What does it cost to employ someone in Peru?

Budget gross salary plus roughly 28% to 38% in statutory employer cost, driven by EsSalud, CTS, gratificaciones and pension. The total is often lower than Colombia or Brazil for comparable roles.

Is Peru good for finance and analytics roles?

Yes. Lima has a well-developed shared-services sector, and the talent pool for accounting, FP&A and data analytics is deep relative to cost.

How fast can we onboard in Peru?

Typically 5 to 10 business days for an identified candidate through an employer of record. Full search and placement for professional roles usually takes 2 to 5 weeks.

Owned entities and governed partners across all of Latin America, compliance, consultancy and implementation under one contract, SILA, a Gracemark company

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LATAM staffing guide, Peru

Staffing in Peru: what it really costs, and how fast you can start

Peru has become a cost-competitive source of finance, accounting, analytics and bilingual support talent. Lima hosts a mature shared-services ecosystem, and the employment framework is straightforward once CTS and gratificaciones are modeled.

Employer burden: Roughly 28–38% of gross salary including CTS, EsSalud and pension
Onboarding time: 5–10 business days for an identified candidate
Currency: PEN
Timezone: PET, aligned with US Eastern for most of the year

What you are legally required to provide in Peru

EsSalud

Employer health contribution covering the employee.

CTS (compensation for time of service)

Accrued severance-like deposit paid twice yearly.

Gratificaciones

Bonuses in July and December, plus an extra 9% for social benefits.

Pension (ONP/AFP)

Public or private pension contribution.

Vacation

30 calendar days per year after one year of service.

Roles our clients hire most in Peru

▸Finance & accounting
▸Data analytics
▸Bilingual customer support
▸Back-office operations
▸Procurement support

Good bilingual supply in Lima for support and finance roles

Where Peru hiring goes wrong

CTS and gratificaciones are mandatory and must be reserved accurately.
Contractor arrangements for ongoing roles carry reclassification exposure.
Collective bargaining applies in some sectors and company sizes.

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