Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Uruguay. Traditional methods of establishing global employment and subsidiaries in Uruguay typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Uruguay in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process.
Monthly, with a 13 monthly instalment paid in December/June.
The typical work week in Uruguay consists of no more than 44 hours (employees in the trade sector) or 48 (employees in the industry sector) hours per week.
Overtime laws in Uruguay are complex and can depend on the specific circumstances and the employee. We are happy to discuss in more detail for a specific context.
After 1 year of service an employee is entitled to 20 days paid annual leave per year. During the first year of employment, employees accumulate the right to take holiday in the following year. For every 4 years of work with the same employer, employees are entitled to 1 additional holiday day (capped at 25 days in total).
Employees in Uruguay are entitled to 12 months sick leave. In special circumstances this can further be extended to 24 months.
The first 3 days of sick leave are paid in full by the employer. From the 4th day onward the employee is paid 70% of their wages by the institute of Social Security (BPS).
Maternity leave in Uruguay consists of 6 weeks leave before birth and 8 weeks leave after birth paid by the BPS .
Paternity leave consists of 13 days of leave from the day of childbirth. The employer pays the first three days, and the next ten days are paid by the BPS.
Newborn care allows the mother or the father to work part time for the first 6 months after the birth, to take care of the newborn child.
We believe that remote employees should be able to access their local, as well as a 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 typically required in Uruguay, unless in case of redundancy. However, other payments may be required in certain specific circumstances. Please contact us with any questions.
Employers have no obligation of giving notice to the employee regarding the relationship termination.
Employers have a period of 10 days to comply with the payment of the severance and/or salaries that were overdue for payment (otherwise a fine of 10% is automatically applied).
Uruguay law protects employees from illegal termination of employment and because there are a range of reasons an employee can be terminated, it is important for those looking to employ in Uruguay 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 Uruguay 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 are here to help you every step of the way.
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