Testimonial
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.
5/5
When you have employees operating in multiple countries, organizing payroll and keeping your structure compliant with all local regulations can take up a large portion of your time. That’s why seeking a payroll outsourcing partner like INS Global can save you time, money, and hassle, allowing you to focus on what matters most to your growth.
INS Global is an international provider of HR outsourcing services to more than 80 countries worldwide. We can give you the peace of mind you need to succeed in Chile alongside innovative global payroll solutions.
INS Global’s experienced legal experts understand what it takes to monitor and update payroll processes at all times in order to match regulatory changes as they happen.
Innovative multi-country payroll processes keep you efficient and compliant at all times, meaning your staff in Chile are paid on time, all the time.
Your staff is covered, whether it’s a single employee or a hundred, meaning you’re free to pursue opportunities as they arise.
Being compliant with local tax and payroll regulations requires in-depth knowledge. INS Global provides you with the support and structures you need to succeed.
Support your staff with expertise in every time zone, ensuring you’re covered whenever and wherever you need it
When you need to manage payroll for your staff in Chile, ensuring that they’re paid on time and following all local laws is complex. It requires specialized staff and payroll functions to keep you compliant, which means higher costs and more staff.
INS Global offers an alternative to these requirements. We can guarantee that all your payroll function needs are met for a single monthly fee and minimal oversight time. We can consolidate your HR needs in Chile through our local PEO (Professional Employer Organization) Chile, handling all your required payroll functions and acting as a global EOR (Employer of Record) on your behalf.
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.
When organizing payroll for employees in Chile, there may be differences between foreign and local staff in what they should be paid and what you as the employer should deduct. After taxes on personal income have been paid (around 4-35% depending on the income), there are several additional payroll taxes that mainly cover social insurance contributions. Foreign employees who aren’t residents are typically exempt from social security contributions, as they don’t automatically benefit from these services.
Local staff (and foreigners who are not exempt) are subject to social security contributions deducted from salary equaling around 20%, or a set amount in Chilean pesos. In addition, there is unemployment insurance to be paid by both the employee (0.6%) and employer (2.4%) and a chosen medical insurance plan.
Pay slips must be provided for all employees in Chile, and employers must keep a signed copy. However, these pay slips may be delivered digitally.
Keeping your staff secure and supported in Chile can be done effectively through INS Global’s innovative international payroll outsourcing solution.
INS Global provides comprehensive HR outsourcing solutions, including payroll, invoicing, PEO, EOR, and recruitment in over 80 countries worldwide.
Contact our team today to learn more about how our experts can help you achieve your global expansion goals.
No, it is necessary to use a local entity abroad to comply with each country labor law.
Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.
The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.
In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.
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