Employer of record in Venezuela
We make it easy and painless to expand your business into Venezuela. Forget about dealing with local regulations, confusing tax laws and international payroll management. We take care of all that so you don't have to.
Accelerate your growth into Venezuela compliantly and hassle-free
How we can help you expand in Venezuela
As your EOR in Venezuela we’d help you expand by hiring employees and running their payroll without establishing a local branch office or subsidiary.
Your candidate is hired by a PEO in Venezuela provider in accordance with local labor laws and can be onboarded in days instead of the months it typically takes. Shortly after, your new employee will be working for you, just like any other member of your team.
Expand to Venezuela with Serviap Global
Through our PEO and EOR services, you can hire qualified talent in your industry without the trouble of opening your own legal entity.
In just a few days, you can easily and safely build a presence in Venezuela being sure that your staff will be hired in compliance with labor and tax regulations
Table of contents
Venezuelan Bolivar (VEF)
From 1958 to the early 21st century the republic was more democratic and politically stable than most other Latin American nations.
The republic’s development pattern has been unique among Latin American countries in terms of the speed, sequence, and timing of economic and demographic growth. In the 20th century Venezuela was transformed from a relatively poor agrarian society to a rapidly urbanizing one bolstered by sales of huge petroleum reserves.
Small and medium businesses
Small-, and medium-sized enterprises (SMEs) contribute to the mainstream economy providing vast business opportunities. SMEs are also the breeding ground for larger companies in the future. They contribute significantly to savings and investment and are involved in the development of appropriate technology.
Venezuela is a country of about 28.3 million people (2021). During the petroleum boom in Venezuela in the 70’s, many professional and technical workers relocated from Argintina, Chile, and Uruguay. The average age of the people is 28 years and the population boasts a 96% literacy rate.
Venezuela has a mixed economy, which means there are both privately-owned and state-owned businesses.
Venezuela offers U.S. companies excellent offshore talent. Many workers have strong managerial experience and even more are looking for a new opportunity to improve their employment status.
Key sectors of the national economy
Petroleum exploitation and manufacturing is the largest sector of Venezuela’s economy. Petroleum alone makes up more than 50% of the country’s total Gross Domestic Product (GDP)
The most common products from the manufacturing sector include aluminum, cement, steel, electronics, automobiles, food and drinks.
Agriculture is 3% of the economy. Farm and ranching enterprises focus on raising rice, corn, fruit, beef and pork.
Venezuela has a young, low-cost, labor pool. In recent years Venezuela’s government has made improving the quality of life of Venezuelan workers a priority with progressive reforms by the working class in wages, social security and workplace conditions.
The government has made the employer/employee relationship tip in favor of the employer through a restructuring that relaxes labor relations and wage income. This makes employees more reliant on bonuses.
Prominent Venezuelan cities for business
Businesses in Caracas include banks, service companies, shopping malls, and a largely service-based economy. The city also serves as a hub for communication and transportation infrastructure between the metropolitan area and the rest of the country.
Important industries in Caracas include chemicals, textiles, leather, food, iron and wood products.
The main income streams come from oil extraction and refining, growing coffee, maize, rice, cassava, sugarcane and cocoa. Mining enterprises include clay, limestone, coal and sand.
Valencia is the third-largest city in Venezuela. It’s an economic hub where Venezuela’s top industries and manufacturing companies are located.
The government has created several programs aimed at improving access to technology for citizens. The government has an interest in promoting technology in the country.
There are a growing number of computer centers opening called “infocenters”. They offer residents technology-based services, including computer training and access to the internet.
Facilities for foreign investment
Venezuela is open to foreign direct investment (FDI) with a large national market and a wealth of natural resources. Foreign direct investment is a high priority for both economic stability and to tamp down inflation.
Other positives include the adoption of production assistance policies to the agri-food industry (coffee, tropical fruits, rice, tobacco, cocoa, alcoholic beverages), as well as to the automobile industry and audiovisual production.
The Pabellon Criollo is the most traditional dish in Venezuela and it’s usually a lunch. It’s made of white rice, shredded beef, black beans and sweet fried plantains.
Arepas is a bread made from cornmeal and can be filled with any kind of cheese, shredded meat, tomato, lettuce and avocado.
Bollitos Pelones is a dish of beef meatballs, covered in a cornmeal topping with tomato sauce. They’re usually eaten at dinner.
Caracas, Maracaibo, Valencia
Thousands separator format
Country dial code
Brazil, Colombia, Guyana
March 31 – December 31
VEF$130 per month
Taxpayer identification number name in the country
What you need to know about employing personnel in Venezuela:
Laws and agencies that regulate labor relationships
|Constitution of Venezuela
The Constitution of the Bolivarian Republic of Venezuela (CRBV) is the twenty-sixth constitution of Venezuela.
It was drafted in mid-1999 by a constituent assembly that was created by popular referendum.
|Venezuelan labor law
|The labor law deals with critical issues important to all employers running businesses in order to safeguard employees and the Venezuelan economy.
Social security contributions payable by the employer could amount to 10%, 11% or 12% of salary, with rates varying according to the risk associated with the employee’s work (capped at five minimum salaries).
Key tax and labor authorities
The Venezuelan Labor Law is called the Organic Law of Labor and workers. This deals with critical issues important to all employers running businesses in order to safeguard employees and the Venezuelan economy.
|There is no statutory probation period, but employers can use this time to test whether the employee is suited to the role.
Duration of a labor contract:
3. Fixed-term contract:
|Contractually binding policies and rules
|Employers must have policies that they create written in Spanish. Best practice includes notifying employees and then handing them a policy to sign.
Limited to eight hours per day, 40 hours per week, which must be worked in a period of five days with two continuous and mandatory rest days per week.
Night shifts (between 7 p.m. and 5 a.m.) Shifts are limited to seven hours a day, and 35 hours per week.
Labor Code dictates contracts must contain:
- Work hours
- Sick leave & pay
- Maternity / Parental leave & pay
Legal Benefits in Venezuela:
|Generally paychecks are distributed monthly and can be in bolivares or USD
|Overtime shall be paid at time and a half of the regular salary
|Mandatory / Paid at year- end
|Occupational risk insurance
|The Superintendencia de la Actividad Aseguradora regulates the Venezuelan insurance industry
|Vacations or PTO
|When the employee completes one year of uninterrupted work, he/she will enjoy a paid vacation period of fifteen working days
Pregnant employees are entitled to take six weeks’ leave before giving birth and 20 weeks’ leave after giving birth (Article 336, New OLL)
During this period, pregnant employees receive 66.66% of their monthly salary from social security not to exceed five times the minimum salary
Employers can also pay employees, and then deduct the payment from the social security bill
A father is entitled to paid paternity leave from the social security system of 14 continuous days from the date of birth
The New OLL includes leave for care of the spouse, ascendants and descendants up to the first degree of consanguinity, if required and for a time agreed by the employee and employer
Carers’ rights are usually contractual and are set out in collective bargaining agreements or internal policies
|Parents are entitled to one paid day of leave per month when their children are sick, for the first year after their birth (Article 15, Organic Law on Prevention, Conditions and Health Environment at the Workplace Regulations)
|Foster child leave
A foster mother who adopts a child that is under three years of age has the right to 26 weeks’ maternity leave, from the date of the family placement.
The foster mother is also entitled to enjoy indemnification (paid by social security) for her living maintenance and that of her child, and is protected against dismissal for two years from the family placement
Foster fathers of children under three years of age are protected from dismissal for up to two years after the family placement (Article 339, New OLL)
Foster fathers of children under three years of age can take paid paternity leave for 14 continuous days from the family placement.
Employers contribution or labor cost applies to the following:
- Old age
- Retirement and unemployment or forced unemployment
Social security contributions:
Payable by the employer these could amount to 10%, 11% or 12% of salary, with rates varying according to the risk associated with the employee’s work (capped at five minimum salaries).
Employers also pay an amount equal to 2% of the salary for the unemployment insurance system (up to ten minimum salaries), and 2% of the salary for each of the housing assistance schemes and the training of the employee.
Furthermore, employers contribute under the Organic Law on Prevention, Working Conditions and Working Environment (LOPCYMAT) at rates varying between 0.75% and 10% depending on the type of work.
Annual taxable income
Income of resident individuals expressed in tributary units is subjected to tax at progressive rates. As of June 2021, each TU is valued at VEF$20,000.
|Over this amount
|Not over this amount
|Tax % on Excess
|Over 6,000 units
Corporate tax rates
Income Tax Law reform established the concept of a taxable unit (TU).
The tax code established the initial TU at 1 bolívar fuerte (VEF), with annual basis adjustments according to the variation on the Consumer Price Index (CPI) from the previous year. For 2021, the TU published value is VES 20,000.
|Taxable gross income
|3,000 and up
Organic Law on Prevention, Working Conditions and Environment of July 25, 2005 helps to monitor things such as disability needs. Employers contribute under the Organic Law on Prevention, Working Conditions and Working Environment (LOPCYMAT) at rates varying between 0.75% and 10% depending on the type of work.
The Labor Code provides for public holidays that are observed in Venezuela:
|New Year’s Day
|15 & 16 February
|Thursday before Easter
|Friday before Easter
|Declaration of Independence
|Battle of Carabobo
|Simon Bolivar Day
|Day of Indigenous Resistance
|New Year’s Eve
|Type of termination
|No severance pay in case of dismissal with just cause, which corresponds to employee’s misconduct (article 79 OLLW). Employee’s capacity is not a just cause for dismissal
Under an immunity decree it’s not possible for an employer to terminate an employee’s employment for unjustified cause for workers with less than one month tenure, employees in managerial positions and seasonal and occasional workers.
Workers unjustifiably dismissed have the right to request their reinstatement and also a seniority indemnity equivalent to 30 days’ wages per year of service or fraction exceeding six months, up to a maximum of one hundred and fifty days’ wages
When an employee resigns for reasons not attributable to the employer there is no severance payment, but there is a payment of outstanding benefits.
The employee must give prior notice to the employer of his resignation
Other forms of compensation upon termination include:
|Length of employment
|Per years of service (and/or fraction of 6 months of service)
|30 days’ wages per year of service
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