Our guide to Payroll in Peru

Doing Business in Peru

Investing in Peru

Investing in Peru can be a promising opportunity due to several factors:

• Stable Macroeconomic Policies: Peru has maintained stable macroeconomic policies for over three decades, creating a favorable investment climate.
• Legal and Tax Stability: The country offers legal and tax stability, ensuring equal treatment for national and foreign investors.
• Access to Markets: Peru has numerous free trade agreements, providing access to major global markets.
• Diverse Sectors: Investment opportunities span various sectors, including tourism, high technology, renewable energy, and manufacturing.
• Economic Outlook: Despite recent challenges, Peru's economy is expected to grow by 3.0% in 2026 and 2.5% in 2027, supported by favorable financial conditions and infrastructure projects

Basic Facts about Peru

General Information

Full Name: Republic of Peru

Population: Approximately 34.7 million (2026 estimate)

Capital: Lima

Major Languages: Spanish (official), Quechua, Aymara

Monetary Unit: Peruvian Sol (PEN)

Main Exports: Copper, gold, petroleum gas, refined copper, and fruits

GNI per Capita: $6,990 (2024)

Internet Domain: .pe

International Dialing Code: +51

Public Holidays -2026

Day	Public Holiday
Jan 1 (Thu)	Año Nuevo
Apr 2 (Thu)	Jueves Santo
Apr 3 (Fri)	Viernes Santo
May 1 (Fri)	Día del Trabajo
Jun 7 (Sun)	Batalla de Arica y Día de la Bandera
Jun 29 (Mon)	San Pedro y San Pablo
Jul 23 (Thu)	Día de la Fuerza Aérea del Perú
Jul 28 (Tue)	Fiestas Patrias — Día de la Independencia
Jul 29 (Wed)	Fiestas Patrias — Segundo día
Aug 6 (Thu)	Batalla de Junín
Aug 30 (Sun)	Santa Rosa de Lima
Oct 8 (Thu)	Combate de Angamos
Nov 1 (Sun)	Día de Todos los Santos
Dec 8 (Tue)	Inmaculada Concepción
Dec 9 (Wed)	Batalla de Ayacucho
Dec 25 (Fri)	Navidad

Registrations and Establishing an Payroll Entity

To establish a payroll entity and manage registrations in Peru, you'll need to follow several key steps:

1. Choose a Business Structure: Decide on the type of business entity you want to establish, such as a Limited Liability Company (LLC) or a branch office.
2. Register with SUNARP: Register your business with the National Superintendence of Public Registries (SUNARP) to obtain legal recognition.
3. Tax Registration with SUNAT: Register with the National Superintendence of Tax Administration (SUNAT) to obtain a taxpayer identification number (RUC) and comply with tax obligations.
4. Payroll Registration: Register your payroll with SUNAT. Employers must handle social security contributions (9% by the employer and approximately 13% by the employee) and income tax withholdings.
5. Compliance with Labor Laws: Ensure compliance with local labor laws, including minimum wage, working hours, and employee benefits.
6. Set Up Payroll System: Implement a payroll system to manage employee salaries, deductions, and contributions accurately

Banking

It is not mandatory to make payments to employees and authorities from an in-country bank account.

Working Week

The working week in Peru is Monday to Friday. The majority of businesses operate from 9 am to 5 pm, with one hour for lunch.

Employment Law

Work Shifts and Work Hours

In accordance with Peruvian and international employment laws, the maximum legal number of work hours is 8 hours per day or 48 hours per week. Therefore, the work shifts of any company, whether established by law, agreement, or unilateral decision, must be equivalent or below the amounts referred to above. The employees who are exempt from complying with the referred maximum legal work shift, and who may be subject to longer shifts, are:

• Managerial employees
• Employees not subject to immediate supervision (employees who perform their services, or a part of these, under no immediate supervision from their employers, or outside the workplace)
• Employees who provide intermittent services involving waiting, surveillance, or custody time (with periods of inactivity).

Work shifts are set based on clock-in and clock-out times, which are established by the employer. Such shifts must include the employees’ work hours plus lunch time, which cannot be less than 45 minutes per day.

Overtime

Overtime work refers to the work performed voluntarily, in excess of the regular, daily, or weekly working hours, or in excess of the reduced regular, daily, or weekly work shift established at the workplace. In that sense, the Company and the employee may agree to offset overtime pay with equivalent rest periods within the calendar month following the month when the overtime was incurred; otherwise, such overtime must be remunerated taking into consideration the following minimum limits:

• For the first 2 working hours, the employee must be paid an additional 25%
• From the 3rd working hour onwards, the employee must be paid an additional 35%

Night Shift

It refers to the work performed between 22:00 and 06:00. In such case, the employee must be paid a monthly minimum wage, effective as of the date of payment, increased by 35%.

Employee Income

This term refers to any compensation granted by the Company to its personnel. Such compensation may be composed of items classified based on their benefit to the employees, as incomes representing an equity increase, and incomes not representing an equity increase.

In that sense, the items which do not represent an equity increase in favor of the employee mainly include employment conditions granted with the purpose of facilitating the performance of the employee’s duties. In turn, the items which do represent an equity increase may be classified as salary items and non-salary items; i.e., items granted in connection with the effective rendering of services, and items granted in connection with the existing employment relationship.

This classification is significant as it affects the calculation of employment benefits, as well as the calculation of taxes and contributions.

1. Regular Remuneration

It is the freely-available amount paid by the employer in favor of an employee in connection with their existing employment relationship. Such amount may be granted as a result of the work effectively performed by the employee and may be made available either at the employer’s discretion or by law. It is calculated on a monthly basis; however, it can be paid weekly or every 15 days.

Any employee who works a minimum average of 4 hours per day is entitled to be paid the monthly minimum wage effective as of the date of payment.

In case an employee earns, as regular remuneration, an amount equivalent to 2 tax units; such employee may agree with the employer to receive an annual comprehensive remuneration package; consequently, the employee will receive all legal and customary benefits applicable in the company on a monthly basis, except for profit-sharing.

Holiday Accrual / Calculations

Employers may grant a 1-day paid leave for each calendar year. This leave may be used by the hour and not necessarily in one day, provided that this leave does not exceed the number of hours of the employee’s work shift.

In order to grant such leave, the employee must send a communication to the employer requesting the leave, indicating the date, number of hours requested, and the reason for such request, through physical or electronic means and at least 72 hours before the leave.

Maternity Leave

Prenatal and postnatal maternity leave: The employer allows female employees to take a maternity leave equivalent to 98 days, which is made up of 49 calendar days of prenatal leave and 49 calendar days of postnatal leave. These periods may be extended for 30 additional days in the case of multiple births, or in the event of the birth of a disabled child.

The pregnant employee may delay all or part of the prenatal leave; as a result, the number of calendar days postponed will be transferred to the postnatal leave period. Thus, the employee must notify her employer up to 2 months before her possible due date, indicating the number of prenatal days that will be transferred to the postnatal period. She must also include the corresponding Medical Report certifying that such deferral will not affect the employee or her child in any way.

Employees will be granted a 10-consecutive-day leave, in the cases of natural or cesarean deliveries. There may be special cases where the leave period will be longer, such as:

• 20 consecutive days in the case of premature or multiple deliveries.
• 30 consecutive days in the case of births where the newborn is affected by a terminal congenital disease or serious complications affecting the mother’s health.

Paternity Leave

Paternity leave: The employer will grant a paid paternity leave to an employee on the occasion of the delivery of his child by his spouse or partner.

(equivalent to 10 days)

Sick Leave

Disability

Temporary disability: Must be declared by EsSalud, the Ministry of Health, or the Board of Physicians appointed by the Association of Physicians of Peru, at the request of the employer. There are two types of temporary disability:

Total temporary disability, which causes the employment contract to be suspended during the period of disability.

Partial temporary disability, which causes the employment contract to be suspended only if the disabled employee is not able to adequately perform their duties.

Medical Assistance/Physical Therapy

Leave for medical assistance and physical therapy of disabled persons:

Employers will grant a leave for medical assistance and physical therapy to employees who have underage disabled children, have the custody of underage disabled children, and are responsible for adult disabled persons who are dependent or are under their legal care.

This leave is granted to the father, mother, tutor, or legal guardian of the disabled person for up to 56 alternate or consecutive hours per year. Such hours granted may be deducted from the employee’s vacation period or from overtime hours worked upon prior agreement with their employer. If required, additional leave hours may be granted to the employee upon prior agreement with the employer.

Serious or terminal illness or serious accident caused to direct relatives

Leave due to serious or terminal illness or serious accident caused to direct relatives: Employers may grant an employee a paid leave in case such employee has a child, parent, spouse, or common-law wife who has been diagnosed with a serious or terminal illness, or who has suffered an accident that poses a serious risk for their life, in order to be able to assist them.

This leave is granted for a maximum of 7 calendar days. If the employee needs more leave days, these will be granted for an additional period of no more than 30 days, which will be deducted from their vacation time.

Moreover, if due to an exceptional situation, the employee needs a longer leave, the hours used for such purpose may be offset against overtime hours worked, upon prior agreement with the employer.

Proven illnesses and accidents: Must be supported with a Medical Certificate. The employee, as an affiliated individual, is entitled to receive the corresponding social security benefits.

Other Leaves

• Adoption leave: Employers may grant a paid leave of 30 calendar days to any employee who is adopting a child below the age of 12.
• Paid vacation leave: All employees are entitled to 30 consecutive days of vacation leave per each full year of services.
• Civil duty leave: The employees who are elected as members of the Legislative Power are granted an unpaid leave during their term of office, and councilmen are granted a leave of up to 20 hours per week. This leave is also granted to volunteer firefighters.
• Permission and leave to perform labor union duties: The respective collective agreement must contain the necessary provisions to facilitate labor union activities. If it does not, the employer is required to grant permission only to those specific employees appointed as labor union representatives.
• Disciplinary sanctions: Employer may penalize any offense committed by an employee during the performance of their duties. Such sanction suspends the employment relationship.
• Right to strike: Employees have the right to go on a strike and, when such strike is carried out in a voluntary and pacific manner and abandoning the workplace, as required by local employment legislation, the employment relationship is therefore suspended.
• Detention of employee: The employment relationship ceases only if an employee is sentenced to deprivation of liberty; if the employee is only detained, such relationship is suspended.
• Administrative or judicial disqualification for no longer than 3 months: The employment relationship must be suspended during the period of disqualification.
• Unforeseen circumstances and Force Majeure: Employers may appeal to these scenarios when the event occurred makes it impossible for them to carry on with the company’s activities. Such events may suspend the employment relationship for a maximum of 90 days.
• Permission for blood donors: If the healthcare institution receiving the blood donation is not open after business hours, the employee may ask for permission for the time required to complete the donation process. The employee will be required to present to the employer the certificate issued by the healthcare institution.
• Sports Leave: The employees who have been selected to represent our country at international events are entitled to a paid leave, as well as the necessary assistance to train, attend pre-game meetings, and compete.
• Leave for safety representatives and supervisors: To fulfill their duties, the committee members and occupational safety and health supervisors are entitled to a paid leave of up to 30 calendar days per year.
• Leave to assist relatives with Alzheimer and other dementias: The employees with direct relatives or who are responsible for assisting relatives with Alzheimer and other dementias, will be entitled to such leave in order to tend to their needs.
• Permission for tuberculosis treatment: The employee affected by tuberculosis is allowed to arrive 1 hour later after the regular clock-in time or to leave 1 hour before the clock-out time, in order to receive their corresponding treatment. Such permission will be in effect until the medical treatment is completed.
• Permission or leave granted by the employer: In accordance with the employer’s policies, internal work regulations, or collective agreements, the employer may grant permissions or leaves to employees.

In addition to these causes, there are other leaves granted according to the employer’s line of business, such as those granted during the closed seasons of hydrobiological species applicable to fishing companies.

At the end of any of the leaves referred to above, employees must immediately return to their job positions.

National service

Beginning in 2026, all Peruvians who turn 17 years old are required to register in the Military Register (Registro Militar). This is an administrative requirement and does NOT mean being drafted into active service.

Minimum wage

As of January 1, 2026, the minimum wage in Peru is 1,130 Peruvian Soles (PEN) per month.

Tax, Employee Provident Fund, Social Security & Human Resource Development

Individual Income Tax (Taxes on Employment Income)

The tax year runs from January 1^st to December 31^st.

Payroll Tax

Income Tax on Work-derived Income (Domiciled Payroll Tax): It is a tax borne by the employees working under a subordinate relationship, as well as by freelancers who earn income classified as work-derived income. Therefore, employers are required to withhold, from the salaries paid to employees on a monthly basis, 1/12 of the tax levied on the total of the taxable salaries to be earned by employees throughout the

year, after first deducting an amount equivalent to 7 tax units. Moreover, employees will be allowed to deduct a variable sum amounting to a maximum of 3 tax units, for expenses such as:

• Leasing and/or subleasing of real estate located in our country and not exclusively intended for the development of business activities, for up to 30% of the agreed rent.
• Professional fees paid to physicians or dentists for services rendered in our country, provided that these qualify as self-employment income, for up to 30% of such professional fees.
• Services rendered in our country whose consideration qualifies as self-employment income, for up to 30% of such consideration.
• The contributions to EsSalud made for domestic workers.
• Accommodation and meals, up to 15% of the amount paid for the services.
• Such expenses will be tax deductible provided that these are supported with payment vouchers which grant the right to deduct such expenses and are issued electronically, and/or with leasing receipts; and provided that the payment for these services, including the VAT and Municipal Promotion Tax levied on such transaction, if applicable, is made using any means of payment through the entities pertaining to the Peruvian Financial System.

A cumulative progressive scale is applied to the resulting amount, as detailed in the table below:

Income Brackets	Rate
Up to 5 tax unites	8%
Between 5 tax units and 20 tax unites	14%
Between 20 tax units and 35 tax unites	17%
Between 53 tax units and 45 tax unites	20%
Over 45 unites	30%

TAX UNIT 2026 = S/. 5500.00

Social Security

Social Security related to Healthcare Services

The Peruvian Healthcare System (EsSalud) is a public institution which provides healthcare coverage; thus, any subordinated employee is considered as a regular insured individual who is entitled, including their family members, to receive healthcare services. The monthly contribution of each employee to EsSalud is equivalent to 9% of their salary, which must be borne by the employer.

It is worth pointing out that, employees or their employer may voluntarily hire healthcare plans offered by Private Healthcare Providers (Entidades Prestadoras de Salud or EPS in Spanish), to complement the coverage offered by EsSalud. The payment to be made to the EPS must be agreed upon between this entity and the employer and must be directly paid to the EPS. The cost may be borne by the employer, the employee, or both.

Pension

In Peru, employees may choose between 2 Social Security schemes related to Pension Plans:

National Pension System (Sistema Nacional de Pensiones or SNP in Spanish): It is a contribution-based plan regulated by the National Pension Plan Administration (Oficina de Normalización Previsional or ONP in Spanish), whereby the employee must contribute, on a monthly basis, an amount equivalent to 13% of their salary. The employer is responsible for withholding such amount from the employee’s salary to pay the corresponding contribution. Thus, the SNP offers retirement, death, and disability benefits to all affiliated employees.

Private Pension System (Sistema Privado de Pensiones or SPP in Spanish): This system is regulated by the Pension Fund Administration Entities (Administradoras de Fondo de Pensiones or AFP in Spanish), which manage the contributions of affiliated employees through individual capitalization accounts, offering retirement, disability, and survival pensions. In this system, affiliated employees make monthly contributions into an individual account, according to a percentage which may range between 12.99% and 13.5% of their salary, depending on the AFP chosen by each employee. In the case of individuals who have recently entered the Peruvian Labor Market, these will be affiliated to AFP Integra.

In addition, there are other kinds of insurances with specific coverages, as detailed below:

Supplemental Occupational Risk Insurance (Seguro Complementario de Trabajo en Riesgo or SCTR in Spanish): It provides additional coverage to employees (regular affiliated employees) who perform high-risk activities and are regularly exposed to occupational accidents or illnesses. Thus, the companies which perform high-risk economical activities, such as those listed in the International Standard Industrial Classification (ISIC) of All Economic Activities of the United Nations, are required to acquire the SCTR. The SCTR provides healthcare coverage, which must be contracted by the employer whether with EsSalud or any EPS; as well as economic benefits (including survival pensions, disability pensions, and funeral expenses), whether with the ONP or any private insurance company.

Payroll

There are no restrictions in the law or further procedures required to provide online payslips in Peru.

Reports

Payroll reports must be kept for at least six years.

New Employees

According to Peruvian employment laws, any natural person providing services to a third party, under a subordinate relationship, in a personal and direct manner, and in exchange for a consideration, is deemed to be an employee of such third party; therefore, it is presumed that the rendering of remunerated and subordinated services implies an open-ended employment relationship.

The general rule applied to the hiring of personnel states that an employment relationship must exist on an open-ended basis; i.e., if employees have employment stability, such stability must prevail over time, unless the employment relationship is terminated for cause. It is worth pointing out that there are no formalities applicable to the execution of open-ended employment contracts.

However, temporary contracts, also called Conditional Contracts, may be executed only when the company’s line of business so requires, and are subject to a maximum contract term. In respect of the formalities applicable to these contracts, these must be in writing, and the compliance with such formality may be verified by the relevant administrative authority through a labor audit.

Additionally, part-time employment contracts may be executed, with no limitations, provided that the employee is required to work less than 4 hours in average per day. Such agreements must be in writing.

In that sense, the main types of employment contracts are the following:

Types of Contracts	Open-ended employment contract
	Conditional Contract	Start-up or increase of activities
		Market needs
		Business restructuring
		Temporary
		Substitution
		Emergency
		Specific Work
		Specific purpose
		Intermittent
		Seasonal
		Non-regular export regime
	Part-time employment contract

It is worth pointing out that, any employee hired under an open-ended employment contract, as well as any employee hired under a temporary contract, is subject to a three-month trial period, during which the employer will verify if such employee meets all position requirements. Once the trial period ends, the employee will acquire full employment stability in such position. In the case of employees hired under a conditional contract, the referred trial period is only enforced in respect to the first contract executed, in case any renewals are made afterwards.

Moreover, the employees hired under a conditional employment contract will be entitled to receive the same benefits granted on a legal, contractual, or customary basis to those employees hired under open-ended contracts at the same workplace. In addition, such employees will be entitled to employment stability during the term of their contracts, once the trial period ends.

Employee Categorization

Companies are entitled to categorize each of their employees, classifying them as managerial employees or confidential employees.

In that sense, a managerial employee is an employee who legally represents or substitutes the employer before other employees or third parties, shares administrative and control duties with such employer, or whose activities and level of responsibility affect the result of the Company’s business activities.

On the other hand, a confidential employee is an employee who works in direct and personal contact with the employer or managerial employee, and has access to industrial, trade, or professional secrets and any other kind of private information. In addition, their opinions or reports are directly presented to the managerial employees, thus contributing to the making of business decisions.

It is worth mentioning that, in the case of managerial employees, the trial period can be in effect for a maximum of 1 year, and in the case of confidential employees, the trial period may be in effect for a maximum of 6 months. Furthermore, managerial employees are not subject to supervision; and are therefore exempted from complying with the maximum legal number of work hours. In turn, confidential employees may be, or may not be, subject to supervision.

Leavers

Under Peruvian legislation, the employer is required to pay the employee’s final settlement—known as the liquidación de beneficios sociales—within 48 hours after the termination date. This requirement is established by SUNAFIL and reinforced by the regulations found in D.S. 001-97-TR.

The final payment must include all outstanding labor benefits accrued up to the date of termination. These may include proportional CTS, unused vacation days, proportional bonuses (gratifications), pending salaries, and any additional legal compensation owed. These components are considered mandatory under Peruvian law

If the employer fails to issue the final settlement within the legally required 48-hour period, interest begins to accrue from the moment the payment became due until it is fully paid. Additionally, the employer may face administrative sanctions from SUNAFIL, including fines that may reach up to 26.12 UIT depending on the severity and the number of employees affected. The employee may also file a complaint with SUNAFIL or pursue a judicial claim within four years of termination.

Before completing the employment termination, the employer must ensure that all payroll information and social security contributions (AFP or ONP) are accurately updated. The employer must also record the employee’s termination in the electronic payroll system (T-Registro), which is essential for the employee to access benefits such as CTS withdrawals

Upon termination, the employer must provide the employee with the following documents:

1. Certificate of Employment, specifying job duties and dates of service.
2. Termination Certificate (Constancia de Cese), required for the employee to withdraw accumulated CTS.
3. Final Settlement Statement, detailing each payment concept and calculation related to the liquidación.
   These documents function similarly to what some jurisdictions call a “termination statement.”

Employee Benefits

Pursuant to Peruvian employment laws, and as a general rule, employees are entitled to receive the following employment benefits:

Paid vacation leave: It refers to the benefit which allows employees to take 30 days of paid vacation time. The remuneration paid is equivalent to that which each employee would have received in case he had continued working.

Such benefit may be accumulated, divided, and/or reduced, upon prior agreement between the employer and the employee.

In order to use this benefit, the employee must work an average of 4 hours per day, complete 1 year of services, and accrue the corresponding vacation time, as explained below:

• In the case of employees who work a regular workshift of 6 days per week, these must accrue at least 260 effective work hours.
• In the case of employees who work a regular workshift of 5 days per week, these must accrue at least 210 effective work hours.
• In the case of employees who work a workshift of 3 or 4 days per week, or whose duties suffer valid temporary stoppages, unjustified absences must not exceed 10 days in the respective period.

Legal Bonuses: Benefit granted to all employees for Peruvian Independence Day and Christmas, irrespective of their type of employment contract (open-ended, conditional, or part-time agreements) and their number of years of services.

In that sense, employers are required to pay to employees 2 legal bonuses per year, the first one within the first 15 days of July, and the second one within the first 15 days of December, if applicable. The bonus amount is equivalent to each employee’s monthly salary amount in effect as of June 30 and November 30 of the same year, respectively.

Compensation for Years of Services (Compensación por Tiempo de Servicios or CTS in Spanish): It is a benefit granted with the purpose of preventing any contingencies which may arise as a result of employment termination. This benefit, including its interests, deposits, transfers, and withdrawals, is not subject to taxes, whether current or future, or to the contributions to the Peruvian Healthcare System or the Peruvian Pension System.

This benefit is granted to employees who are subject to the regular work regime of private companies, and who work at least an average of 4 hours per day and have worked at least 1 month.

The CTS must be paid in May and November, within the first 15 days of each of the referred months. The CTS amount is calculated based on the amounts earned by each employee in the corresponding semester; thus, the deposit made in May is based on the November–April semester, and the deposit made in November is based on the May–October semester. The CTS is deposited into a special bank account opened in the name of each employee.

Family Allowance: It is an employment benefit considered as a salary item which is granted to any employee who has underage children or children of legal age up to the age of 24, provided that such children are studying. This allowance is equivalent to 10% of the Peruvian Minimum Wage in effect as of the date when this benefit must be paid.
Employees’ profit-sharing: It is a benefit granted to the employees whose employer generates corporate income and has an annual average of more than 20 employees per month.

This amount is determined based on the balance of the taxable income for the fiscal year. To this end, the losses from prior periods are offset against the net income for the year, excluding the deduction of the employees’ profit-sharing.

Depending on the activity performed by the company, the rates to be applied on the resulting amount are as follows:

Activity	Rate
Fishing companies	10%
Telecommunication companies	10%
Industrial companies	10%
Mining companies	8%
Wholesale and retail companies and restaurants	8%
Companies performing other kind of activities	5%

Such amounts will be distributed among employees according to their number of years of services and their salary during the year, with a cap of 18 salaries:

• 50% will be distributed based on the days worked by each employee.
• 50% will be distributed based on the salary of each employee.

The following scenarios must be considered as days actually worked, to estimate each employee’s profit-sharing:

• Days when the employee actually complied with the regular work shift of the company.
• Absences considered as days attended for all purposes, as expressly stated by legal mandate.
• Days of prenatal and postnatal leave of female employees.

Life Insurance: It is a benefit granted to any employee since the beginning of the employment relationship. This is a type of insurance, which, in case of death, or total or permanent disability of the employee, such employee or their beneficiaries will be entitled to receive an indemnity for any damage occurred.

Visas & Work Permits

Types of Work Visas

1. Temporary Work Visa (Trabajador Temporal):

• Valid for up to 183 days within a 365-day period.

• Suitable for short-term contracts or probationary periods

1. Resident Work Visa (Trabajador Residente Dependiente):

• Valid for one year, renewable.

• Intended for long-term employment with a contract of at least 12 months

Application Process

1. Employment Contract: Secure a valid work contract with a Peruvian company.
2. Approval by Labor Ministry: The contract must be approved by the Peruvian Labor Ministry
3. Document Preparation: Gather necessary documents, including a valid passport, completed visa application forms, and a cover letter explaining the purpose of the trip
4. Submit Application: Apply through Peru’s General Directorate of Immigration and Naturalization (DIGEMIN) or at a Peruvian consulate if applying from abroad
5. Biometric Data: Provide biometric data and attend an interview if required

Required Documents

• Valid passport (at least 6 months validity).
• Copies of the passport.
• Completed visa application forms.
• Cover letter explaining the purpose of the trip.
• Employment contract.
• Financial support evidence (e.g., bank statements).
• No-objection letter from the employer

Additional Information

• Processing Time: The visa process can take from 5 to 30 days
• Renewal: Resident work visas must be renewed annually. After three years, you can apply for a permanent resident work visa