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Peru offers a cost-competitive hiring environment in Latin America, with strong talent concentrated in Lima and growing hubs like Arequipa and Trujillo. Your total employer cost is driven by gross salary plus mandatory contributions to EsSalud (public health insurance), pensions, and legally required bonuses.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with common employer contributions such as EsSalud at 9% of gross salary, optional complementary health coverage, and accruals for statutory bonuses and paid leave. Figures are indicative for full-time roles in major cities and will vary by seniority, sector, and your benefits mix. USD values assume an exchange rate of roughly PEN 3.7 = USD 1 and are rounded.
- Software Engineer:
Average salary PEN 8,500 (≈ USD 2,300) + employer contributions PEN 1,500 (≈ USD 410) = Estimated Total Monthly Cost PEN 10,000 (≈ USD 2,710). Costs are higher for senior engineers, cloud or data specialists, and roles in multinational or export-focused tech companies, and lower for junior or support positions. - Product Manager:
Average salary PEN 11,000 (≈ USD 3,000) + employer contributions PEN 2,000 (≈ USD 540) = Estimated Total Monthly Cost PEN 13,000 (≈ USD 3,510). Product leaders driving digital transformation, fintech, or regional platforms often negotiate higher base pay, performance bonuses, and richer benefits packages. - Marketing Specialist:
Average salary PEN 6,000 (≈ USD 1,620) + employer contributions PEN 1,050 (≈ USD 285) = Estimated Total Monthly Cost PEN 7,050 (≈ USD 1,905). Digital marketers with strong performance, SEO, and analytics skills sit at the top of the range, especially in ecommerce, SaaS, and international brands. - Customer Support Representative:
Average salary PEN 3,200 (≈ USD 865) + employer contributions PEN 560 (≈ USD 150) = Estimated Total Monthly Cost PEN 3,760 (≈ USD 1,015). English-speaking or multilingual agents serving North American or European time zones usually earn more and may receive shift, transport, or meal allowances. - HR Manager:
Average salary PEN 9,000 (≈ USD 2,430) + employer contributions PEN 1,600 (≈ USD 430) = Estimated Total Monthly Cost PEN 10,600 (≈ USD 2,860). HR leaders experienced with Peruvian labor law, payroll, and multinational compliance can command a premium, particularly in larger or highly regulated organizations.
Figures are market-based estimates, not legal requirements, and may change with exchange rates, sector dynamics, and your internal policies on bonuses, private health insurance, and other benefits.
💡 Curious how much it would cost to hire your next role in Peru? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Peru, salary is only one line in your budget. You also need to plan for EsSalud contributions, statutory bonuses, leave entitlements, and termination costs that can significantly increase your total monthly and annual spend.
In 2026, mandatory employer costs typically add 20%-30% on top of an employee's gross salary once you consider health insurance, bonuses, CTS severance accruals, and paid time off, before any optional benefits such as private health plans, meal vouchers, or transportation subsidies.
Leave and Paid Time Off
Employees in Peru are entitled to at least 30 calendar days of paid annual leave after one year of service, which you must budget as part of total compensation. Peru also observes around 12-14 paid public holidays, and you need policies for paid sick leave, maternity, and paternity that align with statutory rules.
Mandatory Employer Contributions
The main recurring employer cost is EsSalud, generally 9% of the employee's total monthly remuneration. You may alternatively fund a private EPS plan, which can slightly reduce the EsSalud rate but adds the EPS premium, so the overall health cost impact should be modelled in advance.
Probation and Notice Periods
Peruvian law usually allows probation periods of up to three months, extendable to six or twelve months for trust or management roles if agreed in writing. After probation, terminating employees without just cause can trigger notice requirements and severance, so exits need both legal review and cost planning.
Compensation Structure and Bonuses
In Peru, a 13th and 14th salary (gratificaciones) in July and December are mandatory for eligible employees, effectively adding two extra monthly salaries per year. You also need to accrue for Compensación por Tiempo de Servicios (CTS), a severance-like benefit deposited in May and November, plus any performance or sales bonuses you choose to offer.
Social Security and Tax Compliance
Employers must register employees in the pension system, either the public ONP or a private AFP, and withhold and remit contributions accurately. You are also responsible for income tax withholding, monthly payroll filings, and timely EsSalud payments, with penalties applying for delays or underpayments.
Hiring and Engagement Models
If you lack a Peruvian legal entity, an Employer of Record lets you hire locally while Playroll or another partner handles contracts, payroll, and compliance. If you do operate an entity, you can hire directly but must manage all labor-law obligations, payroll processing, and audits, which increases your internal admin costs.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Peru in 2026?
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In 2026, most mid-level hires in Peru cost employers roughly USD 1,000-3,500 per month including salary and mandatory contributions. Budget above gross pay for EsSalud, bonuses, CTS, and leave-related costs.
Are there regional or industry-specific variations in employer costs in Peru?
Employer costs in Peru are higher in Lima and in sectors like mining, finance, and tech than in smaller cities or traditional industries. Location, sector, and language or technical requirements all influence what you will pay.
What is the estimated timeline for hiring in Peru?
Most professional hires in Peru take around 4-8 weeks from kick-off to offer acceptance. Hard-to-fill or senior roles may require more time due to talent scarcity and extended selection processes.
What factors impact the cost of hiring in Peru?
Total hiring cost in Peru depends on salary level, location, industry, and skill requirements, plus statutory contributions. EsSalud, pensions, bonuses, CTS, and benefits can add 20%-30% or more to gross pay.
How often do employment-cost rules change in Peru?
Peru's employment-cost framework can change every few years, with regular updates to tax and social security rules. Review Peruvian payroll and labor changes annually to keep your budgets and compliance current.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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