The Chilean government sets a minimum wage annually and there are generally two rates for working adults and for minors and retirees. As of January 1, 2023, the minimum gross monthly salary is increased to:

• $410,000 CLP for employees over 18 years of age and up to 65 years of age
• $305,851 CLP for employees under 18 years of age and over 65 years of age

Employees are entitled to this annual legal gratification bonus typically paid monthly. The payment is capped at a limit of 4.75 x the minimum monthly wage (note this amount changes when an increase to the minimum wage is announced). This bonus should be considered before finalizing an offer. The base salary can be lowered in order to accommodate the legal gratification bonus, but once a base salary is stipulated and agreed to with the employee, it cannot be lowered without the employee’s consent.

Fixed-term agreements are contracts with a start and end date.

A fixed-term contract can only be limited to a one-year term (or two years for certain highly skilled professionals). This will turn into an indefinite duration contract:

• after its second renewal
• immediately at the term lapse, if the employer does not expressly terminate the employment on the grounds of completion of the term
• if the parties have agreed to more than 2 employment contracts during a 12 month period, or more contracts during a 15 months period
• if the contract exceeds the maximum term allowed (one or two years depending on the employee’s qualifications)

For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

We can help you get a new employee started in Chile fast. The minimum onboarding time we need is only 7 working days.

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.

For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.

Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.

Employees who have worked with an employer for at least one year are entitled to 15 working days of paid vacation annually.

Employees are entitled to take the 16 national public holidays off as paid time off or receive compensatory days off if they’re required to work.

Employees are entitled to sickness benefits starting from the fourth day of an illness, paid by Chilean health insurance authorities— provided a medical certificate stating the employee’s condition is stated.

Female employees can take 30 weeks of paid maternity leave, starting six weeks before birth and lasting 24 weeks after, paid by the health insurance agency.

Likewise, mothers of children under 18 are entitled to 10 days of leave, in addition to the statutory annual and public holiday entitlements.

Nursing mothers can take an hour-long break to breastfeed a child below the age of two.

Fathers can take five days off after delivery and can as well share the mother’s maternity leave of up to six weeks, or 12 half-weeks, paid at 100% of the employee’s normal salary.

• Carer’s leave: Parents are entitled to paid leave off work to cater to an ailing child under the age of one.
• Adoption leave: Adoptive parents can enjoy the same leave entitlements as natural parents. If the adopted child is over six months old, the maternity leave entitlement is limited to the six weeks pre-natal leave.
• Medical Leave of Absence: in case an employee is declared unable to perform their duties by a certified physician, the employee will be subject to a leave of absence for the number of days suggested by the doctor. In general terms, the employer does not pay the employee’s remuneration during this leave (it’s covered by a subsidy paid by the Isapre national healthcare institution).