Automate payroll in Uruguay with Al-powered calculations, local BPS 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 Uruguay tax calculations and Consejos de Salarios requirements so you avoid setting up a local entity. The platform handles Sueldo Anual Complementario (Aguinaldo) 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 Uruguay Expertise: Ontop supports hiring across 150+ countries while providing Uruguay-specific workflows. Proration for Sueldo Anual Complementario (Aguinaldo), Consejos de Salarios compliance, and DGI 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: Uruguay's minimum wage is $22268 UYU Monthly. With Sueldo Anual Complementario (Aguinaldo), annual total reaches the statutory requirements. Many employers pay 1 extra salary or prorate into Monthly payments. Ontop supports both structures.
Average Salary And Net Take Home: National average salary is ~$600000 UYU per year, about ~$50000 UYU 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 Montevideo and Punta del Este. Montevideo averages $60,000 - $90,000 UYU (~20% above national). Punta del Este around $55,000 - $85,000 UYU (~10%). Ontop lets you model regional differences in offers and cost projections.
Sueldo Anual Complementario (Aguinaldo): Uruguay commonly provides 1 extra salary. Payroll logic captures proration rules so payslips match local contract terms.
Uruguay's wage structure includes Consejos de Salarios that set sectoral minimums. Buyers search "minimum wage by sector," "CBA wages." Captures mid-funnel research intent.
National Statutory Minimum Wage: Uruguay's national minimum wage is $22268 UYU Monthly. Applies to all workers unless a higher sectoral minimum applies. Revised annually.
Consejos de Salarios Sectoral Minimums: Uruguay has multiple active Consejos de Salarios 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 ~$600000 UYU 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: Montevideo and Punta del Este: Montevideo offers salaries ~20% above national average, particularly in tech and finance. Typical range: $60,000 - $90,000 UYU annually for mid-level roles. Punta del Este offers ~10% premium with strength in innovation and services. Typical range: $55,000 - $85,000 UYU.
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 Uruguay," "permanent vs fixed-term." Legal structure and misclassification risk are critical for compliance.
Permanent Full-Time Employment (Contrato Mensual/Jornalero): Standard indefinite contract with full statutory protections. Employees get all mandatory benefits (Sueldo Anual Complementario (Aguinaldo), Licencia Ordinaria y Salario Vacacional, sick leave, maternity leave, Indemnización por Despido). Termination requires just cause or economic redundancy with notice and severance payout. Employer BPS contributions typically 12.6%.
Fixed-Term Contracts (Contrato a Prueba/Plazo): 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. BPS and taxes apply pro-rata. Ontop handles prorated Sueldo Anual Complementario (Aguinaldo) automatically.
Apprenticeships: Training contracts for students or junior profiles with reduced BPS contributions where applicable. Includes structured training and on-the-job learning. Misclassification can trigger reclassification penalties.
Self-Employed / Arrendamiento de Servicios: Independent contractor operating own business. No employer obligations, only invoice payments. Contractor handles own BPS, 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, BPS contributions, benefits, termination rules, and Indemnización por Despido 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 Arrendamiento 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 Uruguay tax authorities (DGI) and BPS 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 0 - 36 tax rates, 18 - 23% BPS, and Sueldo Anual Complementario (Aguinaldo) proration. Platform applies region-specific tax bands, CBA rules, and wage floors for accurate payslips.
Contributions And Filings: Employer contributions include BPS (18 - 23) and applicable local surcharges. Submitted according to statutory deadlines to BPS on your behalf. Ontop maintains records for annual reconciliation.
Payment Execution And Reconciliation: Payments in UYU $ 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 Arrendamiento de Servicios: Your Options: Choose Arrendamiento 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 "Uruguay payroll deadline." Captures operational queries and establishes Ontop as deadline-management partner.
Monthly Tax Withholding & BPS Payment Deadlines: DGI tax withholding due Variable (Mid-year) via DGI online portal. BPS contributions due Month following devengo to BPS authority. Late payments trigger BPS multas and recargos penalty plus interest.
Annual Compliance Deadlines: Nómina BPS: annual BPS reconciliation, due Monthly. Declaración IRPF: due August. Constancia IRPF: annual employee tax certificate due Annually.
Payroll Processing Calendar (Monthly Example):
Week 1-3: Gather -> Week 4: Calc -> Day 1-10 next month: Pay. Key Regulatory Bodies & Filing Channels: DGI:
Tax authority. Online filing via official portals.
BPS: Social Security.
MTSS: Ministry of Labor.
Penalties for Non-Compliance: Late DGI remittance:
BPS multas and recargos plus interest. BPS 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 Uruguay," "maternity leave," "paid leave entitlements." Impacts total cost of employment and satisfies planning intent.
Sueldo Anual Complementario (Aguinaldo) (June and December): All permanent employees entitled to 1 extra salary. Typically paid in June and December, or prorated across year. Statutory bonus, not discretionary. Must factor into annual payroll cost.
Licencia Ordinaria y Salario Vacacional: Minimum 20 days minimum 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.
Subsidio por Enfermedad: Statutory sick leave paid at 70% via BPS from day 4. Medical certification required after a few consecutive days as per local law. BPS may provide supplementary coverage for longer absences.
14 weeks of maternity leave. Paid at 100% via BPS by the local health entity. Additional parental leave may apply.
Public Holidays: Uruguay observes 5 paid days (varies) national holidays annually. Employees receive full pay or premium pay if required to work. Regional variations exist. Indemnización por Despido: Permanent employees receive 1 month per year worked (capped at 6) when terminated without just cause. Indemnización por Despido is a significant liability, must be accrued regularly and paid in full at termination.
How Ontop Automates Benefit Accrual & Compliance: Ontop automatically calculates Sueldo Anual Complementario (Aguinaldo), leave balances (by CBA type), maternity deductions, and Indemnización por Despido 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 BPS And Additional Charges: Employer BPS varies by sector and contract. Approximate rates:
Employee Deductions And Tax Bands: Employee deductions include 18 - 23% BPS and progressive DGI tax: 0 - 36 Regional/local taxes may add extra percentages.
Total Employer Cost Example: Scenario: Permanent employee in Montevideo at $50000 UYU/month gross.
For annual planning, expect the total employer cost to be roughly ~20% to ~25% above the gross salary, plus applicable statutory accruals for benefits.
Clarify payment rails, currency handling, and worker features that influence adoption and retention.
Local UYU $ Transfers And Pay Runs: Payroll in Uruguay typically uses UYU $ 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 "Uruguay payroll mistakes," "how to avoid penalties." Fear-based content drives conversions.
Aguinaldo/Vacacional Errors: Complex calculation rules often lead to underpayments and union claims.
Ontop supports payroll for both contractors and employees in Uruguay. The platform provides contractor (Arrendamiento 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 18 - 23) 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 Sueldo Anual Complementario (Aguinaldo) are common. The standard structure is 1 extra salary, usually paid in June and December or prorated across the year. Ontop supports both approaches and reflects proration on employees' payslips and in cost projections.
Employees typically see BPS deductions around 18 - 23 and progressive DGI income tax withholding between 0 - 36 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 Indemnización por Despido 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 DGI payment deadlines, and failing to adhere to Consejos de Salarios rules. Ontop's automation and expert support mitigate these risks.
