Hire and pay employees in
Panama, hassle-free

L’impôt sur le revenu des particuliers varie de 0 % à 25 %. Il est calculé selon des taux progressifs.

• Social security - 12.25%
• Educational security - 1.50%
• Professional risks - 2.10%
• 13e mois - 8,33 %
• Vacation pay - 9.09%
• Seniority premium - 1.92%
• Compensation - 0.33%
• Work-from-home Allowance USD 50

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.

• 125% of the hourly rate, on a standard day
• 150% of the hourly rate, after 6 pm
• 175% of the hourly rate for the night shift employees

Standard working hours are eight hours per day, 40 hours per week. The standard workweek is from Monday to Friday. However, the standard workweek can be extended to 48 hours per week from Monday to Saturday. 

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 Panama can be complex. There is no at-will termination outside the probation period and termination must be done for just cause. In case the employee considers the termination an unfair dismissal, it will have up to 60 days to sue the employer for reinstatement for wrongful dismissal against.

The employment agreement can be terminated by:

• Voluntarily by the employee (Resignation)
• D’un commun accord
• Must be in writing and should not waive any employment rights
• Dismissal with justified cause
• À l’expiration du contrat
• For the completion of the work
• Due to the death of the employee 
• Due to the death of the employer, when it entails the unavoidable termination of the contract.
• For the prolongation of the causes of suspension of the contracts, at request of the employee.
• Unilaterally by the employer:
  
  
• For indefinite employment agreements must be for cause and in writing

Special cases and circumstances may apply including requiring the employer to get authorization from the relevant administrative labor authority.

• Generally, 15 days if the employee resigns
• Generally, 30 days if the employer terminates the employee

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

• Name, nationality, age, gender, civil status, address, ID
• If the employer is a company it must include the company name, address, name of its legal representative and the registration data in the Public Register.
• Names of the people who live with the employee and any dependents
• Start date and length of the employment
• Description du poste
• Workplace
• Regular work hours
• Salary, date and payment method
• Place and date of the execution of the contract
• Signatures of both parties