Employer of Record in Chile: 18 Providers Compared (2026)

Employing someone in Chile: key facts

Amounts are in nominal pesos. Caps are in UF, which moves daily; we use UF 41,136.24 (2026-10-10).

Minimum wage

One national rate for workers over 18 and up to 65, no regional zones; collective agreements can set higher floors.

Employer contributions

Rates in force from remuneration of August 2026, on monthly taxable pay up to the cap. The employer pays nothing towards the worker’s 7% health contribution.

• The pension-reform rate is 4.25% from 2027-08-01 and 8.5% from 2033-08-01.
• Paid through Previred by the 10th of the following month (13th if paid electronically).

Working hours and overtime

• Ordinary week 42 hours from 2026-04-26 (44 before; 40 from 2028-04-26), under Ley 21.561 (Ministry of Labour, checked 2026-10-10).
• Overtime: temporary company needs only, in writing, at most 2 hours a day, with a 50% surcharge (BCN, checked 2026-10-10).

Annual leave and public holidays

• 15 working days a year with full pay after more than one year of service (art. 67); 20 days in Magallanes, Aysén and Palena province. 1 extra day per 3 additional years after 10 years of work (BCN, checked 2026-10-10).
• 16 national public holidays in 2026 (a media-calendar count); five are irrenunciables (DT, checked 2026-10-10).

Probation

• No statutory probation for ordinary employees; the only legal one is for domestic workers (art. 147: two weeks).
• Employers use fixed-term contracts: up to 1 year (2 for managers and title holders); a second renewal makes the contract indefinite (art. 159) (BCN, checked 2026-10-10).

Notice and severance

• Dismissal for company needs (art. 161): 30 days’ written notice, or pay in lieu of one month (art. 162). Contributions must be paid up to the previous month, or the dismissal does not end the contract.
• Severance after at least one year (art. 163): 30 days of the last monthly pay per year of service and fraction over 6 months, up to 330 days. The pay base is capped at 90 UF (art. 172), about CLP 3.70M.
• If a court finds the dismissal unjustified, severance rises by 30%, 50% or 80% depending on the ground (art. 168) (BCN, checked 2026-10-10).

13th salary and bonuses

There is no statutory 13th salary; aguinaldos exist only by contract. What is mandatory is the gratificación legal: 30% of net profit shared pro rata to wages (art. 47) or, if the employer elects art. 50, 25% of wages paid in the year, capped at 4.75 minimum wages (CLP 2,629,377 a year, about CLP 219,115 a month). Employers usually pay the art. 50 amount monthly inside the pay package; which regime an EOR uses is not published (BCN, checked 2026-10-10). The cost examples treat it as part of the stated gross.

Mandatory benefits

• Worker contributions: 10% pension plus AFP commission, 7% health, 0.6% unemployment insurance; employer-paid accident cover through a mutual or the ISL.
• Maternity leave 6 weeks before and 12 weeks after birth plus 12 weeks of parental postnatal leave, state-subsidised; 5 days’ paid paternity leave; at least 85% Chilean workforce above 25 employees (arts. 195, 19) (BCN, checked 2026-10-10).

Work permits

• The usual route is temporary residence for remunerated activities, valid up to 2 years and extendable, applied for from outside Chile on a contract with an employer that has a domicile or branch office in Chile, signed before a notary and a consulate (Servicio Nacional de Migraciones, checked 2026-10-10).
• The page does not say whether a Chilean EOR entity can be the sponsoring employer. A foreign client without a Chilean presence does not fit its wording.

Currency and payroll

Chilean peso (CLP). Pay periods cannot exceed one month (art. 55) (BCN, checked 2026-10-10). Rate used on this page: 1 USD = 981.61 CLP, the Banco Central observed dollar of 2026-10-09 as republished by mindicador.cl, checked 2026-10-10.

Is Employer of Record legal in Chile?

Grey area. Chile has no EOR statute and no EOR licence. The Código del Trabajo (Ley 20.123 regime) allows only subcontracting and registered temporary-services companies (EST). A permanent EOR placement fits neither, so a Chilean entity that employs the worker for a foreign client sits in a grey area that leans towards the client being treated as the real employer. That is our reading of the statute: we found no Dirección del Trabajo opinion, court ruling or SII ruling on EOR. See the Employer of Record glossary entry.

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

• Art. 183-A. If services are limited to mere intermediation of workers to a work site, the owner of the work is deemed the employer. Art. 183-B: the principal is jointly liable for the contractor’s labour and social-security obligations, including termination indemnities.
• Arts. 183-F, 183-J, 183-K. An EST must have placement as its sole purpose, be in the Dirección del Trabajo registry and hold a 250 UF guarantee (about CLP 10.28M).
• Arts. 183-Ñ, 183-O. Placement is allowed only in six cases (leave replacement, events, new projects, start-ups, activity peaks, urgent work), for 90 or 180 days with the same user, not renewable.
• Arts. 183-P, 183-U, 183-AA. Placement for representative roles, outside the six cases, to hide a permanent relationship, or through an unregistered EST makes the worker the user’s employee, with a fine of 10 UTM per worker (CLP 721,510 at UTM 72,151). Art. 183-AB: the user is subsidiarily liable for the EST’s obligations.

Risks the client carries:

• Treated as the real employer, with ordinary labour law and the 30%-80% severance surcharges of art. 168.
• Joint or subsidiary liability (arts. 183-B, 183-AB) for unpaid wages, contributions and indemnities for the service period, plus fines.
• Unsettled scope. Whether a foreign client without a Chilean entity counts as a “principal” or “user company” is not settled in any source we found.
• Commentary. A Carey podcast of April 2023 covers the labour consequences of the EOR scheme (abstract only, abogados.com.ar, checked 2026-10-10); a Lexology Q&A, read as a search excerpt, calls staff supply exceptional. Neither is authority.

See also co-employment.

Who actually employs your hire in Chile

We read the vendor pages and legal documents of the 18 providers that operate in Chile. We also downloaded the Dirección del Trabajo registry of temporary-services companies on 2026-10-10 (listadoest): 182 entries marked “Inscrita”. No provider was found there by name or RUT; a limit of a name search, not a finding of non-compliance, and it is unclear that the EOR model falls under that regime at all. The company and tax registries could not be searched by name, so no vendor entity was checked there.

All checked 2026-10-10. “Own entity” rests on the vendor’s own statement or document, not on a registry record. Prices marked global are site-wide list prices, not Chilean ones. RemotePass, Rise, Kleos, Remozo and Atlas are not in the table: we could not confirm that they offer EOR in Chile.

Fourteen of the 18 don’t name the Chilean company that employs, Rivermate included. That matters because in a grey area your exposure runs through the employer on the contract. Before signing, ask: “Which Chilean company signs my employee’s contract, what is its RUT, and how do you structure a permanent placement under arts. 183-A and 183-U?”

How to choose an EOR in Chile

Want to know the employer’s name? Only Remote names its Chilean company and RUT in its own document; confirm that record yourself. Native Teams says it employs through a local entity but names none. Ask any provider for the company name and RUT.

Need a work permit for a foreign hire? The official route requires an employer with a domicile or branch in Chile, and no official source says an EOR can be that employer. Skuad says its local partner applies for the permit and quotes 15-20 days for processing; Rivermate’s page gives “6 months +” onboarding for foreign nationals. Both are vendor claims; ask in writing who would apply.

Expecting a permanent hire? The temporary-services regime covers only six cases of 90 or 180 days, so a permanent placement rests on the grey-area reading above. Ask how it is structured, or weigh your own Chilean entity.

Price against completeness? On Chilean pages, Skuad’s $299 promo is lower than $599 at Deel and Justworks. Global list prices run from $99 (Native Teams) to $699 (Remote, Oyster); three vendors publish none. Vendors claim onboarding from 3 days (Deel) to one to two weeks (Safeguard Global, Remote People). Compare price after you know who employs.

What it costs to employ someone in Chile through an EOR

The employer is the EOR itself, a large payroll employer, so no small-employer relief applies. Gross pay is CLP 4,100,000 and CLP 8,200,000 a month in 12 payments, including the gratificación legal (art. 50) and with no 13th salary: CLP 49,200,000 and CLP 98,400,000 a year, about USD 50,122 and USD 100,243 at 1 USD = 981.61 CLP (mindicador.cl, checked 2026-10-10). Rates are the August 2026 run-rate applied to the whole year; caps use UF 41,136.24 (90 UF is CLP 3,702,262 a month, 135.2 UF CLP 5,561,620).

Why the higher salary costs a lower share. Contributions stop at a cap: 90 UF a month (about CLP 3.70M) for the pension-reform contribution, accident insurance and SANNA, 135.2 UF (about CLP 5.56M) for unemployment insurance. Both salaries are above the 90 UF cap, so the pension-reform, accident and SANNA amounts are identical. Only unemployment insurance differs, because CLP 4.1M a month is below its cap and CLP 8.2M is above it. Doubling the pay therefore adds about 13% to the employer cost, not 100%.

Gratificación. The examples assume it sits inside the stated gross. If the EOR pays it on top, add up to about CLP 2.63M a year (the art. 50 cap).

Not included: the additional accident rate (0-3.4%, set per employer by its mutual), severance, paid leave, bonuses and the EOR fee. The additional rate is not in any figure on this page.

On the same pay, employer statutory cost rose from CLP 1.94M in 2021 (3.94% of gross) to CLP 3.15M in 2026 (6.40%), about 62% more. The step came from the pension reform: a 1% contribution from August 2025 and 3.5% from August 2026, with the SIS now inside it (Previred, checked 2026-10-10). The January-July 2026 months carried 1% plus the SIS, so a calendar year costs a little less than the run-rate shown. The rate rises again to 4.25% on 2027-08-01.

The EOR’s own fee comes on top, quoted per month. Three vendors show a price on a Chilean page: Skuad $299 as a promotion (struck-out $349; its page says discounted pricing depends on hiring volume and a 12-month commitment applies to the discounted rate, and the wording is ambiguous), Deel from $599 as a management fee and Justworks $599. Global list prices, where no Chilean figure exists, run from $99 (Native Teams) to $699 (Remote, Oyster). Rippling, Pebl and Safeguard Global publish none.

Hidden costs, where published:

• Deel’s Chile page lists an “Employer Liability Cost” of 0.60% and a separate line for legal profit sharing of CLP 197,917; private healthcare (Unisure, Allianz) is optional (deel.com, checked 2026-10-10).
• For every provider, setup fee, deposit and termination fee are not published for Chile. Treat a blank as unpublished, not zero.

When you don’t need an EOR

• A genuinely independent contractor. If the person sets their own hours and tools and can serve other clients, a contract is closer to the real relationship. See how to pay contractors in Chile, our hiring guide and contractor misclassification. An individual usually invoices a foreign client with a boleta de honorarios. The foreign client withholds no Chilean tax; the contractor pays a monthly provisional payment (PPM) through Form 29, which secondary sources put at the 15.25% retention rate for 2026 (SII, checked 2026-10-10). Pension, health and accident contributions are paid through the April annual return on 80% of annual invoices, capped at 90 UF a month (ChileAtiende, checked 2026-10-10).
• Your own Chilean entity. The route to weigh for a permanent team, because the temporary-services regime covers temporary cases only. We found no published figures for setting one up, so we give none.

What changed in 2026

• 2026-01-01: Minimum wage CLP 539,000 (Ley 21.751). Retention on boletas de honorarios rose from 14.5% to 15.25%, with 16% in 2027 and 17% in 2028 (SII, checked 2026-10-10).
• 2026-02-01: Contribution caps corrected to 90 UF (pensions, health, accident) and 135.2 UF (unemployment) (DT, checked 2026-10-10).
• 2026-04-26: The ordinary working week fell from 44 to 42 hours; 40 hours from 2028-04-26 (Ministry of Labour, checked 2026-10-10).
• 2026-05-01: Minimum wage CLP 553,553 under Ley 21.830, published on 2026-06-22 and retroactive to 2026-05-01; CPI-indexed from 2027-01-01 (Diario Oficial, checked 2026-10-10).
• 2026-08-01: Second stage of the pension reform (Ley 21.735): the employer contribution rose from 1% to 3.5% of taxable pay, with the SIS (1.78%) paid inside it instead of separately at 2.00% in July. It rises to 4.25% on 2027-08-01 and reaches 8.5% on 2033-08-01 (ChileAtiende, checked 2026-10-10).
• 2026-12-01 (scheduled): The new personal-data protection law, Ley 21.719, is due to enter into force. A government bill to move this to 2027-12-01 was reported as filed in the Senate in September 2026 and has not been passed; its status is unknown (Carey, checked 2026-10-10).
• 2027-01-01 (scheduled): The minimum wage is adjusted by the CPI change between 2026-05-01 and 2026-12-31 (Diario Oficial, checked 2026-10-10).

Numbers vendors haven’t updated

• Minimum wage. The rate in force is CLP 553,553 from 2026-05-01. Deel’s page gives CLP 500,000, G-P’s CLP 440,000, Boundless’s CLP 539,000 and Pebl’s CLP 320,500. Remote People gives about $604 a month after the January 2026 rise under Ley 21.751, which Ley 21.830 superseded on 2026-05-01 (deel.com, globalization-partners.com, boundlesshq.com, hellopebl.com, remotepeople.com, checked 2026-10-10).
• Working week. The statutory week is 42 hours from 2026-04-26. Deel, Boundless and G-P still show 45 hours (deel.com, boundlesshq.com, globalization-partners.com, checked 2026-10-10).
• Employer cost. Our statutory figure is 6.40% or 3.63% of gross, before the additional accident rate. Deel’s page estimates about 6.51% of salary, listing a 1% pension-reform contribution that has been 3.5% since 2026-08-01; Oyster’s gives 3.35% and Playroll’s 6.2-9.6%. We don’t know what each includes, so the figures are not comparable (deel.com, oysterhr.com, playroll.com, checked 2026-10-10).

How we built this page

Facts were collected and checked on 2026-10-10 against the Código del Trabajo and other statutes in the BCN, the Diario Oficial, SII, ChileAtiende, Dirección del Trabajo and Previred; law-firm material was read only as abstracts or excerpts. UF and UTM are the October 2026 values, so peso amounts would shift slightly in a month-by-month payroll. Employers were checked against vendor documents and the Dirección del Trabajo registry of temporary-services companies; the company and tax registries could not be searched by name, so a vendor’s named company or partner 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.