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How to Hire Employees in Peru: Costs and Checklist

Allan Porras

Allan Porras

— 4 min read
How to Hire Employees in Peru: Costs and Checklist
Photo by Adrian Dascal / Unsplash

Welcome to the dynamic world of Peruvian recruitment! As a legal expert, I'm here to equip you with the knowledge to hire top talent while ensuring compliance with Peruvian labor laws. This comprehensive guide will walk you through the legalities, costs, and a handy checklist to kickstart your recruitment process.

Understanding the Framework

Peru boasts a robust legal framework governing employer-employee relations. The primary sources for reference include:

Employment Contracts

  • Format: While verbal agreements are technically valid, a written contract (in Spanish) is highly recommended for clarity and protection. (https://www.gob.pe/mtpe)
  • Content: The contract should clearly outline job duties, compensation (including minimum wage compliance), benefits, working hours, vacation days, termination clauses, and confidentiality agreements (if applicable).

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Foreign Workers

  • Restrictions: Companies in Peru can only employ foreign workers up to a maximum of 20% of their total workforce.
  • Work Visas: Foreign employees require work visas obtained through the General Directorate of Immigration and Naturalisation (DIGEMIN). Contract duration dictates visa type (temporary or resident).

Employer Registration and Taxes

  • Obligation: Register your company with the Peruvian tax authority (SUNAT) to comply with employer tax obligations (payroll taxes, social security contributions).

Cost Considerations

  • Employer Payroll Taxes: These vary depending on the industry and employee benefits package. Expect contributions towards social security, healthcare, and unemployment insurance. (https://www.sunat.gob.pe/)
  • Legal and Administrative Fees: Consultations with lawyers and processing fees for work visas can incur additional costs.
  1. Job Description: Craft a clear and compelling job description outlining responsibilities and qualifications.
  2. Recruitment Strategy: Identify suitable recruitment channels (online platforms, job boards, professional networks).
  3. Candidate Screening: Conduct interviews and reference checks to assess suitability.
  4. Employment Contract: Draft a comprehensive contract in Spanish, outlining terms and conditions.
  5. Work Visa (if applicable): Assist foreign employees with obtaining work visas through DIGEMIN.
  6. Employer Registration: Register your company with SUNAT for tax compliance.
  7. Payroll Management: Implement a system for processing salaries and withholding employer taxes.

Holidays in Peru

  • New Year's Day (January 1)
  • Maundy Thursday (movable date)
  • Good Friday (movable date)
  • Labor Day (May 1)
  • Feast of Saints Peter and Paul (June 29)
  • Independence Day Celebrations (July 28-29)
  • Santa Rosa de Lima Day (August 30)
  • Battle of Angamos (October 8)
  • All Saint's Day (November 1)
  • Immaculate Conception (December 8)
  • Christmas Eve (half day) (December 24)
  • Christmas Day (December 25)

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It's important to note that some regional holidays may also be observed in specific parts of Peru. Be sure to check with local authorities for a definitive list of holidays in a particular area.

Example

While your employees might receive a salary in USD on their contracts, it's important to understand how Peruvian taxes and deductions will translate into their net pay in Peruvian Soles (PEN). Here's an example breakdown assuming a $3000 USD monthly salary:

Gross Salary: $3000 USD

Exchange Rate: For this example, let's assume a hypothetical exchange rate of 3.5 PEN to 1 USD (Important Note:Always use the official exchange rate closer to the payment date).

Gross Salary in PEN: $3000 USD x 3.5 PEN/USD = 10,500 PEN

Employer Payroll Taxes (Approx. 19%)

These vary slightly depending on the industry and benefits offered. Let's assume a base rate of 19% for this example.

  • Employer Contribution: 10,500 PEN x 19% = 1995 PEN

Employee Deductions

  • Pension Contribution (SPP) (Approx. 13%): This is deducted from the employee's gross salary.
  • Employee Contribution: 10,500 PEN x 13% = 1365 PEN
  • Health Insurance (EsSalud) (Approx. 9%): This is typically a combined employer-employee contribution. Here,let's assume the employee covers 3%.
  • Employee Contribution: 10,500 PEN x 3% = 315 PEN

Net Pay (Take-Home Pay)

  • Net Pay = Gross Salary - Employer Contribution - Employee Deductions
  • Net Pay = 10,500 PEN - 1995 PEN - (1365 PEN + 315 PEN)
  • Net Pay = 6825 PEN (approximately)

Important Notes

  • This is a simplified example, and actual tax rates and deductions may vary based on specific circumstances,industry, and employee benefits.
  • Always consult with a qualified Peruvian accountant or tax advisor for precise calculations based on your specific situation.
  • Remember, this example uses a hypothetical exchange rate. Always use the official rate closest to the payment date.

Additional Resources

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Disclaimer: This guide provides a general overview. For specific legal advice regarding your particular situation, consult with a qualified Peruvian employment lawyer. With careful planning and adherence to regulations, you can build a successful team in Peru while ensuring a smooth and legal hiring process.

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