Is a PEO the same as an Employer of Record in Latin America?

Not legally. A PEO shares employment duties with an employer that already exists locally; an EOR becomes the legal employer itself. Because US-style co-employment is not recognised in most LATAM labour codes, providers selling a global PEO in the region are almost always delivering EOR.

How much do PEO services cost in Latin America?

Providers price either a flat monthly fee per employee or a percentage of payroll. What matters more is the statutory burden underneath, from about 25% to 35% in Mexico up to 40% to 55% in Brazil, so a low headline fee on a high-burden country is still the expensive option.

Can a US company use a PEO in LATAM without an entity?

Yes, through EOR. Our in-country entity employs the worker, you direct the work, and you contract with one US-facing party. No incorporation, no local bank account and no local registration on your side.

Which Latin American countries do you cover?

All of them, through entities we own in the core markets and named, governed local partners elsewhere. The structure for your specific country is disclosed in writing before signature.

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

SILAStaffing in Latin America

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PEO & global PEO, all of Latin America

PEO and Global PEO Services Across Latin America

Most US buyers searching for a LATAM PEO actually need a global PEO or EOR, because co-employment as it exists in the United States is not recognised across most of Latin America. We tell you which structure the country allows before you sign anything.

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What is PEO services Latin America?

A PEO in Latin America administers payroll, benefits and HR for workers you employ, while a global PEO (in practice an Employer of Record) also becomes the legal employer in-country. US companies without a local entity need the global PEO/EOR structure, because a classic co-employment PEO has no legal standing in most LATAM labour codes.

PEO, global PEO and EOR, in plain terms

US PEO: co-employment with your own entity, you stay the legal employer of record for labour law.
Global PEO: marketing term used by most vendors for what is legally an Employer of Record.
EOR: our local entity is the legal employer, so no US or local entity is required from you.
Payroll bureau: processing only, you keep every compliance obligation and liability.

What HR administration includes in LATAM

Local employment contracts, onboarding packs and statutory registrations
Gross-to-net payroll, income tax withholding and social security filings
Mandatory benefits: 13th month, aguinaldo, vacation and severance reserves
Private medical, meal, transport and remote-work allowances where they are market standard
Terminations handled with local counsel and correctly provisioned settlements

Where a PEO stops being the cheapest answer

Per-employee PEO and EOR fees compound. Above roughly 15 to 20 employees in one country, or beyond a two-year horizon, your own entity plus a payroll partner usually wins. We publish that crossover with your real numbers and, when it flips, we build the entity and transfer the team instead of defending the fee.

Choosing between PEO, EOR and your own entity in LATAM

Your situation	Right structure	Time to first hire	Who is the legal employer
No entity, 1–20 hires	EOR / global PEO	5–15 business days	Our local entity
Own entity, want HR off your plate	PEO-style administration	2–4 weeks	You
Contractors only, project scope	Agent of Record	3–7 business days	No employment
20+ hires, long horizon	Entity plus payroll	2–6 months	You, we build and transfer

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Employer burden, salary bands and total monthly cost across every market. One email, no call required.

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Tell us the situation and you get the recommended structure, the landed cost range and the realistic timeline, before anyone asks you to book a call.

Entities we own across core LATAM markets
Every lane under one agreement: recruit, employ, manage, deliver
Backed by Gracemark, an operator across all of Latin America

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Tell us the worker type and country. You get the compliant engagement path (EOR, AOR or payroll) and a landed monthly cost.

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