名義僱主 (EOR) in​​  哥斯達黎加​​ 

在哥斯大黎加，名主產品和服務在遵守該國複雜的就業法規方面發揮著至關重要的作用。 他們負責監督整個僱用過程，從招聘到終止，確保符合當地法律。 人工智慧驅動的雇主雇主服務，如G-P雇主雇主，涵蓋從合法僱傭合約到管理工資稅的一切，確保企業的無縫運作。​​  

通過利用哥斯達黎加雇主記錄的專業知識，公司可以自信地應付各種監管要求，從而最大程度地減少法律風險。名義僱主 支援可降低違規的風險，使企業能夠專注於其核心活動，並使他們擺脫本地法律和稅務要求的複雜性。​​ 

哥斯達黎加僱用​​ 

導航哥斯達黎加的就業環境需要了解哥斯達黎加勞動法和習俗。與像 G-P 這樣的 EOR 合作可確保您的擴展方面的每個方面，從僱傭合約到終止，都得到合規處理。此策略通過確保遵守僱傭法和政策，有助於在哥斯達黎加市場建立強大的業務。​​ 

哥斯達黎加的僱傭合約​​ 

A written employment contract is generally required in Costa Rica. However, a verbal employment relationship can still be legally valid and may carry full employee rights. The contract must be in Spanish and clearly outline the terms of employment, including the job description, working hours, compensation, benefits, and termination requirements. Compensation should be stated in Costa Rican colones (CRC). If another currency is referenced, include the CRC equivalent and conversion method. An EOR ensures your contracts are fully compliant with the Costa Rican Labor Code from day one.​​ 

哥斯達黎加的工作時間​​ 

The standard maximum ordinary workweek is 48 hours for daytime work, 36 hours for night work, and 42 hours for mixed day/night schedules. Legal shifts are defined as:​​ 

• 白班： 5 a.m. 至7 p.m.，每天不超過8 小時或每週不超過48 小時。​​ 

• 夜班： 7 p.m. 至5 a.m.，每天不超過6 小時或每週不超過36 小時。​​ 

• 混合輪班：白班和夜班的組合，每天不超過7 小時或每週不超過42 小時。​​ 

僱員有權享有每天至少一小時的無薪休息。超時工作每天以4 小時為限，且必須支付正常時薪的150% 。某些領導和信任職位（按照勞動法規第 143 條定義）豁免工作時間限制，但不能要求每天工作超過 12 小時。​​ 

哥斯達黎加的公眾假期​​ 

Employees are generally entitled to 11 statutory public holidays per year:​​ 

• 1 月1: 元旦​​ 

• 四月11 ：萬聖節​​ 

• 濯足節 (日期不定)​​ 

• 耶穌受難節（日期不定）​​ 

• 五月1: 勞動節​​ 

• 七月25: 瓜納卡斯特吞併日​​ 

• 8 月2: 洛杉磯聖母節​​ 

• 8 月15: 母親節​​ 

• 8 月31: 黑人和非洲裔哥斯大黎加文化日​​ 

• 9 月15: 獨立日​​ 

• 12月1: 廢軍日​​ 

• 12 月25: 聖誕節​​ 

哥斯大黎加的假期天數​​ 

Employees earn at least two weeks of paid vacation after 50 weeks of continuous work for the same employer. This is commonly treated as 12 working days for a six-day workweek, depending on the employee’s schedule and company policy. The employer must grant earned annual vacation within 15 weeks after the vacation right becomes due, generally after 50 weeks of continuous service. An EOR can help track accrued vacation time to ensure compliance.​​ 

哥斯達黎加的病假​​ 

For the first 3 days of sick leave, the employer must pay at least 50% of the employee’s salary. From the fourth day onward, the Costa Rican Social Security Fund generally covers the sickness subsidy, subject to eligibility and certification rules. From the fourth day onward, Costa Rica's Social Security Administration (Caja Costarricense de Seguro Social - CCSS) generally provides a subsidy of 60% of the employee’s salary or reference wage. The employer generally has no further statutory payment or top-up obligation, unless a contract, policy, practice, collective agreement, or special regime provides otherwise. A medical certificate is required for the employee to claim this benefit.​​ 

哥斯達黎加的產假和陪產假​​ 

女僱員可享有 4 個月的帶薪產假：出生前 1 個月和之後 3 個月。費用分割，僱主和 CCSS 支付僱員薪水的 50%。在懷孕和產假期間受到保障的工作安全。​​ 

As of a 2022 law change, biological fathers are entitled to paid paternity leave of 2 days per week for the first 4 weeks after the child’s birth, for a total of 8 paid days.​​ 

哥斯達黎加的稅收和社會安全​​ 

每位僱員必須在 CCSS 註冊，以便遵守醫療保健和養老基金。社會安全供款的總成本很大。僱主和僱員都必須承擔確保遵守稅款的責任。​​ 

• Employer contribution: Generally about 26.67% of the employee's salary for social security and related payroll charges.​​ 

• 員工貢獻：約 10。67% 他們的薪水。​​ 

僱主還有責任根據漸進規格從僱員薪水從預扣所得稅。G-P 作為名義僱主，管理所有哥斯達黎加薪金計算、預扣和匯款給正確的當局，確保完全合規。​​ 

13哥斯大黎加第 3 個月獎金​​ 

Employees are legally entitled to a 13th-month bonus, known as the aguinaldo. It is generally equal to one-twelfth of the employee’s total salary earned between December 1 of the previous year and November 30 of the current year. It must be paid by December 20.​​ 

哥斯達黎加的終止和遣散費​​ 

A probationary period can generally be set for a maximum of 3 months. During this period, termination does not require severance pay, unless it is unlawful or discriminatory. Accrued statutory entitlements remain payable. Termination with just cause, as defined in Article 81 of the Labor Code, also absolves the employer of paying severance.​​ 

如果沒有原因的終止，僱主必須提供通知（預先）或付款，代替：​​ 

• More than 3 months and up to 6 months of service: 1 week's notice.​​ 

• 6 個月至1 服務年限： 15 天的通知。​​ 

• 服務超過1 年： 30 天前通知。​​ 

Employees terminated without cause are also entitled to severance pay (cesantía). The amount is based on the employee’s average salary over the last 6 months and length of service. It starts at 7 days’ pay for 3 to 6 months of service, rises to 14 days for 6 months to less than 1 year, and then generally ranges from about 19.5 to 22 days per year, capped at 8 years’ service. Navigating these complex calculations and legal requirements for termination is a primary function of an EOR, mitigating risk for your company.​​ 

為什麼選擇 G-P 作為您在哥斯達黎加的名義僱主？​​ 

G-P EOR 是屢獲殊榮的 AI 驅動的 SaaS 平台，使雄心勃勃的公司能夠建立全球團隊。在幾分鐘內加入、管理和付款超過 180 國家的頂尖人才，繞過本地實體設置的典型時間、成本和複雜性。G-P 名義僱主 是領先的 HUMAN CAPITAL MANAGEMENT；人力資本管理、專業就業組織 和薪資平台的首選合作夥伴。將您的人手資料整合在一個地方，以維護現有的工作流程，同時確保整合式系統中的資料一致且準確。​​ 

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