Employer of Record in the Dominican Republic: 15 Providers Compared (2026)

Employing someone in the Dominican Republic: key facts

Amounts are in nominal Dominican pesos (RD$). Article numbers are from the Labour Code (Ley 16-92) as published by the Ministry of Labour.

Minimum wage

There is no single national rate. The Comité Nacional de Salarios (CNS) sets private non-sectorised minimums by company size, under Resolution CNS-01-2025.

• Separate scales exist for free zones, hotels, restaurants, construction and other sectors; the table shows the private non-sectorised scale only.
• For an EOR with a large payroll, the large-company rate is the relevant floor. Which scale applies depends on the EOR entity’s own headcount and sales, not the client’s; we did not check this per vendor.
• Art. 3, para. II bans dismissing and rehiring workers to pay lower wages.

Employer contributions

Paid on ordinary salary, commissions and statutory vacation pay. Caps are monthly and in force from 2026-02-01.

• Together the four rates are 16.29% to 16.49% of pay below the caps (our sum of the rates above).
• IDOPPRIL sets the variable SRL factor per company; the EOR’s own is unknown, so our cost examples use 1.10%.
• INFOTEP’s base was read through a search excerpt. The Christmas salary is outside the TSS base.

Working hours and overtime

• Normal day: contractual, at most 8 hours a day and 44 hours a week; the week ends at noon on Saturday unless the Ministry authorises otherwise. 36 uninterrupted hours of weekly rest (arts. 147, 163).
• Overtime above the normal day up to 68 hours a week: at least +35% on the normal hourly value; above 68 hours: +100% (art. 203).
• Work in the weekly-rest period: ordinary pay +100% or a compensatory rest day (art. 164) (Labour Code, checked 2026-10-26). The night-work premium was not read.

Annual leave and public holidays

• 14 working days of paid leave after one year of continuous service, up to five years; 18 working days after five years (art. 177, as amended by Ley 97-97). Leave may be split, in blocks of at least one week.
• Proportional leave after more than 5 months: 6 days, rising by one day a month to 10 days at 9 months or more (arts. 179-180).
• 12 public holidays in 2026, paid rest days (art. 165); Ley 139-97 moves some to a Monday, such as 4 May and 9 Nov. The 16 Aug holiday falls on a Sunday (Ministry of Labour, checked 2026-10-26).

Notice and severance

Termination without cause is desahucio. Notice is written and reported to the Labour Department within 48 hours (art. 77); if omitted, the employer pays for the notice period (art. 79).

• Dismissal without proven just cause (art. 95): notice pay, cesantía and salaries until judgment, capped at 6 months of salary. No cap on cesantía was found in arts. 80-86.
• Notice and cesantía payments are income-tax exempt (art. 86) and are due within 10 days of termination; the penalty is one day’s salary per day of delay (Labour Code, checked 2026-10-26).

13th salary and bonuses

• Mandatory salario de Navidad: one twelfth of the ordinary salary earned in the calendar year, paid in December, no later than 20 December (arts. 219-220).
• The statutory amount cannot exceed five legal minimum wages (art. 219); the contract can pay more. Overtime and profit share are excluded.
• The Code does not say which minimum wage the cap uses; our examples use the large-company rate: 5 x RD$29,988 = RD$149,940 (Labour Code, checked 2026-10-26).

Mandatory benefits

• TSS family health, pensions and occupational-risk insurance for every employee. The employee pays 3.04% (health) and 2.87% (pensions); occupational-risk insurance is fully employer-paid (TSS, checked 2026-10-26).
• Profit sharing (art. 223): 10% of annual net profit to indefinite-term workers, capped at 45 days of ordinary salary under 3 years of service or 60 days from 3 years. The art. 226 exemptions were not read.
• Maternity leave 6 weeks before and 6 weeks after birth at full ordinary salary (arts. 236-239); paternity leave 2 days (art. 54). Later amendments to leave durations were not checked (Labour Code, checked 2026-10-26).

Work permits

• A foreigner working for a Dominican employer needs a residence status that allows work: labour temporary residence (RT-3, one year, tied to an employment contract) with an entry work visa from a consulate (DGM, checked 2026-10-26).
• A March 2026 DGM resolution, seen in a search excerpt, requires the application to carry an employment contract registered with the Ministry of Labour.
• Art. 135 of the Labour Code requires at least 80% of an employer’s headcount to be Dominican, with exceptions in arts. 136-137.
• No source we read says whether an EOR entity can sponsor a foreign national. Fees and times differ across commercial guides, so we give none.

Currency and payroll

Dominican peso (DOP). Salary is paid in legal tender (art. 195) for periods of at most one month (art. 198) (Labour Code, checked 2026-10-26). Rate used on this page: 1 USD = 60.7345 DOP, the Banco Central selling rate as republished by the Dirección General de Aduanas, checked 2026-10-26.

Is Employer of Record legal in the Dominican Republic?

Grey area. We found no EOR statute, licence or registry, and no Ministry of Labour circular or court ruling naming an employer of record. Staff supply is governed by arts. 7, 12 and 13 of the Labour Code, and a labour-law column in Hoy (21 July 2026) says personnel-supply firms have no special regime, licence or term limit. Absence of a rule is not proof that none exists. See the Employer of Record glossary entry.

The rules that matter to a client (Labour Code, checked 2026-10-26):

• Arts. 1 and 15. A work contract exists where a person provides personal service for pay under the direction, immediate or delegated, of another; an employment relationship is presumed until proven otherwise.
• Arts. 7 and 12. An intermediary hires workers to be used in another’s enterprise. A contractor working on its own account without subjection to the principal is an employer; persons without their own means to meet obligations to their workers are intermediaries, jointly liable with the principal contractor.
• Art. 13. Companies in an economic group are jointly liable for labour obligations where fraudulent manoeuvres are involved.
• Art. 135. At least 80% of an employer’s workers must be Dominican; this applies to the EOR entity’s own workforce.

Risks the client carries (Hoy, checked 2026-10-26):

• Joint liability for wages, Christmas salary, vacation, TSS and termination payments if the provider defaults or is insolvent. Case law (Hilanderías Dominicanas v. Heredia, SCJ 2001) frees the beneficiary only while the provider registers workers in social security and pays all entitlements.
• Treated as the employer. If the client directs the work and there is no clear boundary, courts may treat it as the employer. The column advises a clear border and checking the provider’s TSS and DGII payment certificates.
• Dismissal cost. Dismissal without proven just cause costs notice pay, cesantía and salaries during the lawsuit up to 6 months (art. 95), which can reach the client through joint liability.

See also co-employment.

Who actually employs your hire in the Dominican Republic

We read the vendor pages of the 15 providers that operate in the Dominican Republic. The company registries (DGII RNC lookup, Cámara de Comercio y Producción de Santo Domingo) need a session and a captcha, so no vendor was searched by name there. “Own entity” rests on the vendor’s own statement, not a registry record.

All checked 2026-10-26. Prices marked global are site-wide list prices, not Dominican ones. Oyster, Papaya Global, Rippling, Justworks, Native Teams, Rise, Kleos and Remozo are not in the table: we could not confirm that they offer EOR in the Dominican Republic.

Thirteen of the 15 name no Dominican entity, and the two that say they have one don’t name it. That matters because exposure runs through the employer on the contract. Before signing, ask: “Which Dominican company signs my employee’s contract, what is its RNC, and can you show its TSS and DGII payment certificates?”

How to choose an EOR in the Dominican Republic

Want to know the employer’s name? Remote and Rivermate say they employ through their own Dominican entity; neither names it. Ask any provider for the company name and RNC, and check the record yourself.

Need a work permit for a foreign hire? No source says an EOR entity can sponsor one, and RT-3 is tied to an employment contract. Ask in writing who would apply and who signs the contract.

Which minimum wage applies? The floor depends on the employer’s size. Rivermate’s guide says its own entity ranks as a micro-enterprise, while the large-company rate is RD$29,988 a month. Ask which scale your hire’s contract uses.

Price against completeness? On Dominican pages, Skuad’s $449 is lower than Deel’s $599. Global list prices run from $199 (RemoFirst, Boundless) to $599 (Deel, G-P, Atlas, Remote); Pebl and Safeguard Global publish none. Deel is the only vendor with a published setup fee. Compare price after you know who employs.

What it costs to employ someone in the Dominican Republic through an EOR

The employer is the EOR itself, assumed to be a large payroll employer (large-company minimum scale), with an ordinary indefinite-term office or IT employee paid 12 monthly salaries. Gross pay is RD$250,000 and RD$500,000 a month: RD$3,000,000 and RD$6,000,000 a year, about USD 49,400 and USD 98,800 at 1 USD = 60.7345 DOP (Dirección General de Aduanas, checked 2026-10-26). Each line is the rate times the capped monthly base times 12; occupational risk uses the 1.10% minimum because the EOR’s own factor is unknown.

Why the higher salary costs a lower share. Health, pension and risk contributions stop at monthly caps, and the Christmas salary is capped at RD$149,940 for both salaries. INFOTEP has no cap. Doubling the pay adds about 36% to the statutory cost, not 100%.

Christmas salary. It carries no TSS and no INFOTEP. If the contract pays more than the statutory amount, the excess is not in the figures.

Not included: profit sharing (10% of net profit, art. 223, depends on company results), notice and cesantía (contingent), any contractual Christmas salary above the cap, and the EOR fee. Paid vacation sits inside the salary. A 1.30% occupational-risk factor would add RD$2,229 a year to both cases.

The EOR’s own fee comes on top, quoted per month. Two vendors show a price on a Dominican Republic page: Skuad $449 (struck-out $549; its page says the discount is based on hiring volume) and Deel $599. Global list prices, where no Dominican figure exists, run from $199 (RemoFirst, Boundless) to $599 (G-P, Atlas, Remote). Pebl and Safeguard Global publish none.

Hidden costs, where published:

• Deel’s page lists a one-off USD 80 “Mandatory Wet Ink Employment Agreement Handling Fee” (deel.com, checked 2026-10-26).
• For every provider, deposit, minimum term and termination fee are not published for the Dominican Republic. 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; art. 15 presumes employment until proven otherwise. See how to pay contractors in the Dominican Republic, our hiring guide and contractor misclassification. An individual registered with the DGII (RNC) can use the simplified RST regime: income is reduced by a flat 40% deduction (Decreto 265-19, art. 17) and the 15%, 20% and 25% individual scale applies above RD$416,220, with no deduction of actual costs. The 2026 income cap is RD$12,068,181.09 (DGII, checked 2026-10-26). We found no mandatory social-security contribution for independents, but could not confirm it.
• Your own Dominican entity. The route to weigh for a permanent team. Skuad and Playroll contrast EOR onboarding in 1-5 days with entity setup in 1-2 months; both are vendor claims. We found no official setup figures, so we give none.

What changed in 2026

• 2026-01-01: The employee income-tax scale was unchanged: exempt up to RD$416,220, then 15%, 20% and 25%. The DGII says amounts are to be adjusted yearly for inflation, but the 2026 figures equal those since 2017 (DGII, checked 2026-10-26).
• 2026-02-01: Second step of the minimum-wage rise under CNS-01-2025, about 20% over two steps: large companies RD$27,988.80 to RD$29,988.00, medium RD$27,489.60, small RD$18,421.20, micro RD$16,993.20 (Ministry of Labour, checked 2026-10-26).
• 2026-02-01: TSS caps rose with the reference wage: occupational risk RD$92,892 (was RD$86,699.20), health RD$232,230 (was RD$216,748.00), pensions RD$464,460 (was RD$433,496.00) a month (TSS, checked 2026-10-26).
• 2026-06-18: Ley 30-26 was promulgated, amending the Código Tributario. Per press, the Christmas salary is exempt from income tax whatever its amount, and a 15% withholding applies to payments abroad for software licences, online advertising, data storage and royalties. The law text was not read (Alegra, checked 2026-10-26).
• 2027-01-01 (scheduled): Per Ley 30-26, from fiscal year 2027 the exempt threshold for individuals rises from RD$416,220 to RD$480,000, with bands of 15% (to RD$685,000), 20% (to RD$910,000), 25% (to RD$4,800,000) and a new 27% above. The RST income cap would rise to RD$15,000,000, pending a DGII regulation. These come from secondary sources (Alegra, checked 2026-10-26).

Numbers vendors haven’t updated

• Minimum wage. The large-company rate in force is RD$29,988.00 from 2026-02-01. Deel’s calculation uses RD$27,988.80, the rate in force from 2025-04-01 (deel.com, checked 2026-10-26).
• Employer cost. Our statutory rates sum to 16.29-16.49% of pay below the caps, before the Christmas salary. Deel’s page shows an estimated 16.94% and lists pension 7.10%, health 7.09%, INFOTEP 1% and occupational risk 1.20%, which add up to 16.39%. Playroll’s guide gives about 16.7-17%. We don’t know what each includes, so the figures are not comparable (deel.com, playroll.com, checked 2026-10-26).
• Vintage. Skuad’s Dominican page is labelled “Updated for 2025” (skuad.io, checked 2026-10-26).
• Not confirmed by us. Multiplier’s page gives a minimum probation of 14 days; the Labour Code text we read has no probation provision. RemotePass’s guide lists a 2.85% FCT employer contribution that we did not find in the sources we read, so it is not in our cost figures (usemultiplier.com, remotepass.com, checked 2026-10-26).

How we built this page

Facts were collected and checked on 2026-10-26 against the Labour Code (Ley 16-92) and the Ministry of Labour’s resolutions, the TSS, the DGII and the Banco Central rate as republished by the customs authority; Ley 30-26 and some figures were read only through secondary sources or search excerpts, as marked. Employers were checked against vendor pages only: the Dominican company registries could not be searched by name, so a vendor’s entity may exist without us seeing it. Vendors are ordered with own-entity statements first, then those that do not disclose; no vendor pays for placement.