Employer of Record (EOR), all of Latin America
Employ People Across Latin America Without Opening an Entity
Most global EOR providers route Latin America to an unnamed third party. With SILA, the legal employer for each country is named in your agreement before signature, so you always know exactly who employs your people and one team stays accountable for every market.
SILA does not stop at advice or hand off the next step. We design the route, execute it across the region and remain accountable as the workforce scales or the model changes.
See the recommended market, model and landed cost before the sales conversation.
What is employer of record Latin America?
An Employer of Record (EOR) in Latin America is a local company that legally employs your worker on your behalf. It signs the local contract, runs payroll, pays statutory contributions and carries severance liability, while you direct the work. It lets a foreign company hire compliantly in 5 business days without incorporating a local entity.
SILA is the LATAM Workforce Operating Partner for this work: one team owns the market decision, workforce launch, local execution and next stage of scale.
Answer the cost question first
Model the landed cost for your Employer of Record (EOR) requirement
Choose the role, market, seniority and headcount. See salary, statutory employer burden and the modeled monthly cost before deciding what to send SILA.
Live workforce cost model
Model your team
Change any input. The cost, market comparison and savings update immediately.
Ranked by verified role fit, talent depth and total workforce cost, not by lowest wage. Review-required markets are excluded and scoped with a specialist.
Leave blank to use our published benchmark ($58,900, salary plus 25% for payroll taxes, benefits and insurance). Put your real number in and the comparison becomes yours, not ours.
Your modeled outcome
$103,476
baseline annual saving on 3 mid bilingual customer support seats in Mexico. Modeled range $92,244 to $113,736 (52%–64% below the US in-house equivalent).
1. US hire
$4,908 / month
A mid-level bilingual customer support hire on your US payroll costs $4,908 a month fully loaded, salary plus payroll taxes, benefits and insurance.
2. LATAM landed
$2,034 / month
The same mid-level bilingual customer support hire in Mexico lands at $2,034 a month, salary, statutory employer burden and the SILA fee inside one number. Plan between $1,749 and $2,346 depending on the profile you approve.
3. Your gap
$2,874 / month · 59%
That is $2,874 a month and $103,476 a year on 3 seats, 59% below the US equivalent, with SILA as the accountable employer of record where the model requires one.
4. Next step
Build My LATAM Plan
A SILA specialist confirms the salary band, employing structure and price in writing before anything is activated.
$310,428
saved over 3 years
59%
lower annual workforce cost
5–10 days
typical onboarding once talent is selected
Plan on this
$2,034
per seat, per month
Mid salary, mid statutory burden, standard service fee. This is the number to take to finance.
Budget safely
$2,346
per seat, per month
Upper modeled range for these assumptions. Your reviewed quote confirms the final budget and any additional items.
Best case
$1,749
per seat, per month
Lower end of the published band with the leanest structure. Reachable when seniority and market allow it.
▸ Landed cost breakdown, $2,034 / seat / month
- Gross salary
- $1,320
- Statutory employer burden
- $449
- Service fee
- $265
- Team of 3, annual
- $73,224
Burden in Mexico: IMSS, INFONAVIT, SAR, aguinaldo, vacation premium, PTU.
- Salary band modeled: $1,220–$1,420 gross monthly at mid level.
- Statutory employer cost: 28%–40% of gross. Mandatory benefits included, discretionary benefits excluded.
- Service fee assumption: 12%–18% of landed employment cost. Pass-throughs (equipment, background checks, one-time onboarding, severance reserves) excluded.
- USD-equivalent, quoted at the rate on the verification date. Local-currency payroll moves with FX and statutory indexation.
- Regional execution, payroll and compliance are coordinated through one SILA relationship.
- Fit for this role: High confidence, Strong fit for this role, fully served by SILA.
- Source: SILA placement data and each country's published statutory contribution schedules (IMSS, DIAN and UGPP, INSS and FGTS, CCSS, IESS, IGSS, TSS, CSS, IPS, NIS, NHT, SSB and equivalents), cross-checked against PwC Worldwide Tax Summaries. Ranges include mandatory accruals: 13th and 14th salary, vacation premium, severance and CTS or FGTS provisioning, and statutory profit sharing where it applies. Last verified 2026-08-21. See the methodology and claim registry.
- Built from SILA's current country salary, statutory burden and delivery data. A SILA specialist confirms final pricing, employing structure and launch date in writing before activation.
Mexico statutory sources
- Instituto Mexicano del Seguro Social (IMSS): Employer social security contributions.
- INFONAVIT: Housing fund employer contribution.
- Ley Federal del Trabajo: Aguinaldo, vacation premium and profit sharing (PTU).
Source id mexico-01, mexico-02, mexico-03. Verified 2026-08-21.
What your reviewed quote contains
- Your requirement
- 3 x mid Bilingual customer support in Mexico · $2,034 per seat per month landed, USD
- Recommended market and model
- Mexico, with the engagement model confirmed for the role and the headcount. A relevant alternative market is priced beside it.
- Itemized components
- Gross salary by seniority, statutory employer cost, mandatory benefits, our fee and any pass throughs, shown as one landed monthly figure per seat.
- Responsibilities
- Who employs, who pays, who manages the work and who carries the compliance obligation in this market. For a managed team, BPO or build operate transfer scope, the operating scope, dependencies and ownership are set out instead of a per employee price.
- Next decision
- Approve the market and model, or ask us to price the alternative.
Turn this estimate into a country-by-country hiring plan with employment costs, recommended operating model and launch timeline.
When EOR is the right call
- The person is identified and the employment structure is the only blocker.
- You need one to twenty people in a country where you have no entity.
- You are testing a market before committing to incorporation.
- A contractor relationship has become full-time and now carries misclassification risk.
What sits inside the per-employee monthly fee
- Local-language employment contract compliant with the country's labor code
- Gross-to-net payroll, income tax withholding and social security filings
- 13th month, aguinaldo, vacation reserves and mandatory benefits by country
- Severance and termination provisioning held against the employment
- Onboarding, equipment logistics and offboarding settlements
When an entity beats EOR
EOR is the fastest compliant way in, and it stays the right structure until headcount and tenure in one country justify a permanent base. SILA runs the crossover arithmetic with your real numbers and, when the moment comes, builds the entity, transfers the team and keeps operating payroll and compliance for you. Same partner, same accountability, no re-procurement.
EOR versus the alternatives in Latin America
| Structure | Who employs the worker | Time to compliant start | Best fit |
|---|---|---|---|
| EOR | The in-country employing entity named in your SILA agreement | 5–10 business days | 1–20 workers, no entity, identified hires |
| AOR / contractor | Nobody, independent contract | 2–5 business days | Genuinely independent, project-based work |
| Staffing | Our entity, we also recruit | 2–5 weeks | Flexible capacity you do not want on your books |
| Your own entity | You | 2–6 months | 20+ workers, long horizon, permanent presence |
Get the LATAM landed-cost benchmark
Employer burden, salary bands and total monthly cost across every market. One email, no call required.
Where this goes
Employer of Record (EOR) is the fastest start. It is rarely where teams stop.
Most companies arrive with one country and one urgent hire. Twelve months later they are running several markets, a full team and their own entity. You can do all of that on the agreement you sign today, at your pace, without changing partners.
Add the next countries without a new contract
The same agreement extends to any market in the region. New country, same team, same invoice, no procurement cycle.
See country coverage →Let SILA run the team, not just the paperwork
Move from headcount to outcomes: recruiting, management, delivery and reporting on a managed team or SOW, priced to the result.
Managed teams and SOW →Own the operation, keep the same people
We stand up your entity, transfer the team and stay as your local representation. Nothing gets rebuilt and nobody gets re-hired.
Build your LATAM operation →See the whole path costed before you commit to the first step.
Turn the answer into an operating plan
Get an employment quote for an identified hire
Give us the requirement once. SILA returns the recommended market, structure, landed cost and launch sequence, then owns the execution with you.
- Recruiting, employment and payroll across 20+ LATAM markets
- Every lane under one agreement: recruit, employ, manage, deliver
- One accountable delivery team, from first hire to regional operation
Go straight to your market
Salary bands, statutory employer burden and landed cost per seat for the country you are hiring in.
Frequently asked questions
Get your markets, operating model, landed cost and launch sequence.