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Uruguay is a country in South America bordered by Argentina and Brazil. It’s the only country in South America that is situated completely south of the Tropic of Capricorn (one of only four in the world). Uruguay is ranked one of the highest in Latin America for democracy, peace, low perception of corruption, and e-government.
The minimum wage is UYU 19,364 per month, and a standard workweek is 44 hours at 8 hours per day. Work done past 44 hours is considered overtime and regulated by the employment contract or collective agreements. Overtime work has a maximum of usually 8 hours per week, and is paid at between 200%-250% of the regular rate.
Pregnant employees are entitled to 14 weeks of maternity leave, usually split as 6 weeks before the due date and 8 weeks after the birth. The leave is paid by social security. Fathers/partners are entitled to 13 days of paid paternity leave.
Employees are entitled to up to 1 year of sick leave, which is paid at 100% of the salary for the first 3 days by the employer. After 3 days, the leave is compensated at about 70% of the salary by social security.
There are 12 public holidays in Uruguay, and employees are entitled to 20 days of paid time off each year (after finishing 1 year of work at their company). The entitlement can increase by 1 day every 4 years, up to 25 days total.
Employers can terminate a contract for just cause, and it requires written notice and an explanation for the termination. If the termination reason is misconduct, a warning needs to be given so the employee has a chance to explain their actions.
The notice period is usually 1.5 weeks for both employees and employers.
Severance pay is granted to terminated employees, usually calculated as 1 month of salary for every year of work at the company, up to 6 months.
It is mandatory to give employees a 13th-month salary bonus equal to 1 month of wages, usually paid in 2 halves in June and December.
★ 5% - Health Insurance
★ 0.1% - Labor Re-conversion Fund
★ 7.5% - Pension Fund
★ 0.025% - Labor Credit Guarantee Fund
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
