Peru Work Permits & Visas: Types & How to Sponsor

Milani Notshe

Research Specialist

Last Updated

July 11, 2025

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Sponsoring a Visa in Peru: What Employers Need to Know

Are you an employer looking to sponsor international talent in Peru? Navigating Peru’s visa and work permit process can be complex — especially without a local legal entity or dedicated HR team.

This guide breaks down everything you need to know about employer-sponsored work visas in Peru, including processing times, documentation, and local compliance rules. Whether relocating a team member or hiring locally, Playroll simplifies visa sponsorship through an end-to-end employer of record platform.

Key Takeaways

Employers or EOR providers must register with the National Superintendence of Migration (SNM) to sponsor foreign workers.

The work permit process generally takes about 1-2 months.

Common types of work permits include the Temporary Work Visa (PEN 165) and the Permanent Work Visa (PEN 250).

Independent contractors have a separate process and are classified as self-employed individuals under the law.

Work permits are generally location-specific, and employees must apply for approval to change jobs or locations.

Who Needs a Work Permit in Peru

In Peru, any foreign national intending to engage in employment activities requires a work permit. This mandate applies to individuals employed directly by Peruvian companies as well as those providing services as independent contractors. Employers must ensure that their international hires possess the appropriate authorization to work legally within the country.

Types of Work Visas in Peru

Peru offers several work visa categories tailored to different employment scenarios. Selecting the appropriate visa type is crucial for compliance and depends on factors such as the nature and duration of employment.

Visa Type	Description
Temporary Work Visa (Trabajador Temporal)	Intended for foreign nationals with employment contracts of less than 12 months, allowing work in Peru for up to 183 days within a 365-day period. Suitable for short-term assignments without long-term residence intentions.
Resident Work Visa (Trabajador Residente Dependiente)	Designed for foreigners planning to reside in Peru long-term and work as employees for Peruvian companies. Valid for one year and renewable.
Resident Work Visa (Independent) (Trabajador Residente Independiente)	For foreign nationals intending to live in Peru long-term and provide services as independent contractors. Requires a service contract of at least 12 months. Renewable annually.

Common Hiring Scenarios for Peru

When hiring talent in Peru, employers typically choose one of three pathways depending on the role, duration, & legal requirements. Below are the most common models.

Use Case 1: Sponsoring a Foreign Employee via Work Permit or Visa

This is the most common route for companies hiring full-time foreign talent in Peru. To sponsor this visa, an employer (or Playroll as the Employer of Record) must have a registered legal entity in-country and issue a compliant offer of employment.

Key Employer Considerations:

Sponsorship is required — contractors or freelancers cannot apply under this visa.
Employees must remain in the approved work location unless authorized to relocate or change employers.
Processing timelines vary (approximately 1-2 months), depending on the consulate or embassy.

This is best for: Long-term roles with in-office or hybrid presence in Peru.

Use Case 2: Hiring a Foreign Contractor in Peru

Independent professionals in Peru can legally work with international clients without employer sponsorship, but must comply with local tax registration and reporting laws.

With Playroll’s Contractor Management solution, you can:

Draft fully compliant local contractor agreements.
Automate contractor invoicing and cross-border payments, in Central African CFA Franc (XAF) or USD.
Mitigate risk of permanent establishment and contractor misclassification.

This is best for: Freelancers, consultants or project-based roles, especially if the worker already lives in Peru.

Use Case 3: Relocating an Existing Employee to Peru

Transferring an existing team member to Peru? You’ll still need to navigate the same visa and payroll setup process. Even if the employee works for you elsewhere, a local employer of record is required to stay compliant.

EOR’s, like Playroll, handle all local steps, including:

Work permit sponsorship and immigration paperwork,
Registration with local authorities and payroll systems,
Enrollment in mandatory benefits and statutory schemes.

This is best for: Internal transfers or remote-first companies looking to expand into Africa, or talent retention offerings for global mobility programs.

Not Sure What to Pay in Peru? Compare fair, local salaries with our free benchmarking tool.

Requirements for a Work Permit in Peru

Obtaining a work permit in Peru necessitates meeting specific criteria to ensure compliance with immigration and labor regulations. Employers and prospective employees must prepare the necessary documentation to facilitate the application process.

Valid Passport: The foreign employee must possess a passport valid for at least six months beyond the intended period of stay.
Employment Contract: A signed contract between the employer and the foreign worker specifying job responsibilities, salary, and duration is essential. This contract must be approved by the Peruvian Ministry of Labor.
Qualifications: Documentation verifying the employee's qualifications and experience relevant to the position is required.
Employer Compliance: The hiring company must ensure at least 80% of its workforce comprises Peruvian nationals, adhering to labor laws.

Peru Work Permit Application Process

Step 1: Obtain permission to sign contracts if the foreign national is in Peru on a tourist visa.
Step 2: Sign and notarize the employment contract.
Step 3: Submit the contract to the Ministry of Labor for approval.
Step 4: Submit the visa application with required documents to immigration authorities.
Step 5: Attend a biometric appointment scheduled by Migraciones.
Step 6: Receive approval and obtain a foreign resident ID (Carné de Extranjería).

Process for Visa Sponsorship in Peru

Visa sponsorship in Peru requires employers to submit a formal job offer and employment contract for approval by the Ministry of Labor. Employers must comply with labor regulations regarding workforce composition and may need to justify the need to hire a foreign national over a local candidate.

What Are the Fees for a Work Permit or Visa in Peru

The fees associated with obtaining a work permit or visa in Peru vary depending on the visa type and the applicant's nationality.

Visa Type	Application Fee
Temporary Work Visa	Approximately $30 USD
Resident Work Visa	Approximately $80 USD

Processing Time for a Work Permit or Visa in Peru

The processing time for work permits and visas in Peru varies based on the visa type and completeness of applications. Typically, processing takes a few weeks to several months.

Work Permit Renewal Periods in Peru

Work permits in Peru are typically valid for one year and renewable annually. Employers should begin renewals at least 30 days before expiration to avoid disruptions.

Visa Requirements for Digital Nomads in Peru

Peru offers a Digital Nomad Visa for remote workers, allowing stays up to 365 days with renewal options. Application procedures are still under development.

Valid passport
Proof of remote employment
Financial stability
Health insurance

Common Challenges and Tips for Employers Hiring in Peru

Employing foreign nationals in Peru comes with several challenges that employers need to navigate to ensure compliance and smooth integration. Here are some common issues and tips to address them:

Labor Law Compliance: Foreign employees should not exceed 20% of the total workforce, and their salaries must not surpass 30% of the payroll. Employers must monitor compliance to avoid penalties.
Complex Administrative Processes: The multi-step permit process requires time and coordination with different government agencies. Planning ahead and seeking expert help can streamline approvals.
Cultural and Language Barriers: Offering cultural orientation and language training can help foreign employees adapt quickly to the workplace.
Navigating Bureaucracy: Engaging local experts can help employers deal with complex administrative requirements and avoid delays.
Employee Well-being: Providing housing assistance, healthcare options, and relocation support promotes employee satisfaction and productivity.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

ABOUT THE AUTHOR

Milani Notshe

Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.