Employer of Record in Bolivia: 11 Providers Compared (2026)

Employing someone in Bolivia: key facts

Amounts are in bolivianos (Bs). The labour statute we read is the 1942 Ley General del Trabajo (LGT) as reproduced on LexiVox; later amendments were read only where cited.

Minimum wage

One national rate for the public and private sectors. DS 5516 treats it as an inviolable floor; salaries above it are not raised by decree.

Employer contributions

Paid on total earned pay (total ganado); no cap on the base was found.

• Mining-metallurgical employers also pay a 2.3% solidarity contribution. A 1% INFOCAL levy is neither confirmed nor excluded.
• The pension-system contributions go to the Gestora Pública by the last working day of the month after the pay accrues (DS 778 art. 6, quoted in the recitals of DS 5280).
• The employee pays 12.71% plus the national solidarity contribution on higher earnings (DS 5280, checked 2026-10-29).

Working hours and overtime

• 8 hours a day and 48 a week; night work 7 hours; women and minors under 18 work 40 daytime hours a week; managers and confidence posts are excepted (LGT art. 46).
• Overtime and holidays are paid with a 100% surcharge; night work with 25% to 50%. Overtime needs a Labour Inspectorate permit, up to 2 hours a day (arts. 50, 55). A rest day worked is paid with 100% or compensated by another day (DS 224 art. 31) (LexiVox, checked 2026-10-29).

Annual leave and public holidays

• Leave days: not confirmed from a primary text. The statute we read is the original; Remote, Skuad, G-P and RemoFirst report 15, 20 or 30 working days by service band. Leave cannot be paid in cash except at termination and cannot be accumulated (DS 224 art. 33 via a search excerpt).
• 12 days of suspended work in 2026 under DS 5521: 23 Jan, 16-17 Feb (Carnival), 3 Apr, 1 May, 4-5 Jun, 22 Jun, 6-7 Aug, 2 Nov, 25 Dec. 1 January is not in its table; 27 September is a holiday without suspension (Pixi Legal, checked 2026-10-29).

Probation

• No separate probation article was read. LGT art. 13 treats the first three months as probation when severance is counted: they are deducted. Whether a contract may set another period was not confirmed (LexiVox, checked 2026-10-29).

Notice and severance

• Indefinite contract, employees: 90 days’ notice by the employer and 30 by the employee, after 3 months of work; whoever omits notice pays the salary for the period (art. 12). Obreros: 1 week, 15 days or 30 days by length of service.
• Severance: one month’s salary per year of continuous service, pro rata, when the worker is removed for a cause beyond their will; also on resignation after more than 8 years (art. 13). Secondary sources cite 5 years under a later rule that was not opened.
• Final settlement (finiquito) within 15 calendar days of dismissal, with a 30% penalty on the total if late (DS 28699 art. 9) (LexiVox, checked 2026-10-29).

13th salary and bonuses

• Aguinaldo de Navidad: one month’s salary, due by 20 December, double if late; base is the average of total earned in the last 3 months; pro rata by twelfths after 3 months of service. It carries no social contributions or tax deductions.
• A second aguinaldo, “Esfuerzo por Bolivia”, is due only when annual GDP growth exceeds 4.5%; no 2026 decree was found (Ministry instruction DGTHSO 0119/2025, DS 1802, checked 2026-10-29).

Mandatory benefits

• Annual profit bonus (prima): at least 1 month for empleados and 15 days for obreros, only if the company made profits (LGT art. 57).
• Health cover through the Caja Nacional de Salud, pension and risk insurance through the Gestora Pública, and the 2% housing contribution, as in the table above (LexiVox, checked 2026-10-29).

Work permits

• Foreign workers may not exceed 15% of the staff of any company and may be technicians only; some posts require Bolivian nationality (LGT art. 3) (LexiVox, checked 2026-10-29).
• The visa route is not confirmed: DIGEMIG was not opened, and how the 15% share applies to an EOR was not found. Rivermate says foreign nationals take up to several months to onboard (rivermate.com, checked 2026-10-29).

Currency and payroll

Boliviano (BOB). Rate used on this page: 1 USD = Bs 12.02, the Banco Central de Bolivia rate valid on 2026-10-28 (BCB, checked 2026-10-29). Pay slips and payroll filings through the Ministry’s online platform (OVT) are required, per the Ministry instruction cited above.

Is Employer of Record legal in Bolivia?

Grey area. No statute, regulation or Ministry of Labour opinion on employer-of-record structures was found, and no licensing regime for labour intermediaries. That is an inference from the texts below, not a ruling. The labour rules protect the worker strongly. See the Employer of Record glossary entry.

The rules that matter to a client (checked 2026-10-29):

• Reality over contract. A civil or commercial contract that conceals an employment relationship has no effect; the facts prevail. Employment is defined by dependence and subordination, work on another’s account and remuneration (DS 28699 arts. 2, 4-5).
• Foreign staff cap. Foreign workers may not exceed 15% of a company’s staff and may be technicians only (LGT art. 3).
• Reinstatement. Dismissal outside the causes in LGT art. 16 lets the worker choose severance or reinstatement; the Ministry can order reinstatement with back pay and fine refusal (DS 28699 art. 10).
• Employer-paid pension contributions. The employer pays them from its own resources by the last working day of the following month (DS 5280 recitals).

Risks the client carries:

• A declared employment relationship. A foreign company that directs a worker engaged through a service contract risks full labour benefits and Ministry of Labour sanctions (DS 28699 art. 5).
• Late final settlement, indexed to the UFV with a 30% penalty on the total (art. 9).
• Late aguinaldo: double payment and higher fines (Ministry instruction).

See also co-employment.

Who actually employs your hire in Bolivia

We read the Bolivian pages and documents of the 11 providers that operate in Bolivia. The Bolivian company registry was not searched by name, so no vendor entity was checked there. Twelve more are not in the table because we could not confirm that they offer EOR in Bolivia: Oyster, Papaya Global, Rippling, Native Teams, RemotePass, Rise, Kleos, Remozo, Boundless, Atlas, Borderless AI and Justworks.

All checked 2026-10-29. “Own entity” rests on the vendor’s own statement, not on a registry record or a named company. Prices on Bolivian pages are as shown there; Deel’s global price is a site-wide list price.

Eight of the 11 don’t name the Bolivian company that employs, and the two “own entity” statements name none either. That matters because in a grey area your exposure runs through the employer on the contract. Before signing, ask: “Which Bolivian company signs my employee’s contract, and how is it registered with the Ministry of Labour, the tax service, the CNS and the Gestora?”

How to choose an EOR in Bolivia

Want to know the employer’s name? No provider names its Bolivian company on the pages we read. Remote and G-P say the entity is their own; Rivermate says local partners are involved. Ask any provider for the company name and registration before you sign.

Need a work permit for a foreign hire? No source we read confirms that an EOR can sponsor one, and the 15% foreign-staff cap in art. 3 may apply to the host employer. Rivermate says up to several months for foreign nationals; Remote People adds 6 to 12 weeks for a visa. Both are vendor claims; ask in writing who would apply.

Price against completeness? On Bolivian pages Playroll’s from $399 is lower than $599 at Remote and Skuad’s list; eight providers show no Bolivian price. Vendors claim onboarding from as little as 5 days (Deel) and 5 to 10 business days (Playroll) to one to two weeks (Safeguard Global) and two to three weeks for nationals (Remote People). Compare price after you know who employs.

Paying in dollars? The boliviano floats, so a USD-denominated salary costs more or fewer bolivianos from month to month. Ask in which currency the contract is written and at which rate the EOR converts.

What it costs to employ someone in Bolivia through an EOR

The employer is the EOR itself, a large payroll employer. Gross pay is USD 50,000 and USD 100,000 a year in 12 monthly salaries, converted at 1 USD = Bs 12.02 (BCB, valid 2026-10-28): Bs 601,000 and Bs 1,202,000 a year (BCB, checked 2026-10-29). Statutory cost is the 17.21% social contributions plus one aguinaldo of one month’s salary, which carries no contributions.

No cap on the contribution base was found, so the share is the same at both salaries. On the same pay, contributions rose from Bs 100,427 (16.71%) to Bs 103,432 (17.21%), about 3%, when the solidarity rate went from 3% to 3.5% on 2024-10-01 (DS 5280, checked 2026-10-29). The earlier years rest on a secondary source.

Not included: severance (one month per year, due only on dismissal), the profit prima (only with profits), the second aguinaldo (only if GDP growth exceeds 4.5%; no 2026 decree found), INFOCAL (not confirmed), seniority bonus and sector add-ons. The bolivianos change with the rate, which moved between Bs 9.73 and Bs 12.64 in four months.

The EOR’s own fee comes on top, quoted per month. Three providers show a price on a Bolivian page: Playroll from $399, Remote from $599 for annual contracts and Skuad $599 list ($499 with a volume discount, $449 with a 12-month commitment). Deel shows none on its Bolivia page; its global price starts at $599 a month. Eight providers publish none for Bolivia.

Hidden costs, where published:

• Deel’s Bolivia page lists a mandatory one-off “Wet Ink Employment Agreement Handling Fee” of USD 80, medical exams of Bs 200 at hire and at termination, and a charge called “Employer Liability Cost” of 0.60% (deel.com, checked 2026-10-29).
• For every provider, setup fee, deposit, minimum term and termination fee are not published for Bolivia. Treat a blank as unpublished, not zero.

When you don’t need an EOR

• A genuinely independent contractor. If the person works on their own account, a contract is closer to the real relationship. See how to pay contractors in Bolivia, our hiring guide and contractor misclassification. A contract that hides dependence and subordination has no effect under DS 28699. Secondary sources describe an independent professional with an NIT who invoices the foreign client and pays IVA 13%, IT 3% and a quarterly RC-IVA; we did not open the tax-service texts (eju.tv, checked 2026-10-29).
• Your own Bolivian entity. The route to weigh for a permanent team. We found no published figures for setting one up, so we give none.

What changed in 2026

• 2026-01-01: National minimum wage Bs 3,300, +20% on Bs 2,750, set by DS 5516 of 2026-01-13 and retroactive; DS 5503 of 2025-12-17 abrogated (Pixi Legal, checked 2026-10-29).
• 2026-01-13: DS 5521 sets the 2026 holiday calendar: extra days on 5 June and 7 August, 22 January moved to 23 January, 21 June moved to 22 June (Pixi Legal, checked 2026-10-29).
• 2026-06-29: The official dollar became a flexible daily rate set by the BCB after 14 years at Bs 6.96; the BCB table shows Bs 12.02 valid on 2026-10-28, about 73% more bolivianos per dollar (our arithmetic). The start date comes from press (Correo del Sur, BCB, checked 2026-10-29).

Earlier changes still in force: DS 5383 of 2025-05-01 cut the IVA compensation credit in the employee RC-IVA from 2 to 1 minimum wage; Ley 1582 raised the employer solidarity contribution from 3% to 3.5% on 2024-10-01 (DS 5383, DS 5280, checked 2026-10-29).

Numbers vendors haven’t updated

• Minimum wage. The rate in force is Bs 3,300 from 2026-01-01. Deel’s page gives Bs 2,750 (the 2025 rate), Playroll and Multiplier Bs 2,500, RemoFirst Bs 2,250 “as of May 2022”, Skuad Bs 2,164 and G-P’s country hub Bs 2,362 (deel.com, playroll.com, usemultiplier.com, remofirst.com, skuad.io, globalization-partners.com, checked 2026-10-29).
• Employer contributions. Our figure is 17.21%. Playroll’s page shows 16.71% plus 2% to the national solidarity fund, and Remote People’s 16.71% to 19.51%; 16.71% is what the rates add up to with the 3% solidarity rate in force before 2024-10-01. We don’t know what else each includes, so the figures are not comparable (playroll.com, remotepeople.com, checked 2026-10-29).

How we built this page

Facts were collected and checked on 2026-10-29 against the Ley General del Trabajo and decrees as reproduced on LexiVox and Pixi Legal, the Ministry of Labour instruction DGTHSO 0119/2025 and the Banco Central de Bolivia; the Gaceta Oficial, the tax service, the Gestora and DIGEMIG sites were not opened, and where only a secondary source exists the text says so. Employers were checked against vendor pages and statements; the Bolivian company registry was not searched by name, so a vendor’s company may be invisible to us. Vendors are ordered with own-entity statements first, then partners, then those that do not disclose; no vendor pays for placement.