Bolivia
Min. wage
(x13 payments)
Bs.3,300 /mo
About the minimum wage
Employer tax
~16.71%
Understand employer tax
Annual leave
15 days
Learn about annual leave
Notice period
No statutory minimum
Termination and notice info
Updated
Sep 2026
Default, with strong labor stability: employees dismissed without statutory cause may demand reinstatement instead of compensation
Only for genuinely temporary or seasonal work, generally up to 1 year renewable once; further use converts to indefinite.
Overtime capped at 2 hrs/day, paid at 200%
Either party may end the relationship without severance during the first 3 months
Aguinaldo (1 month's salary) paid by December 20; doubled when GDP growth exceeds 4.5%
Public-sector positions and licensed professions requiring local registration cannot be hired under the EOR model
10% national health insurance (CNS), 1.71% professional risk insurance, 2% housing fund and 3% employer solidarity pension contribution
12.71% (10% pension, 1.71% common risk, 0.5% fund commission, 0.5% solidarity), pension base capped at 60x the minimum wage; a sliding extra solidarity contribution applies to high salaries. RC-IVA income tax varies by deductions.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Employers are required to make contributions to social security programs on behalf of their employees. Benefits derived from social security are:
Work accidents and occupational diseases are covered by mandatory professional risk insurance funded by the employer's 1.71% contribution.
Employees are entitled to an indemnity of one month's salary per year of service, payable on dismissal and — after 90 days of service — even on voluntary resignation. Dismissal without statutory cause additionally triggers a desahucio payment of three months' salary.
The aguinaldo (13th salary) of one month's pay, based on the average of the last three months, is mandatory and must be paid by December 20; it is tax-exempt. When annual GDP growth exceeds 4.5%, a second aguinaldo becomes payable, and late payment is penalized at double.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
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.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
