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If you are interested in hiring a remote team in Bolivia, or even just individual remote employees in Bolivia, then you have come to the right place!
Rivermate is an Employer of Record (EOR) that offers Bolivia payroll solutions. As a Bolivia payroll provider, we will cover everything from salary, benefits, employer-to-employee contributions, and especially payroll compliance in Bolivia. We are confident Rivermate’s payroll solutions Bolivia will help you grow as a business—because now, you won’t have to worry about your payroll solutions Bolivia. We take care of everything payroll!
With Rivermate, you can run Bolivia payroll services in just one click—regardless of currency, benefits, insurance, and your local labor laws. Everything is automated. Our priority is for you to focus on your company’s strategy and growth.
Our Rivermate Global Payroll services are made especially for startups and scaleups. We know that startups try to be extra prudent when it comes to choosing a payroll provider, so it is our mission at Rivermate to be your most reliable and cheapest payroll provider option. So if you’re looking for global payroll providers for small businesses, look no further and book a call with us now!
Your business must register with the Ministry of Labour and the appropriate social security organizations. You must register new employees for social security within five days of their start date.
You will pay 13 salaries as an employer, one per month plus a Christmas bonus at the end of the year. Companies with a GNP of more than 4.5 must pay a second Christmas bonus.
Employers are required to withhold 13% of an employee's monthly salary for income taxes. Other deductions include:
1. 10% on retirement contributions (future pension payments).
2. 0.5 percent for contributions to the solidarity pension.
3. 0.5 percent commission for Pension Funds Administrators
4. 1.71% to pay for specialized insurance that protects against common risks.
Employees who earn more than a certain amount per month are subject to an additional withholding. These contributions support the system of national solidarity pension funds. These payments are classified as follows:
1. 1% of salaries between $13,000 and 25,000 BOB
2. 5% of salaries between 25,000 and 35,000 BOB
3. 10% of salaries above $35,000 BOB
Employers must also make the following contributions without deducting them from employees' pay:
1. 10 percent to the National Health Care body
2. Two percent for housing
3. One percent to the Institute of Professional Formation (INFOCAL)
4. Three percent for the solidarity pension fund
5. 1.71 percent as a professional risk premium for special insurance
Companies that wish to expand their operations globally have four different payroll options in Bolivia. These payroll options are:
1. Internal Payroll. This payroll option is applicable for already established companies in Bolivia. It includes devoting an entire Human Resources staff to running the company's payroll procedures.
2. Remote Payroll. Smaller firms may lack the capacity to handle their own payroll, but they may add their workers to the parent company's payroll. This action, on the other hand, requires considerable thinking. You must guarantee that you follow the rules and laws of each nation.
Working with a local outsourcing firm is one method to retain money in the local economy, but you'll still need to study all of the local rules and regulations, since you'll be held responsible.
3. Bolivia payroll outsourcing: Outsourcing your payroll to an Employer of Record in Bolivia, such as Rivermate, is another alternative for Andorra payroll outsourcing. We can manage all aspects of your payroll, including compliance. Send us a note and we'll get back to you as soon as possible!
Payroll processing can be difficult. Bolivia's payroll compliance requirements can change on a regular basis as laws are enacted or amended. Maintaining compliance with these laws is critical if you want to continue hiring in Bolivia and provide your employees with a positive work experience.
Statutory compliance is the act of adhering to all of a country's labor, tax, and payroll laws. It's critical because noncompliance can have serious consequences for a company.
For example, failing to comply with tax laws can result in significant fines for companies hiring in Bolivia. Failure to register can result in a business being closed and a fine of 2,500 Housing Promotion Units (UFV). Similarly, failing to properly compensate employees can result in lawsuits and the need to pay significant back pay, damages, and fines. Working with payroll services Bolivian experts recommend can assist your business in remaining compliant and avoiding these fines.
Companies that have a business presence in Bolivia have different ways of managing payroll. However, most of the options you have for running payroll in Bolivia are either expensive or require establishing a subsidiary in Bolivia. The cheapest, most efficient, and most reliable payroll processing system in Bolivia is by outsourcing payroll to Employers of Record (EOR) in Bolivia. Rivermate is one of those Employers of Record.
At Rivermate, we offer you the most efficient, most compliant, and cheapest HR and Payroll Management services in Bolivia. We do this by taking care of your payroll-related needs, such as keeping track of your employees’ financial records, including incentives, gross and net salary, and payslips, all the while staying compliant with the labor laws in Bolivia. Because we do your online payroll management for you, you can have absolute focus on your business’ strategy and growth.
Rivermate is all about growth through collaboration and we achieve this by offering the most reliable yet cheapest services for managing payroll for small businesses in Bolivia.
Employers can typically terminate an employment contract by giving the employee notice.
Bolivia's government adjusts the minimum wage annually to ensure that all workers receive an increase. The minimum wage was 2,164 bolivianos (BOB) per month as of May 2021.
Employees are eligible to receive a tax-free Christmas bonus equal to one month's salary. Additionally, employees receive a second holiday bonus if the economy grows by at least 4.5 percent annually. Additionally, employers must distribute 25% of their profits to employees, with a minimum payment of one month.
Bolivia's standard workweek is 48 hours. Employees work an average of eight hours per day for six days. This does not apply to managers, whose workdays may be extended up to 12 hours. For younger employees, work hours are reduced.
Male employees cannot work more than 48 hours per week, while female employees cannot work more than 40 hours per week. The daytime hours of operation are 6 a.m. to 8 p.m. Shift workers' hours may be extended.
Night work is defined as hours worked between 8 p.m. and 6 a.m. Employees may work no more than seven hours per night and must receive a salary increase of 25% to 50% for hours worked during the night period. Salary increases should be proportionate to the nature of the work and the employee's circumstances.
If a day shift exceeds five hours, workers must receive a two-hour break. After three and a half hours, night workers may take a break.
Bolivia's universal health care system ensures that employees get free medical treatment. Employers may be liable for reimbursing their workers for private health care in certain situations. Numerous companies opt to pay for their employees' private health insurance.
These are voluntary enhancements to mandatory social security contributions. Employers and workers both contribute to the short and long-term social security systems. These perks include paid sick leave and pension contributions. Employers are required to register each employee for social security benefits during the first five days of employment.
Special advantages are often available. Employers may negotiate with applicants prior to writing the employment contract's provisions.
