Remote makes employment in Chile easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
The Republic of Chile (República de Chile) is a unitary presidential republic that’s famous for its long, and beautiful coastline, wild llamas, and rich cultural diversity.
With just 4% of South America’s population and landmass, Chile still boasts the fourth largest GDP on the continent, the highest human development index, the second-highest per capita income, comparatively low corruption level, and one of the lowest crime levels in the Americas.
17,574,003 (est. 2017)
Ease of doing business
Cost of living index
VAT - standard rate
GDP - real growth rate
Looking to employ workers in Chile? Companies hiring in Chile must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services.
Remote can employ your team in Chile on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Chile team. You can also pay contractors now in Chile with Remote.
The Chilean Labour Code spells out provisions for employee protections, workers’ rights, and general employment relations applicable to Chile’s workforce of 8.8 million. Employees in Chile enjoy protections against discrimination based on age, religion, sexual orientation, gender expression, and race.
Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Chile.
Below are national public holidays applicable for all regions in this country. Remote customers have access to a detailed list of regional public holidays within the Remote platform. Sign up now to access all public holiday information.
|Sunday, January 1, 2023||New Year's Day (Año Nuevo)|
|Monday, January 2, 2023||Additional Holiday (Feriado Adicional)|
|Friday, April 7, 2023||Good Friday (Viernes Santo)|
|Saturday, April 8, 2023||Holy Saturday (Sábado Santo)|
|Monday, May 1, 2023||Labor Day (Día Nacional del Trabajo)|
|Sunday, May 21, 2023||Navy Day (Día de las Glorias Navales)|
|Wednesday, June 21, 2023||National Day of Indigenous People (Día Nacional de los Pueblos Indígenas)|
|Monday, June 26, 2023||Feast of Saints Peter and Paul (San Pedro y San Pablo)|
|Sunday, July 16, 2023||The Feast of Our Lady of Mount Carmen (Día de la Virgen del Carmen)|
|Tuesday, August 15, 2023||Feast of Assumption (Asunción de la Virgen)|
|Monday, September 18, 2023||Independence Day (Independencia Nacional)|
|Tuesday, September 19, 2023||Day of the Glories of the Army (Día de las Glorias del Ejército)|
|Monday, October 9, 2023||Day of the Races/Columbus Day (Encuentro de Dos Mundos)|
|Friday, October 27, 2023||National Day of the Evangelical and Protestant Churches (Día de las Iglesias Evangélicas y Protestantes)|
|Wednesday, November 1, 2023||All Saints' Day (Día de Todos los Santos)|
|Friday, December 8, 2023||Feast of the Immaculate Conception (Inmaculada Concepción)|
|Monday, December 25, 2023||Christmas Day (Navidad)|
The Chilean government sets a minimum wage annually and there are generally two rates for working adults and for minors and retirees. As of January 1, 2023, the minimum gross monthly salary is increased to:
Employees are entitled to this annual legal gratification bonus typically paid monthly. The payment is capped at a limit of 4.75 x the minimum monthly wage (note this amount changes when an increase to the minimum wage is announced). This bonus should be considered before finalizing an offer. The base salary can be lowered in order to accommodate the legal gratification bonus, but once a base salary is stipulated and agreed to with the employee, it cannot be lowered without the employee’s consent.
Fixed-term agreements are contracts with a start and end date.
A fixed-term contract can only be limited to a one-year term (or two years for certain highly skilled professionals). This will turn into an indefinite duration contract:
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Chile fast. The minimum onboarding time we need is only 7 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
Remote supports our clients by offering competitive benefits packages that will help you attract and retain the best talent across the globe! Our benefits specialists have done the research on norms and requirements in each local market and have crafted packages that will allow your employees to thrive, no matter what country they live in.
Our benefits packages in Chile are tailored to fulfil the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Our core benefits (which often include things like healthcare) are required in most countries where we hire. Because Remote is the employer of record, it’s important for us to offer the same core benefits to all employees in a country to ensure fair equity and non-discriminatory hiring practices, which protects your business and ours. Note that we do not add a markup on any benefits premiums or administration costs.
If you'd like specific information about our benefits packages in Chile, start onboarding your first employee with Remote today.
For more insight into fair equity and benefits best practices, download our Global Benefits Guide and share with the rest of your hiring team.
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Chile.
3.40% - risk surcharge
2.40% - unemployment insurance plan (Seguro de Cesantia)
1.86% - disability and life insurance contribution
0.93% - occupational work accident insurance
Up to 40% - personal income tax rate (depends on salary and other variables)
10% - pension contribution
0.6% - unemployment insurance
7% - health insurance
Employees who have worked with an employer for at least one year are entitled to 15 working days of paid vacation annually.
Employees are entitled to take the 16 national public holidays off as paid time off or receive compensatory days off if they’re required to work.
Employees are entitled to sickness benefits starting from the fourth day of an illness, paid by Chilean health insurance authorities— provided a medical certificate stating the employee’s condition is stated.
Female employees can take 30 weeks of paid maternity leave, starting six weeks before birth and lasting 24 weeks after, paid by the health insurance agency.
Likewise, mothers of children under 18 are entitled to 10 days of leave, in addition to the statutory annual and public holiday entitlements.
Nursing mothers can take an hour-long break to breastfeed a child below the age of two.
Fathers can take five days off after delivery and can as well share the mother’s maternity leave of up to six weeks, or 12 half-weeks, paid at 100% of the employee’s normal salary.
Employees can be terminated with just cause, for reasons such as dishonesty, negligence, fraud, or any other work-related offenses, and although the managerial staff can be dismissed at will, a severance package is mandated by law.
An employer must provide at least 30 days’ notice of an employee’s termination.
Employees dismissed for business reasons (e.g., redundancy) are entitled to a severance package equivalent to a month’s wages, while employees guilty of violating their contract or other serious offenses won’t be entitled to severance pay.