Global Employment Solutions & PEO in Peru

How Do Omnipresent Global Employment Solutions Work?

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. 

• Your company conducts the hiring and candidate selection process in Peru.
• Omnipresent hires the selected candidate through our local professional employment organisation in Peru.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Peru.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

Payroll & Taxes in Peru

Employee Income Taxes:

• 8%: 0 to 5 UIT
• 14%: 5 UIT - 20 UIT
• 17%: 20 UIT - 35 UIT
• 20%: 35 UIT - 45 UIT
• 30%: 45 UIT and above

Payroll Cycle:

Employees can expect to be paid monthly with extra payments in the 13th and 14th months.

Employer Costs in Peru

Employer Contributions:

Employers contribute 9% towards health insurance. 

Employee Contributions:

Employees contribute 13% towards the pension fund.

Working Hours in Peru

Typical Working Hours per Week:

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:

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.

Public Holidays & Vacation Time in Peru

Standard Public Holidays in Peru

• New Year’s Day
• Maundy Thursday
• Good Friday
• Easter Sunday
• Labour Day
• Feast of Saints Peter and Paul
• Peru Independence Day, Peruvian National Holidays
• Great Military Parade of Peru
• Feast of Saint Rose of Lima
• Angamos Battle Celebration
• Reformation Day
• All Saints’ Day
• Feast of the Immaculate Conception
• Christmas Day

Vacation Time in Peru

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.

Types of Leave in Peru

Sick Leave:

Sick leave in Peru includes the first 20 days paid by the employer. After the 20th day of sick leave, the state, ESSALUD, pays.  

Maternity Leave:

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:

Paternity leave in Peru includes 10 consecutive working days of paid leave with notification to the employer. 

Unpaid Childcare Leave:

 Peru has no childcare leave required by law. 

Other Types of Leave:

For other types of leave in Peru contact us for more information.

Health Insurance & Supplementary Benefits in Peru

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.

Termination & Severance in Peru

Severance:

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.

Notice of Termination:

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. 

Unprotected and Protected Termination:

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.

Protected Classes of Employees:

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.