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The national minimum wage for full-time employees in Chile is CLP 500,000.

The individual income tax ranges from 0% to 40%. Income tax is calculated according to progressive rates. Non-residents may be subject to an additional flat tax rate of 15%.

The employer cost is generally estimated between 4.91% of the employee salary.

• • Legal Profit Sharing - up to CLP 202,126.75
  • Work from Home Allowance - CLP 32,000
  • Life Insurance - 1.58%*
  • Work Accident Insurance - 0.93% up to a maximum salary for the contribution of CLP 2,941,704.48 including Legal Profit Sharing  
  • Unemployment Insurance - 2.4%**

*The maximum salary for the calculation of Life Insurance is CLP 2,941,704.48 including Legal Profit Sharing, and CLP 4,419,766.78 including Legal Profit Sharing for the calculation of Unemployment Insurance

**Up to a maximum salary for the contribution of CLP 4,419,766.78 (including Legal Profit Sharing)

Ces coûts sont des estimations et ne sont indiqués qu’à titre d’information. Pour comprendre le mode de calcul des coûts et frais inhérents aux termes d’un contrat de travail établi dans ce pays, n’hésitez pas à demander un devis à notre service commercial.

Pregnant employees who have contributed to Social Security for 6 months are entitled to 126 days of paid leave, broken into 2 parts. 42 days must be taken before the child's birth (pre-birth license) and 84 days must be taken after the birth (post-birth license). 

This leave is paid at 100% of the employee’s regular salary up to a cap, and Social Security will be responsible for this pay.

This leave may be extended through parental leave.

Employees are entitled to seven working days of paid paternity leave. The leave will start as of childbirth and employees must present the certificate of birth. The employee will receive 100% of the salary during this period, and the employer will be responsible for this pay.

The employee can’t extend leave.

Mothers who have taken maternity leave are entitled to further parental leave. They may choose one of the following options:

1. An additional 84 days of full-time leave.
2. An additional 144 days of half-day leave. In this case, the employee only works for half of the working day, and the other half is spent with the child.
3. An additional 84 days that is shared with the father of the child. The employee must notify the employer of this at least 30 days before the end date listed on the post-birth license. 

No medical certificate is needed for parental leave. The choice of parental leave is completely up to the employee and cannot be influenced by the employer.

This leave is paid for at 100% of the employee’s regular salary by the healthcare system.

Employees are entitled to unlimited paid sick leave.

The employer is not responsible for paying sick days. Payments are made by the health institution the employee has (ISAPRE or FONASA). The Chilean healthcare system requires 6 months of contribution before they will subsidize sick leave.

Sick leave is paid as follows:

• 1-3 days: 0% of salary paid to the employee, healthcare only pays the employee’s contribution to social laws.
• 4-10 days: The healthcare system pays the employee their normal salary and the employee’s contribution to social laws, discounting 3 days.
• 11+ days: The healthcare system pays the employee their normal salary and the employee’s contribution to social laws completely. 

The employees salary is paid daily, calculated on the past 3 months average daily salary, with a maximum amount of 86UF monthly.

The doctor submits the medical certificate through iMed, which issues a notification to the employer. The employer has 3 days to process this leave of absence electronically. If the document could not be submitted through iMed, the employee has 48 hours to submit the document to the employer.

Un licenciement doit respecter des règles complexes et la procédure officielle du pays où travaille la personne concernée. Les conditions du départ sont toujours gérées par l’employeur avec les principales parties prenantes. La procédure peut inclure des frais ponctuels et certaines mesures (obligatoires ou recommandées) dans des cas spécifiques de licenciement.

Terminations in Chile can be complex. There is no at-will termination in Chile for employers. Employers must ground terminations on a company-related business need.

Pour être conforme, la rupture d’un contrat de travail doit être motivée par :

• Du fait de l’employé
• D’un commun accord
• Unilaterally by the employer based on:
  • Période d’essai
  • Raisons objectives
  • Disciplinary dismissal
• À l’expiration du contrat

After the end term, the employer must confirm in writing to the employee that the agreement won't be renewed for fixed-term contracts.

In Chile, all employees who are terminated due to general grounds or without notice are entitled to severance pay. Severance pay is 30 days of salary per year of service up to 330 days based compensation.

The monthly severance compensation cannot exceed a maximum of 90 UF (USD 3,500) unless the employee is dismissed without notice.

Chile celebrates both 15-16 national and 3 regional holidays based on the location of the employee.

National public holidays for 2022 include:

• Jour de l’an
• Easter Friday
• Dimanche de Pâques
• Fête du travail
• Naval Glories Day
• National Day of the Indigenous Peoples in Chile
• Feasts of Saints Peter and Paul
• The Feast of Our Lady of Mount Carmel
• Assomption de Marie
• Independence Day
• Day of the Glories of the Army
• Day of the Race (Discovery of Two Worlds)
• Reformation Day
• Toussaint
• Fête de l’Immaculée Conception
• Noël

Contracts must be in Spanish and can be bilingual. They must be in writing and signed by both parties. A contract must include:

• Nom
• Date de début
• Durée de l’emploi
• Description du poste
• Remote work conditions
• Right to disconnect conditions
• Conditions de rupture de contrat