Automate payroll in Peru with Al-powered calculations, local EsSalud / ONP / AFP handling, and compliant payslips generated in seconds.
Establish credibility and match buyer objections: compliance, local knowledge, pricing clarity, and support.
Local Compliance Without Local Overhead: Ontop automates Peru tax calculations and Convenio Colectivo requirements so you avoid setting up a local entity. The platform handles Gratificaciones payments, wage floors, and regional tax variation to keep payroll compliant and predictable. Transparent Pricing And Fees: Pricing clearly shows payroll fees, exchange rates, and contractor or EOR plan costs before payment.
Finance teams get predictable statements with no surprise charges. Human Support When It Matters: Live support helps resolve local queries and edge cases. Dedicated onboarding specialists guide tax registration and social security setup so teams move from hire to pay faster. Global Coverage With Peru Expertise: Ontop supports hiring across 150+ countries while providing Peru-specific workflows. Proration for Gratificaciones, Convenio Colectivo compliance, and SUNAT deadline management. Scale globally while keeping local accuracy.
Provide fast facts: minimum wage, pay frequency, bonuses, regional salary ranges. Satisfies informational intent and helps long-tail SEO.
Minimum Wage And Pay Frequency: Peru's minimum wage is S/1025 PEN Monthly. With Gratificaciones, annual total reaches the statutory requirements. Many employers pay 2 full salaries per year or prorate into Monthly payments. Ontop supports both structures.
Average Salary And Net Take Home: National average salary is ~S/30000 PEN per year, about ~S/2500 PEN per month gross. Ontop displays gross-to-net breakdowns so payroll and offers align with local expectations.
Regional Variation To Budget For: Salaries run higher in Lima and Arequipa. Lima averages S/3,000 - S/5,000 PEN (~20% above national). Arequipa around S/2,500 - S/4,000 PEN (~10%). Ontop lets you model regional differences in offers and cost projections.
Gratificaciones: Peru commonly provides 2 full salaries per year. Payroll logic captures proration rules so payslips match local contract terms.
Peru's wage structure includes Convenio Colectivo that set sectoral minimums. Buyers search "minimum wage by sector," "CBA wages." Captures mid-funnel research intent.
National Statutory Minimum Wage: Peru's national minimum wage is S/1025 PEN Monthly. Applies to all workers unless a higher sectoral minimum applies. Revised annually.
Convenio Colectivo Sectoral Minimums: Peru has multiple active Convenio Colectivo agreements covering specific sectors. These set minimums higher than the statutory minimum depending on industry and role. Sectors include key local industries.
How Sectoral Wage Floors Affect Payroll: If an employee falls under a specific CBA, you must pay the sectoral minimum. Underpaying triggers wage claims, back pay, and penalties. Ontop stores and applies the correct rate based on employee role and sector.
How Ontop Applies Correct Wage Floors: Ontop maintains an updated CBA database and automatically applies the correct minimum wage. During payroll preview, the system displays which agreement applies and confirms compliance. Removes manual compliance risk.
National Average Salary Benchmark: Colombia's national average salary is approximately ~S/30000 PEN per year. Varies by role, experience, and sector. Larger cities run up to 20% higher; rural regions typically align with the statutory minimum.
High-Cost Cities: Lima and Arequipa: Lima offers salaries ~20% above national average, particularly in tech and finance. Typical range: S/3,000 - S/5,000 PEN annually for mid-level roles. Arequipa offers ~10% premium with strength in innovation and services. Typical range: S/2,500 - S/4,000 PEN.
Secondary Cities and Regional Variation: Secondary cities generally sit between 5% to 10% above the national average, depending on local industries. Rural regions typically align with or fall below the national average. When budgeting for diverse teams, account for market research to ensure equitable offers.
How Ontop's Cost Calculator Handles Regional Modeling: Input location and role to preview total employer cost. See how regional differences, wage floors, and benefits combine to show true cost of employment by city.
Buyers search "contract types Peru," "permanent vs fixed-term." Legal structure and misclassification risk are critical for compliance.
Permanent Full-Time Employment (Contrato a Plazo Indeterminado): Standard indefinite contract with full statutory protections. Employees get all mandatory benefits (Gratificaciones, Vacaciones, sick leave, maternity leave, CTS (Compensación por Tiempo de Servicios)). Termination requires just cause or economic redundancy with notice and severance payout. Employer EsSalud / ONP / AFP contributions typically 9.0%.
Fixed-Term Contracts (Contrato Sujeto a Modalidad): Limited-duration contracts (typically for a fixed period, renewable). Used for project work, seasonal roles, or temporary needs. Same taxes and benefits as permanent, but with defined end date. Subject to renewal restrictions and CBA rules. Simpler termination but accrued benefits paid in full.
Part-Time Contracts: Reduced hours subject to local statutory limits. Salary and benefits are prorated by hours worked. EsSalud / ONP / AFP and taxes apply pro-rata. Ontop handles prorated Gratificaciones automatically.
Apprenticeships: Training contracts for students or junior profiles with reduced EsSalud / ONP / AFP contributions where applicable. Includes structured training and on-the-job learning. Misclassification can trigger reclassification penalties.
Self-Employed / Recibo por Honorarios (Locación de Servicios): Independent contractor operating own business. No employer obligations, only invoice payments. Contractor handles own EsSalud / ONP / AFP, taxes, invoicing. Critical: if worker appears to be employee (direction, control, exclusivity), you face reclassification and back-pay exposure.
Compliance Differences Between Contract Types: Tax rates, EsSalud / ONP / AFP contributions, benefits, termination rules, and CTS (Compensación por Tiempo de Servicios) accrual vary by type. Misclassification triggers wage claims, penalties, and reclassification costs.
How Ontop Templates & Payroll Logic Handle Each Type: Ontop provides compliant templates for each type and applies correct payroll logic: permanent benefits, fixed-term accruals, part-time prorations, apprenticeship rates, and Recibo por Honorarios (Locación de Servicios) invoicing. Avoids misclassification risk.
Explain operational flow from onboarding to monthly payments. Reduces friction and clarifies steps.
Onboarding And Registration: Ontop handles registration with Peru tax authorities (SUNAT) and EsSalud / ONP / AFP and collects required IDs. Automation plus human verification reduces setup time and avoids compliance gaps. Typical onboarding: a few business days.
Monthly Payroll Calculation: Gross-to-net includes progressive 8 - 30 tax rates, 13% EsSalud / ONP / AFP, and Gratificaciones proration. Platform applies region-specific tax bands, CBA rules, and wage floors for accurate payslips.
Contributions And Filings: Employer contributions include EsSalud / ONP / AFP (13) and applicable local surcharges. Submitted according to statutory deadlines to EsSalud / ONP / AFP on your behalf. Ontop maintains records for annual reconciliation.
Payment Execution And Reconciliation: Payments in PEN S/ via local bank transfers to local accounts. Ontop shows conversion rates and fees before approval. Audit-ready receipts and instant USD payout options available.
EOR Vs Recibo por Honorarios (Locación de Servicios): Your Options: Choose Recibo por Honorarios (Locación de Servicios) plans for flexible work or full EOR for permanent employees. Ontop supports both and highlights compliance differences so you pick the right structure.
Finance teams search "Peru payroll deadline." Captures operational queries and establishes Ontop as deadline-management partner.
Monthly Tax Withholding & EsSalud / ONP / AFP Payment Deadlines: SUNAT tax withholding due March/April via SUNAT online portal. EsSalud / ONP / AFP contributions due Monthly depending on RUC to EsSalud / ONP / AFP authority. Late payments trigger TIM (Tasa de Interés Moratorio) + SUNAFIL fines penalty plus interest.
Annual Compliance Deadlines: Planilla Electrónica (PLAME): annual EsSalud / ONP / AFP reconciliation, due Monthly. Declaración Jurada Anual: due March/April. Certificado de Rentas de Quinta Categoría: annual employee tax certificate due February 28th.
Payroll Processing Calendar (Monthly Example):
Week 1-3: Gather -> Week 4: Calc -> Day 30: Pay. Key Regulatory Bodies & Filing Channels: SUNAT:
Taxes. Online filing via official portals.
SUNAFIL: Labor inspections.
EsSalud: Health system.
Penalties for Non-Compliance: Late SUNAT remittance:
TIM (Tasa de Interés Moratorio) + SUNAFIL fines plus interest. EsSalud / ONP / AFP shortfalls result in fines. Missing documentation increases audit exposure. Audit exposure increases with missing filings. Willful violations can trigger criminal liability.
How Ontop Manages Deadlines Automatically: Ontop tracks all compliance deadlines, sends alerts before due dates, and submits filings automatically. Finance team approves payroll ahead of deadlines. All documentation audit-ready.
Buyers search "how much leave Peru," "maternity leave," "paid leave entitlements." Impacts total cost of employment and satisfies planning intent.
Gratificaciones (July and December): All permanent employees entitled to 2 full salaries per year. Typically paid in July and December, or prorated across year. Statutory bonus, not discretionary. Must factor into annual payroll cost.
Vacaciones: Minimum 30 calendar days of paid vacation annually. Unused leave carryover varies by CBA. Some allow unlimited carryover; others limit carryover. Leave paid at regular rate upon termination if unused.
Descanso Médico: Statutory sick leave paid at 100% employer first 20 days; then EsSalud. Medical certification required after a few consecutive days as per local law. EsSalud / ONP / AFP may provide supplementary coverage for longer absences.
98 days of maternity leave. Paid at 100% via EsSalud by the local health entity. Additional parental leave may apply.
Public Holidays: Peru observes 14 days national holidays annually. Employees receive full pay or premium pay if required to work. Regional variations exist. CTS (Compensación por Tiempo de Servicios): Permanent employees receive Approx 1 salary per year deposited in May/Nov when terminated without just cause. CTS (Compensación por Tiempo de Servicios) is a significant liability, must be accrued regularly and paid in full at termination.
How Ontop Automates Benefit Accrual & Compliance: Ontop automatically calculates Gratificaciones, leave balances (by CBA type), maternity deductions, and CTS (Compensación por Tiempo de Servicios) reserves. Payslips show accruals and deductions clearly. Audit-ready.
Decision makers need concrete cost inputs. Provide contribution ranges, deduction rates, and sample calculations for budget decisions.
Employer EsSalud / ONP / AFP And Additional Charges: Employer EsSalud / ONP / AFP varies by sector and contract. Approximate rates:
Employee Deductions And Tax Bands: Employee deductions include 13% EsSalud / ONP / AFP and progressive SUNAT tax: 8 - 30 Regional/local taxes may add extra percentages.
Total Employer Cost Example: Scenario: Permanent employee in Lima at S/3000 PEN/month gross.
For annual planning, expect the total employer cost to be roughly ~40% to ~50% above the gross salary, plus applicable statutory accruals for benefits.
Clarify payment rails, currency handling, and worker features that influence adoption and retention.
Local PEN S/ Transfers And Pay Runs: Payroll in Peru typically uses PEN S/ payments via local bank networks to local accounts. Ontop supports local rails so workers receive funds on payday in a single auditable run. No conversion friction.
Multi-Currency And Dynamic Conversion: When paying from other currencies, Ontop shows rates and fees before confirmation. Finance leaders get transparent previews. All conversions logged for audit.
Ontop Wallet And Instant USD Payouts: Workers receive USD via Ontop wallet backed by U.S. bank for fast access. Instant payouts reduce waiting times. Visible on worker dashboard and app. Useful for remote workers or USD preference.
Visa Debit And Worker Perks: Ontop issues Visa cards (physical or virtual) for immediate fund access. Security controls (instant freeze, limits) and perks (cashback, travel benefits, reduced transfer fees).
Buyers search "Peru payroll mistakes," "how to avoid penalties." Fear-based content drives conversions.
Locador de Servicios: If subordination exists, workers must be put on payroll.
Ontop supports payroll for both contractors and employees in Peru. The platform provides contractor (Recibo por Honorarios (Locación de Servicios)) contract templates and full EOR services for employees so you can choose the structure that fits compliance and operational needs.
Ontop applies local employer contribution rules (typically around 13) and sector-specific rates when calculating payroll liabilities. The system presents a clear breakdown of employer charges during payroll preview so you know the total cost before approval.
Yes, mandatory bonus structures like Gratificaciones are common. The standard structure is 2 full salaries per year, usually paid in July and December or prorated across the year. Ontop supports both approaches and reflects proration on employees' payslips and in cost projections.
Employees typically see EsSalud / ONP / AFP deductions around 13 and progressive SUNAT income tax withholding between 8 - 30 depending on income bracket and region. Ontop calculates and withholds the correct amounts based on salary, location, and personal circumstances.
Yes, Ontop provides cost previews that include employer contributions, taxes, statutory charges (like CTS (Compensación por Tiempo de Servicios) accruals), and regional variation. Use these previews to budget hires accurately and compare contractor versus employee scenarios.
No. Ontop can operate as your Employer of Record (EOR), handling all legal employer responsibilities and registrations. You avoid the complexity and cost of setting up a local company. Alternatively, if you have an entity, Ontop can serve as your payroll processor.
Common risks include misclassifying employees as contractors, missing SUNAT payment deadlines, and failing to adhere to Convenio Colectivo rules. Ontop's automation and expert support mitigate these risks.
