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Industry jobs - St Lucia
In short: what about the labor market
There are few/no full-length casino-resorts on the island; the main employment is related to the lottery segment (retail points of sale, back office), small gaming halls/slot-lounges in tourist clusters and related services (F&B, security, taxis, events).
Some of the roles gradually appear through the online circuit (outsourcing support for operators, moderation, risk analytics, IT/content), but it is still small and depends on external companies.
The main "labor anchors" of the industry: service and compliance (responsible play, KYC/AML), digital literacy, English + basic French/Creole for the front office.
Where exactly jobs are created
1) Lotteries and retail
Point of sale operators (ticket/scratch card sales, acceptance of bets, cash desk).
Network supervisors (inventory, collection, compliance with procedures, training of sellers).
Studio/media roles (voice acting and publication of draw results, SMM).
Office: accounting, procurement, marketing, IT support.
2) Gaming halls and "casino-light"
Cashiers/cashiers-operationalists (acceptance/issuance of funds, verification, reporting).
Floor-host/duty administrator (guests, VIP protocol, incident resolution).
Slot machine techniques (diagnostics, firmware, prevention, indicator control).
Security/access control (ID-check, safety, CCTV).
Bar/service (bartenders, waiters, chefs for evening programs).
3) Online outsourcing and related roles
Support 24/7 (chat/mail/voice), payment operating system (KYC, transaction checks).
Fraud & Risk (pattern monitoring, chargeback cases, behavioral analytics).
Content and localization (news, UX texts, banners, social networks).
IT/DevOps/QA (admin, reporting, integration of game providers, testing).
RG coordinators (self-exclusion, limits, processing of requests).
4) Related tourism services
Event managers and promotional producers (music/jazz, "rum & chocolate nights," themed evenings).
Taxis/shuttles, security, cleaning, as well as partners in F&B (restaurants and bars near the halls).
Skills and requirements: what employers value
Service and communication: friendliness, work with objections, conflict management.
Honesty and accuracy: cash discipline, reporting, inventory.
Digital tools: POS terminals, CRM/ticket systems, Excel/Google Sheets, basic SQL - plus for the back office.
KYC/AML and Responsible Gambling: knowledge of identity/address/source of funds verification procedures; ability to communicate limits and self-exclusion correctly.
Foreign languages: English required; French/Creole is welcome to work with tourists and local customers.
Schedule reliability: readiness for night/late shifts, weekends and peak dates.
How shifts, pay and bonuses work
Shift: usually 8-10 hours, rotation "day/evening/night" depending on the site and season.
Remuneration: fix + variable part (premiums for KPI: service speed, lack of cash shortages, NPS of guests). In the service - tips.
Benefits: product training, safety, sometimes - medical insurance program/discounts in partner restaurants/transfers.
Team and safety: strict accounting of breaks, the rule of "two employees" at cash operations, CCTV and panic procedures.
Career trajectories
Front Office → Management
Cashier/Operator → Senior Cashier → Shift Supervisor → Floor Manager → Site Operations Manager.
Technology and IT
Assistant technician → slot machine technician → senior engineer → IT coordinator/DevOps (in online outsourcing) → head of technical service.
Compliance and risk
KYC Agent → Fraud/Risk Analyst → Compliance Officer → RG/AML
Marketing/Events
Promotional assistant → SMM/content manager → event producer → marketing manager of the cluster.
Where to learn and how to "land" faster
Colleges/courses: accounting/cash desk, IT basics, customer service, labor safety.
Online courses: KYC/AML (basic), Excel/data, UX copywriting, support service.
Vendor-training: introductory modules for slot equipment, terminals, POS.
Safety certificates: first aid, fire safety, occupational safety.
Languages: spoken English (hotel), basic French for tourcluster.
What is important from the responsible game (RG)
Minimum age and verification of documents to access games.
Limits policy (deposit/time/loss) and quick self-exclusion channels.
Staff training in problem game recognition and correct intervention (ethics and scripts).
Transparent advertising: rejection of aggressive bonus messages and youth targeting.
Employment Development Guidelines (2025-2030)
State and regulators
Mini training standards for cash register, RG/KYC, basic equipment; vouchers for youth courses.
A single "competence passport" (microcertificates) - so that employers test skills faster.
Dialogue with business about casino-light pilots in tourist areas and about the internship program.
Business and resorts
Internships of 8-12 weeks for the front office and equipment, with rotation by department.
Flexible shifts for students and parents (part-time in high season).
Cross-training: box office ↔ bar ↔ events - increases the stability of schedules and team income.
Transparent KPIs and career maps: employees understand how to grow to a supervisor in 6-12 months.
To applicants
Prepare a summary for 1 page with "Service," "Numbers/Excel," "Responsible game" blocks.
Take free online KYC/AML modules and practice cases (chargeback, payout dispute, escalation).
At the interview, show de-escalation scripts and skills in stressful situations.
KPIs to assess the success of the employment program
Number of FTE jobs created in pilot clusters.
Percentage of employees who have completed RG/KYC/Safety training.
Time-to-hire closing speed and retention for 6-12 months.
Service index (NPS/guest ratings), reduction of incidents and cash errors.
The share of local procurement and services (F&B, transport, music) in the cost structure of sites.
Even with a modest offline scene and gray online, the industry creates jobs - from retail lottery and slot lounges to outsourcing support and risk analytics. The key to employment growth is service and compliance skills, basic digital literacy and business partnerships with colleges and resorts. With a competent casino-light organization, educational vouchers and transparent career paths, St. Lucia can get a sustainable, locally oriented labor market by 2030 without changing its main brand: nature, privacy and quality service.