Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Peru. Traditional methods of establishing global employment and subsidiaries in Peru typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services help hundreds of organisations onboard new employees in Peru in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process.
Employees can expect to be paid monthly with extra payments in the 13th and 14th months.
Employers contribute 9% towards health insurance.
Employees contribute 13% towards the pension fund.
The typical work week in Peru consists of 48 hours per week or 8 hours per day.
It’s important to note that typical working hours can vary by industry in some countries. Contact our team for the most up-to-date information!
Overtime laws in Peru are complex and can depend on the specific circumstances and the employee. We are happy to discuss this in more detail for a specific context.
Employees are entitled to 30 days’ vacation per year. A minimum of 15 days must be taken and the other 15 can be cashed out. In addition to vacation leave, there are 12 public holidays.
Sick leave in Peru includes the first 20 days paid by the employer. After the 20th day of sick leave, the state, ESSALUD, pays.
Peru’s maternity leave regulations include 49 days’ paid maternity leave prior to birth and 49 days’ paid leave after childbirth. ESSALUD pays employees in full.
Paternity leave in Peru includes 10 consecutive working days of paid leave with notification to the employer.
Peru has no childcare leave required by law.
For other types of leave in Peru contact us for more information.
We believe that remote employees should be able to access their local benefits, as well as high-standard international benefits, anywhere they are. Details about international or country specific benefit packages can be provided on request. Please contact us for further details.
Severance is not typically required in Peru, unless in case of redundancy. However, other payments may be required in certain specific circumstances. Please contact us with any questions.
Employers in Peru must provide a prior written notice by letter that communicates their intention to terminate the employee and description of the facts that justify the dismissal. In case of termination with cause, a minimum of 30 calendar days of notice are required. In the case of an employee resignation, 30 days’ notice is required.
Peru law protects employees from illegal termination of employment, and as there are a range of reasons an employee can be terminated, it’s important for those looking to employ in Peru to reach out to us directly with questions.
Laws around employees who have specific termination protections, or classes of employees who have protected characteristics relevant to discrimination, are highly complex and there can be a number of situation-specific variables. If you have questions in this area, please reach out to us directly to discuss.
The benefits of growing a global team and finding the best talent anywhere in the world are endless. It’s important to note that labour laws and regulations in Peru are strict with penalties for non-compliance. Let our team take care of the details such as payroll, benefits, compliance, taxes, and admin so you can focus on growing your business. We’re here to help you every step of the way.
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