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Welcome to Chile!

Looking to conquer the world of business without getting tangled up in international employment complexities? We got this.

No cultural barrier or legal obstacle will stand in your way with us in your corner. We tailor our services to fit your unique needs so you shine no matter where you operate in the world.

Why You're Here!

Creating a worldwide workforce is a continuous process that extends beyond a contract.

TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.

  • Hire compliantly in 150 countries
  • Provide customized service and benefits
  • Remove the risk from your organization
Worker Classifications

There are no official subcategories of Workers in Chile. 

Fixed-Term Contracts

Fixed-term contracts can be made for a maximum duration of one year. In the case of managers or individuals that have obtained a professional or technical degree granted by a state-recognized institution, the maximum duration is two years. The continued performance of services after the fixed-term date will automatically turn the contract into an indefinite contract. A second extension of a fixed-term employment contract produces the same effect. 

Probationary Periods

Probationary periods are permitted. There are no restrictions on duration, but are generally one to three months. 


The specific number of paid public holidays in Chile vary from one year to another. We will provide list of public holidays upon request. With limited exceptions, Workers are prohibited from working on public holidays and Sundays. 


After 12 months of service, Workers are entitled to 15 business days of annual paid vacation. Exceptionally, in case of Workers rendering services in the Region of Magallanes and Chilean Antarctic, Region of Aisen del General Carlos Ibáñez del Campo and in the Palena Province are entitled to 20 business days of annual vacation. Any unused annual leave can be rolled over for up to two years. Workers cannot be paid in lieu of taking annual leave, except upon termination or resignation. Workers with 10 or more years of service are entitled to additional leave. Accrued but unused leave must be paid at termination.

Sick Leave

Workers are entitled to sick leave upon medical certification. The medical system pays the Worker during their absence.

Working Hours

Some Workers (e.g., managers, those that work without supervision, etc.) are excluded from limits on work schedule. If not excluded, ordinary hours cannot exceed more than 10 hours per day or 45 hours per week.  A maximum duration of daily work cannot exceed 12 hours, including overtime hours. Please note there will be a reduction of the weekly working hours which will be made gradually as of April 26th, 2024. The change will be phased in progressively over 5 years after the publication of Law No. 21.561. In the first year of the law, the ordinary working time will be reduced to 44 hours; in the third year to 42 hours; and, at the fifth year, to 40 hours.


Workers Overtime may only be agreed to in the case of temporary needs or situations affecting the business and when applicable is paid at a rate of 150% of the Worker’s ordinary hourly salary. Overtime is limited to 2 hours per day and Workers cannot exceed a total of three continuous months of overtime work.

Mandatory Bonuses

There are no mandatory bonuses in Chile. 


Some Workers (i.e., managers and those holding a position within the confidence of the employer) may be terminated at will. For other positions, a termination by the company’s decision should be structured under the legal ground of business necessities. In all cases, Workers must be provided with 30 days’ written advance notice of termination or payment in lieu. Notice is only not required if the termination is due to gross misbehavior, dishonesty, or another material breach of the employment contract.  Severance is required for terminations without cause and the Worker is entitled to one month severance for every year worked, capped at 11 months.


Workers are not required to provide notice in order to end an employment contract. 

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR. 

Screen shot of the orders page in StaffingNation


Unleash global talent with our hassle-free payrolling and staffing services.

Tap into global talent effortlessly. As the employer of record, we handle liability, governance, and compliance. Say goodbye to administrative burdens. Contact us now.