprises need to pay special attention to wage payment compliance. First, they must establish a comprehensive wage calculation system to ensure accurate and timely calculations. Second, detailed pay slips must be provided when disbursing wages, requiring employee confirmation signatures. Third, wage payment records must be properly maintained, including bank transfer vouchers, pay slips, and receipt records, for no less than two years. Additionally, enterprises need to conduct regular internal audits of wage payments to promptly identify and correct issues.

The currency form of wage payment is also a key concern. Fijian law stipulates that wages must be paid in Fijian dollars, prohibiting payment in kind or other substitutes. For Chinese enterprise expatriates, arrangements can be made to pay a portion of wages in RMB domestically, but this must be explicitly agreed upon in labor contracts, ensuring that local payments in Fiji meet local minimum wage standards.

Wage payment handling in special circumstances must also strictly comply with legal requirements. For example, during sick leave, enterprises must pay 80% of normal wages for up to 30 days. Employees must receive normal wages while attending statutory training or performing union duties. In cases of work stoppages due to force majeure such as natural disasters, full wages must be paid for the first 5 working days, after which wage standards can be adjusted through consultation with employees but must not be lower than 60% of the minimum wage standard.

It should be particularly emphasized that in 2024, Fiji’s labor inspection department strengthened enforcement against illegal wage payment practices. According to official statistics, 342 cases of wage payment violations were investigated in 2024, with penalties totaling FJD 2.5 million, a 35% year-on-year increase. The most common violations were wage arrears, wage deductions, and illegal deductions. Therefore, enterprises must highly prioritize wage payment compliance, establish sound systems, conduct regular self-inspections, and promptly identify and rectify issues.

Key Points in Overtime Pay Calculation

2.1 Standard Working Hours and Overtime Limits

Fiji’s working hours management system underwent major adjustments in 2024, currently implementing a 40-hour standard workweek system. According to the newly revised “Employment Relations (Working Hours) Regulations,” the standard workday is 8 hours per day, five days per week. This regulation applies to most industries, but special working hour arrangements are allowed for service industries such as tourism and catering, provided they obtain labor department approval and employee agreement.

At the implementation level, Fijian law clearly stipulates conditions for flexible working hour systems. Enterprises requiring implementation of comprehensive working hour calculations or irregular working hour systems must apply to local labor departments and provide detailed working hour management plans. Notably, in 2024, the Fijian government particularly emphasized transparent management of working hour systems, requiring enterprises to establish electronic attendance systems to record employee clock-in and clock-out times in real-time and maintain attendance records for at least two years.

Regarding overtime limits, Fijian law sets strict caps. Daily overtime must not exceed 3 hours, with monthly cumulative overtime not exceeding 36 hours. In special circumstances, such as natural disasters or major equipment failures, overtime may be appropriately extended but requires prior temporary permission from the labor department. According to latest statistics, Fiji’s labor inspection department investigated 276 cases of illegal excessive overtime in 2024, with penalties totaling FJD 1.8 million.

Regarding rest periods, the law requires enterprises to arrange at least 45 minutes for meal breaks when working hours exceed 6 hours. Continuous working time must not exceed 4 hours without at least a 15-minute break. These rest periods are not counted as working hours and do not require wage payment. However, if rest periods cannot be arranged due to work requirements, corresponding overtime wages should be paid.

2.2 Overtime Rates and Calculation Methods

Fiji’s overtime wage calculation system is one of the most comprehensive in the South Pacific region. According to 2024 updated labor laws, overtime wage calculation adopts a progressive premium rate system. For weekday overtime, the first two hours are paid at 1.5 times normal wages, with hours beyond that paid at double rates. Rest day overtime is uniformly paid at double rates. Public holiday overtime is paid at triple rates.

In practical operation, special attention must be paid to the base for overtime wage calculations. According to a March 2024 precedent from Fiji’s Supreme Court, the overtime wage calculation base should include basic wages and fixed allowances but not performance bonuses, year-end bonuses, or other non-fixed income. The specific calculation formula is: Hourly wage = (Monthly basic wage + Fixed allowances) ÷ 21.75 ÷ 8. Here, 21.75 is the statutory standard working days, and 8 is the daily standard working hours.

For special circumstances in different industries, the Fijian government has established differentiated overtime pay calculation standards. For example, in the construction industry, considering the high work intensity, rest day overtime is uniformly paid at 2.5 times normal rates. In the tourism industry, due to operational characteristics, special overtime pay calculation methods are allowed but must be determined through collective bargaining and cannot be lower than statutory standards.

Notably, Fiji also has clear regulations on overtime wage payment timing. Overtime wages must be paid together with regular monthly wages and cannot be delayed. Enterprises must separately list overtime wage items on pay slips, detailing overtime hours and calculation basis. To facilitate employee understanding and verification, it is recommended that enterprises separately list different types of overtime pay (such as weekday overtime, rest day overtime, holiday overtime, etc.) on pay slips.

Regarding overtime management, Fijian law requires enterprises to establish comprehensive overtime approval systems. Overtime must receive prior written approval from department supervisors and detailed records of overtime reasons, hours, and work content must be maintained. Particularly for expatriate workers, enterprises need to pay extra attention to overtime management compliance to avoid labor disputes arising from overtime issues.

To help enterprises better implement overtime policies, Fiji’s Labor Department issued the “Overtime Management Implementation Guidelines” in 2024, detailing standard procedures for overtime application, approval, execution, and wage payment. The guidelines especially emphasize several key points: first, overtime must adhere to voluntary principles, with forced overtime prohibited; second, overtime for female workers, minors, and disabled workers must be strictly controlled; finally, enterprises must regularly assess overtime situations and take measures to control overtime hours.

In the post-pandemic economic recovery period, the Fijian government has paid special attention to enterprise overtime management issues. In 2024, labor inspection departments increased enforcement against illegal overtime, focusing on combating “hidden overtime,” “forced overtime,” and other violations. Meanwhile, the government is actively promoting enterprise optimization of human resource allocation, reducing unnecessary overtime through increased staffing, improved work processes, and other methods.

When implementing overtime management, enterprises are recommended to take the following measures: First, establish scientific personnel allocation mechanisms and reasonably arrange work tasks; Second, improve overtime approval processes and strictly control overtime hours; Third, regularly analyze overtime statistics to promptly identify and solve problems; Fourth, strengthen communication with employees and listen to their opinions and suggestions regarding work hour arrangements. Through these measures, enterprises can ensure both overtime management compliance and improve employee job satisfaction.

Key Points of Welfare Benefits Compliance

3.1 Paid Leave System Review

Fiji’s paid leave system underwent important updates in 2024, forming a more comprehensive leave rights protection system. According to the newly revised “Employment Relations (Leave Benefits) Regulations,” employees are entitled to 18 days of paid annual leave after 12 consecutive months of work. This standard increased by 3 days compared to 2023, reflecting the government’s further protection of workers’ rest rights. Notably, annual leave must be used within the year, with a maximum of 5 days carried over to the next year.

Regarding annual leave approval management, the law requires enterprises to establish scientific leave planning systems. Employees should submit written applications 15 days in advance when applying for annual leave, and enterprises should respond within 5 working days of receiving applications. Enterprises may coordinate with employees to adjust leave times based on production and operation needs but cannot unreasonably refuse or indirectly deprive employees of their leave rights. According to Fiji Labor Department statistics, labor dispute cases arising from leave conflicts decreased by 15% year-on-year in 2024, indicating good implementation of the new leave system.

Regarding sick leave, Fiji stipulates that employees can enjoy 15 days of paid sick leave annually. Note that for continuous sick leave of 3 days or more, a practicing physician’s diagnosis certificate must be provided. Sick leave wages are paid at 80% of normal wages. The 2024 new regulations especially emphasize that for illnesses or injuries caused by work, wages during the relevant medical period should be paid in full and not counted toward normal sick leave days.

3.2 Social Insurance Contribution Standards

Fiji’s social insurance system mainly includes pension insurance, medical insurance, work injury insurance, and unemployment insurance. In 2024, the Fijian government adjusted social insurance contribution rates, with overall rates increasing. Currently, the pension insurance contribution rate is 18% of total wages, with enterprises bearing 10% and individuals 8%; medical insurance contribution rate is 8% of total wages, split equally between enterprises and individuals at 4% each; work injury insurance is fully borne by enterprises, with rates floating between 0.5%-2% based on industry risk levels; unemployment insurance contribution rate is 2%, split equally between enterprises and individuals at 1% each.

Particularly noteworthy is that Fiji introduced supplementary medical insurance system in early 2024, encouraging enterprises to purchase commercial medical insurance for employees. Commercial medical insurance premiums paid by enterprises for employees can be deducted before enterprise income tax within 20% of employees’ monthly wages. This policy has incentivized many enterprises to improve employee medical coverage levels.

Regarding social insurance for foreign employees, Fiji implements special policies. According to the bilateral social insurance agreement between China and Fiji, Chinese dispatched personnel working in Fiji can be exempted from pension and medical insurance contributions in Fiji if they can provide Chinese social insurance contribution certificates, but work injury and unemployment insurance must still be paid in Fiji.

3.3 Special Group Welfare Protection

Fiji provides additional welfare security for special groups including female employees, disabled employees, and minors. Female employees are entitled to 98 days of paid maternity leave at 100% of their normal wages. A new regulation in 2024 extends maternity leave to 112 days for difficult deliveries or multiple births. During maternity leave, 70% of wages are paid by the social insurance fund, while employers subsidize 30%. Additionally, female employees are entitled to prenatal examination leave of at least half a day per month during pregnancy, with full pay.

Paternity leave is another important benefit introduced in 2024. Male employees can enjoy 10 days of paid paternity leave when their spouse gives birth, an increase of 5 days compared to 2023. Paternity leave wages are fully paid by employers. Notably, enterprises cannot terminate employment contracts due to employees taking maternity or paternity leave, or they will face severe penalties.

Regarding welfare for disabled employees, Fiji law requires enterprises to provide appropriate work environments and necessary auxiliary facilities for disabled employees. Disabled employees are entitled to an additional 5 days of paid annual leave, and should be given appropriate consideration in determining work and rest hours. A new regulation in 2024 allows enterprises to deduct reasonable expenses incurred for improving working conditions for disabled persons from corporate income tax.

Protection for minor workers (aged 16-18) has also been strengthened. Law stipulates that minors’ daily working hours must not exceed 6 hours, and night shift work is prohibited. Minor workers are entitled to 21 days of paid annual leave, 3 days more than regular employees. Enterprises must provide free vocational training and regular medical examinations for minor workers.

Welfare security during special periods is also noteworthy. During natural disasters, epidemics, and other special circumstances, enterprises should prioritize wage protection for special groups. For example, during the 2024 typhoon in Fiji, the government required enterprises to implement paid work-from-home policies for pregnant women and nursing mothers.

Regarding enterprise benefits, Fiji encourages companies to provide diverse supplementary benefits, such as transportation allowances, housing allowances, and meal allowances. The standards for these supplementary benefits are determined independently by enterprises but must be clearly stipulated in labor contracts or company regulations. Statistics from 2024 show that approximately 75% of large and medium-sized enterprises in Fiji provide housing allowances, averaging 200 Fiji dollars per month.

Notably, the Fiji government is promoting the establishment of enterprise pension systems. From July 2024, enterprises with annual turnover exceeding 5 million Fiji dollars must establish enterprise pension plans. The contribution ratio between enterprises and employees is determined through mutual agreement, but enterprise contributions must not be less than 5% of total wages. This system will further enhance employees’ retirement security.

Bonus System and Performance-Based Pay

4.1 Year-End Bonus and Performance Bonus Regulations

Fiji’s bonus system underwent major reforms in 2024, particularly in establishing more standardized systems for year-end bonuses and performance bonuses. According to the latest revised “Enterprise Compensation Management Regulations,” the distribution of year-end bonuses must follow principles of “fairness, transparency, and predictability.” Enterprises must develop detailed bonus distribution plans before the beginning of the year and confirm them through workers’ congresses or other democratic procedures. This regulation has greatly improved the standardization and predictability of bonus distribution.

Regarding year-end bonus calculations, Fiji introduced a “baseline + floating” dual-structure model. The baseline portion typically ranges from 1-3 times monthly salary, with specific multiples determined by enterprises based on business conditions; the floating portion is linked to company annual performance and individual performance, reaching up to 200% of the baseline portion. Notably, 2024 regulations require enterprises to clearly specify calculation formulas and assessment standards in bonus plans to avoid arbitrariness. According to Fiji’s Labor Department statistics, approximately 85% of large-scale enterprises adopted this model in the third quarter of 2024.

For performance bonuses, Fiji particularly emphasizes correlation with actual performance. Enterprises can set performance bonuses based on quarterly, semi-annual, or specific project cycles, but must establish objective, quantifiable assessment indicator systems. New regulations require performance bonus assessment indicators to include at least three dimensions: “business performance, work quality, and innovative contribution,” with weights determined by enterprises, though business performance weight must not be less than 40%.

Particularly noteworthy is that Fiji developed specific bonus management guidelines for foreign enterprises in 2024. For Chinese enterprises, it is recommended to combine domestic bonus distribution experience with local Fijian practices, maintaining both the incentive effect of bonuses and compliance with local legal requirements. For example, it is suggested to set year-end bonus distribution times before February of the following year to align with Fiji’s fiscal year; meanwhile, bonus plans should fully consider Fiji’s inflation level to ensure actual incentive effects.

4.2 Performance Assessment and Salary Linkage Mechanism

Fiji’s performance-based pay system achieved significant breakthroughs in 2024, establishing a more scientific evaluation system. According to latest regulations, enterprises implementing performance-based pay systems must follow principles of “goal orientation, process control, and result fairness.” Performance assessment indicators should include both Key Performance Indicators (KPI) and Key Behavioral Indicators (KBI) to ensure comprehensive and objective evaluation.

At the operational level, Fiji implements the “SMART” principle for setting performance indicators. Indicators must be Specific, Measurable, Achievable, Relevant, and Time-bound. Enterprises must complete performance indicator setting before the beginning of the year and communicate thoroughly with employees. The 2024 regulations particularly emphasize employee participation in setting performance indicators to ensure reasonableness and acceptability.

New requirements have also been established for performance assessment cycles. Enterprises can choose monthly, quarterly, or annual assessments based on actual conditions, but must ensure continuity of assessment cycles and consistency of evaluation standards. Assessment results must be announced within 10 working days after the assessment period ends, with a 5-working-day appeal period for employees. New regulations require enterprises to establish assessment result review mechanisms and form assessment review committees comprising HR department, business department, and employee representatives.

Regarding salary-performance linkage, Fiji adopted a flexibility coefficient system. Basic salary typically accounts for 60-70% of total compensation, with performance pay accounting for 30-40%. Specific performance pay amounts are calculated by multiplying assessment scores with benchmark amounts. 2024 regulations require enterprises to set upper and lower limits for performance pay, generally not exceeding 50% of basic salary, to avoid excessive income fluctuations affecting employee life stability.

Notably, Fiji implements differentiated performance assessment standards for different position types. Management positions mainly assess business target completion and team management capabilities; professional technical positions focus on work quality and innovation achievements; operational positions primarily evaluate work efficiency and quality compliance rates. 2024 statistics show that enterprises adopting differentiated assessment standards saw average employee satisfaction increase by 15 percentage points.

Regarding performance feedback mechanisms, Fiji requires enterprises to establish regular performance communication systems. Supervisors must conduct regular performance interviews with employees, at least quarterly. Interview content includes performance goal completion, existing issues, and improvement suggestions. New regulations emphasize that interview records must be signed by both parties as important supporting materials for performance assessment.

Fiji has also established corresponding procedures for performance assessment in special circumstances. For example, for employees on long-term leave due to work injuries or maternity leave, assessment results should be determined proportionally based on actual working time. Performance assessment results for probationary employees directly relate to conversion decisions and must follow stricter assessment standards.

To improve the scientific nature and operability of performance assessment, Fiji’s Labor Department issued the “Enterprise Performance Assessment Implementation Guidelines” in 2024, detailing basic processes, methods, and tools for performance assessment. The guidelines particularly emphasize several key aspects: first, performance indicators must align with enterprise strategic goals; second, assessment processes should focus on evidence collection and process recording; finally, assessment results should combine with employee development plans to form a positive cycle.

In terms of information technology construction, Fiji encourages enterprises to use modern technological means to improve performance management. Many enterprises have introduced performance management systems, achieving online operation of the entire assessment process. 2024 data shows that enterprises using information systems improved performance management efficiency by over 30% compared to traditional management methods.

Salary Compliance Risk Prevention and Control

5.1 Analysis of Common Compliance Issues

Fiji has continuously strengthened labor inspection efforts in recent years, with significant increases in both frequency and depth of salary compliance inspections by labor inspection departments in 2024. According to third-quarter 2024 statistics from Fiji’s Labor Department, salary compliance issues accounted for 45% of labor dispute cases, an 8 percentage point increase from 2023. Through systematic analysis of these violation cases, several typical compliance issues can be identified.

The most prominent is basic wage payment violations. Some enterprises engage in illegal practices such as wage deductions or withholding, wage arrears, and payment below minimum wage standards. Particularly after Fiji’s minimum wage adjustment in 2024, some enterprises failed to adjust timely, leading to increased compliance risks. Data shows that in the first three quarters of 2024, 238 enterprises were penalized for minimum wage violations, with total fines exceeding 1.5 million Fiji dollars.

Overtime pay calculation errors are another high-frequency violation area. Common issues include inaccurate overtime recording, incorrect overtime rate application, and substituting overtime pay with compensatory leave. 2024 regulations clearly require enterprises to use electronic attendance systems for recording working hours, yet approximately 25% of small and medium enterprises have not fully implemented this. Additionally, some enterprises fail to pay triple wages for statutory holiday overtime work, instead paying regular overtime rates, which is also a common issue.

Social insurance contribution violations are equally concerning. Some enterprises underreport wage bases, omit employees, or delay contributions. The 2024 special inspection by Fiji’s Social Insurance Bureau found that about 15% of enterprises had social insurance contribution violations. Particularly for foreign employees, some enterprises misinterpret bilateral social security agreement provisions, leading to improper social insurance fee reductions.

Regarding welfare benefits, violations of paid leave regulations are also common. Some enterprises indirectly restrict employees’ leave rights or fail to pay unused annual leave wages upon employment termination. 2024 regulations increased penalties for such violations, with maximum fines of 50,000 Fiji dollars per incident. Additionally, violations regarding female employees’ maternity benefits and work injury employees’ medical period benefits require high attention.

5.2 Compliance Management System Construction

To address increasingly complex salary compliance requirements, Fiji introduced the “Enterprise Salary Compliance Management Guidelines” in 2024, providing a framework for enterprises to establish systematic compliance management systems. The guidelines emphasize establishing a three-layer prevention mechanism of “prevention-focused, monitoring-assisted, timely correction.”

At the prevention level, first is establishing sound compliance management systems. Enterprises should set up dedicated compliance management positions with clear responsibilities and duties. HR departments should regularly organize relevant personnel to participate in labor law training to improve compliance awareness and professional capabilities. 2024 data shows that enterprises with dedicated compliance management positions had 40% lower labor dispute rates than those without.

Second is establishing standardized salary management processes. Enterprises should develop detailed salary calculation, review, and distribution processes to achieve standardized operations at each stage. Strict control mechanisms must be established especially for key aspects like time recording, overtime approval, and leave management. 2024 adds requirements for enterprises to use standard-compliant payroll management systems to ensure calculation accuracy and process traceability.

At the monitoring level, multi-level review mechanisms should be established. Salary calculations must undergo successive reviews by line managers, HR departments, and finance departments. Special marking and review mechanisms should be established for abnormal data. 2024 regulations require enterprises to provide detailed monthly salary composition statements to employees, including basic wages, overtime pay, various allowances, and deductions, ensuring salary distribution transparency.

Internal auditing is also crucial for compliance management. Enterprises should conduct quarterly salary compliance self-inspections, focusing on high-risk areas like minimum wage implementation, overtime pay calculation, and social insurance contributions. Issues found during self-inspection should be immediately corrected, with issue tracking mechanisms established. 2024 statistics show enterprises conducting regular self-inspections had significantly lower violation rates in labor inspections.

Regarding risk response, enterprises should establish comprehensive emergency handling mechanisms. When labor disputes occur or complaints are received, there should be specific handling procedures and response plans. Enterprises are advised to purchase labor law liability insurance to reduce economic losses from compliance risks. Over 60% of large and medium-sized enterprises in Fiji had purchased related insurance by 2024.

Data security and privacy protection are also important aspects of salary compliance management. Fiji’s 2024 “Personal Information Protection Law” sets strict requirements for employee salary data collection, storage, and use. Enterprises must implement necessary technical measures to protect salary data security and establish corresponding management systems.

Particularly noteworthy are multinational enterprises’ compliance management issues. Foreign enterprises operating in Fiji must comply with both local laws and home country regulations. Such enterprises are advised to hire professional legal consultants for regular salary system compliance assessments. Several well-known multinational companies were penalized for salary compliance issues in Fiji in 2024, providing valuable lessons.

With Fiji’s continued economic development and labor law system improvement, enterprise salary management compliance requirements are increasingly stringent. From basic wage management to performance bonus distribution, from social insurance contributions to special group rights protection, each aspect requires more attention and resources from enterprises. Particularly against the background of intensive new laws and regulations in 2024, enterprises must timely update compliance management systems to ensure all salary systems meet latest requirements.

Looking forward, Fiji’s salary compliance management will show several clear trends: first, improved information technology levels with more enterprises adopting intelligent salary management systems; second, professionalization of compliance management with enterprises emphasizing professional talent cultivation and introduction; finally, refined risk prevention and control with enterprises establishing more comprehensive early warning and response mechanisms.

It is recommended that enterprises advancing salary compliance management both focus on the present, ensuring existing systems meet legal requirements, and look to the future, cultivating sustainable compliance culture. Only by deeply embedding compliance awareness into all aspects of enterprise management can stable development be achieved in an increasingly strict regulatory environment. Meanwhile, enterprises should actively monitor policy dynamics, strengthen communication with regulatory authorities, timely grasp latest compliance requirements, and ensure enterprise salary management always follows the correct path of compliance development.

Conclusion

For Chinese enterprises planning to conduct business in Fiji, establishing compliant salary management systems is not only a legal requirement but also an important guarantee for sustainable enterprise development. Through scientific salary design and strict compliance management, enterprises can effectively reduce labor dispute risks, improve employee satisfaction, and maintain competitiveness in the fierce market. Meanwhile, good salary compliance management also helps enterprises build a responsible employer image and enhance their brand influence in the local market.

Against the backdrop of global economic integration, as an important node of the “Belt and Road Initiative” in the South Pacific region, Fiji’s investment and business environment continues to improve. By establishing standardized salary management systems, enterprises can not only better integrate into the local market but also fully leverage Fiji’s advantages as a regional talent hub, providing strong support for long-term enterprise development. In the process of exploring the Fiji market, enterprises should treat salary compliance management as a core competency, continuously invest resources in improving relevant system construction, and lay a solid foundation for stable enterprise development.