Remote makes employment in Peru easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
Remote-Owned Local Entity
We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
Spanish, Quechua, Aymara
The Republic of Peru (Republic del Peru) is a South American country with over 5,000 years of recorded civilization, boasting among others a megadiverse cultural and biological heritage, Machu Picchu, and the ever-cryptic Nazca Lines.
Peru is a burgeoning economy with an upper middle-income level, an average human development ranking, and one of South America’s fastest growing economies.
Spanish, Quechua, Aymara
32,824,358 (est. 2020)
Ease of doing business
Cost of living index
VAT - standard rate
GDP - real growth rate
To employ in Peru, companies must own a local legal entity in the country or work with a global employment solution. Managing payroll, benefits, taxes, and compliance in Peru can get complicated, especially without established local relationships.
Remote’s global employment solution makes it easy for your company to employ workers in Peru quickly, efficiently, and in full compliance with all applicable labor laws. We take on the responsibility and legal risks of international employment so you can focus on hiring great talent and growing your business.
Peruvian legislation spells out provisions for employee protections and workers’ right applicable to Peru’s workforce of 16.1 million. These provisions are spelled out across the 1993 Constitution, the 2002 ratification of the labor code, and a number of international labor statutes Peru is signatory to.
Employees in Peru 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 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 Peru.
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.
|Saturday, January 1, 2022||New Year's Eve (Año Nuevo)|
|Thursday, April 14, 2022||Maundy Thursday (Jueves Santo)|
|Friday, April 15, 2022||Good Friday (Viernes Santo)|
|Sunday, May 1, 2022||Labor Day (Día del Trabajo)|
|Wednesday, June 29, 2022||Saint Peter and Saint Paul (San Pedro y San Pablo)|
|Thursday, July 28, 2022||Independence Day (Fiestas Patrias)|
|Friday, July 29, 2022||Independence Day (Fiestas Patrias)|
|Tuesday, August 30, 2022||Santa Rosa de Lima|
|Saturday, October 8, 2022||Battle of Angamos (Combate de Angamos)|
|Tuesday, November 1, 2022||All Saints Day (Todos los Santos)|
|Thursday, December 8, 2022||Immaculate Day (Inmaculada Concepción)|
|Friday, December 9, 2022||Battle of Ayacucho (Batalla de Ayacucho)|
|Sunday, December 25, 2022||Christmas Day (Navidad del Señor)|
The Peruvian minimum wage is fixed at 1,025 PEN per month, equivalent to roughly $275.30 per month.
Peruvian employees are entitled to two additional salary payments known as the 13th and 14th Salary. These are paid in two installments and both are equivalent to a monthly remuneration:
Employees who have less than six months of services receive the payment prorated as per the months worked. Each of these bonuses is equivalent to an additional salary if the entire semester is worked, which is understood from January to June (National Holidays bonus), and from July to December (Christmas Bonus).
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 Peru fast. The minimum onboarding time we need is only 10 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.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Peru are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes affect your payroll and your employees’ paychecks in Peru.
9% - Health insurance
13% - Pension Fund
1 Tax Unit (UIT) = 4,400 Peruvian soles (PEN)
8% - Up to 5 UIT
14% - From 5 UIT to 20 UIT
17% - From 20 UIT to 35 UIT
20% - From 35 UIT to 45 UIT
30% - More than 45 UIT
Employees are entitled to 30 days of paid time off annually. At least 15 days off must be taken each year and payment can be made in lieu of any unused vacation.
There are 12 public holidays every year.
Employees are entitled to 20 days of paid sick leave, compensated by the employer at a rate equivalent to the employee’s full wages. Starting the 21st day, ailing employees can draw sickness benefits from ESSALUD (Seguro Social de Salud del Peru) the Peruvian social security agency, for the next 11 months, for each instance of illness.
Female employees are entitled to 98 days of fully paid maternity leave, split 49 days before and after delivery. Maternity benefits, which are equivalent to the mother’s full wages, are disbursed by the social security agency.
Fathers are entitled to 10 consecutive days of paid paternity leave for natural births by their partners, and up to 30 days in case of multiple births, delivery complications, illness, or disability of the mother.
Panamanian labor law stipulates that employees can only be terminated when a just cause is provided by the employer. Otherwise, employees who’re let go without any justification are entitled to a severance package of up to 12 months’ pay.
Employers are required to provide from six to 30 days’ notice so employees can tender a defense in case they’re dismissed unfairly. Employees who’re let go on a justified basis are not entitled to any prior notice.
Employees are only entitled to severance payments when a termination decision is due to redundancy. Workers who’re dismissed without just cause are entitled to a month’s pay for every year served with an employer, capped at 12 months’ wages.