Employer of Record Bolivia: hire employees without opening a company.
EOR Bolivia becomes the direct legal employer of your team in Bolivia. Spanish language contracts registered with the Ministry of Labour, payroll in bolivianos with social security remitted, the aguinaldo paid on time, and exits handled the way Bolivian law actually requires, so you can hire in Santa Cruz or La Paz in about two weeks.
Employer of Record Bolivia: the compliant way into a protective market
Bolivia has one of the most employee protective labour regimes anywhere. That is not a reason to avoid the market, but it is a reason not to improvise. Incorporating means a Bolivian company, notarised documents, tax registration, employer registration with the health fund and the pension administrator, and a monthly filing routine. An Employer of Record lets you hire first and decide about an entity later.
Exits are the real risk
There is no dismissal at will. A worker dismissed without a statutory just cause can obtain an administrative order compelling reinstatement with back pay. We structure and run exits so that order never arrives.
Direct employment, not intermediation
Bolivian law restricts subcontracting labour for a company's own core activities. We employ your people directly on our own payroll as their registered employer, which is the structure the law contemplates.
We carry the currency problem
Salaries are paid in bolivianos, and access to foreign currency has been difficult since 2023. We hold the local accounts and invoice you in hard currency, so the friction sits with us rather than your finance team.
You cannot simply dismiss someone in Bolivia
Most foreign employers arrive expecting that a termination is a matter of notice and a payment. In Bolivia it is not. Dismissal is lawful only on narrow statutory grounds, and a worker dismissed without one of them can apply to the Ministry of Labour for an order requiring the employer to take them back and pay every wage accrued in the meantime.
That order binds from the moment it is notified, and going to court does not suspend it. Pregnant workers, either parent of a child under one, union officers and workers close to retirement have stronger protection still.
This is precisely why using a compliant employer matters here. We plan the exit before it happens, document performance properly, and where a separation is needed we negotiate it rather than trigger a process that ends with your worker back at their desk and a bill for the intervening months.
Read the full explanation- Spanish contracts drafted to the General Labour Law
- Contracts registered with the Ministry of Labour
- Payroll in bolivianos with social security remitted
- Health fund and pension registration within the legal window
- Aguinaldo calculated and paid before the December deadline
- Seniority bonus and leave accrual tracked correctly
- Indemnity, desahucio and quinquenio calculated properly
- Final settlement paid inside the window that avoids penalties
Four steps to a compliant Bolivian hire
Scope the hire
Role, gross salary, start date and whether your candidate is Bolivian or a foreign national. We confirm cost on both sides and the timeline.
Contract & registration
A Spanish language contract drafted to the General Labour Law, signed and then registered with the Ministry of Labour as the law requires.
Enrol & onboard
Registration with the health fund inside the statutory five day window, pension enrolment, banking details and any private medical cover.
Payroll & manage
Monthly payroll in bolivianos with contributions remitted, the seniority bonus applied, leave tracked and the aguinaldo paid in December.
What every Bolivian employment contract must respect
These reflect the General Labour Law and the statutory position as at 2026. The minimum wage is reset each year by supreme decree and applied retroactively to 1 January, so we confirm the current figure before issuing any contract.
| Topic | Standard | Notes |
|---|---|---|
| Governing law | General Labour Law of 1939 | With the 2009 Constitution and many supreme decrees |
| Contract language | Spanish, registered | Filed with the Ministry of Labour |
| Contract type | Indefinite by default | Fixed term cannot cover permanent work and converts on abuse |
| Probation | 90 days maximum | Applies only to indefinite contracts |
| Minimum wage | Bs 3,300 per month | 2026 figure; reset annually by decree |
| Working week | 48 hours, 40 for women | A distinct statutory cap; overtime at a 100% surcharge |
| Annual leave | 15 to 30 working days | 15 days from year one, rising at 5 and 10 years of service |
| Social security | 16.71% employer, 12.71% employee | Health fund, pension, housing and solidarity contributions |
| Aguinaldo | One month, by 20 December | Paid twice over if late |
| Termination | Just cause required | Otherwise reinstatement with back pay may be ordered |
Read the full breakdown in ourBolivia hiring guide.
Hire now, no entity
We are the registered legal employer on our own Bolivian company. No incorporation, no notarised bylaws, no tax number of your own, no health fund or pension registration in your name, and no monthly filing routine to build. Live in about two weeks, and straightforward to unwind.
Incorporate in Bolivia
A Bolivian company registered with the commercial registry, a tax number, a municipal licence, employer registration with the health fund and the pension administrator, and monthly payroll, tax and labour filings. Several weeks to stand up, and generally better economics once you pass a handful of employees.
Hiring in Bolivia, answered
Ready to hire in Bolivia?
Tell us the role and the gross salary and we will come back with a full cost breakdown, a timeline and a contract structure, usually within one business day.