Ecuador uses a pay-as-you-earn (PAYE) system for all income taxes. Employers are responsible for withholding the right amount for taxes from each employee’s pay every month based on their salary. Companies also need to report the employee’s taxes and deductions on a 107 Form at the end of each year.
従業員も雇用主も毎月社会保障に貢献しています。 従業員は総給与の9.45%を拠出し、雇用主は12.15%を拠出する必要があります。 However, after the professional completes 1 year of employment, employers have to contribute to the “reserved fund” (fondo de reserva) on a monthly basis, which is an additional 8.33%.
Ecuador payroll options for companies
どの企業にもさまざまなニーズがあるため、エクアドルには次のような給与オプションがあります。
- Internal: Running an internal payroll is usually a good option for large subsidiaries with a commitment to Ecuador and a robust HR team.
- Ecuador payroll processing company: Using an Ecuador payroll processing company is great for businesses that want to outsource with a local company. You will, however, still be liable for all compliance matters.
- G-P: The easiest way to run payroll in Ecuador and stay compliant is partnering with an Employer of Record (EOR) like G-P. 当社なら、すべての従業員が期日通りに給与を支払われるので安心して、ビジネスの他の重要な側面に集中することができます。
How to set up a payroll in Ecuador
Companies can’t set up an Ecuador payroll immediately. You will have to spend time establishing a subsidiary before you can choose an Ecuador payroll option.
However, G-P eliminates this requirement. By leveraging our existing subsidiary, you won’t have to go through the lengthy process and can begin hiring in minutes, not months.
資格/終了条件
In Ecuador, termination of employment is complex. The concept of advance notice of termination by the employer does not exist. If an employer terminates the employment without cause (which is considered a wrongful dismissal or a sudden termination) or for cause but does not follow the required process, the employee is entitled to a severance payment.
Severance pay is equal to 1 month’s salary for each year of service (or a part thereof), but no less than 3 months (or more than 25 months) of pay. Employers must pay an additional severance equal to 25% of the last salary earned multiplied by the years of service.
Termination with cause requires employers to follow a specific procedure including notification and approval from the labor inspector. If the labor inspector concludes that the termination is justified, the employment may be terminated, and the employee is entitled to pay until the date of resolution by the labor inspector.
G-P でグローバル給与管理を合理化します。
G-Pは、市場をリードするGlobal Employment Platformを使用して、給与管理プロセスの各ステップを合理化します。 99%の定時自動給与システムなら、数回のクリックで、世界中のどこでも自信を持ってチームに150通貨で支払います。 当社の製品は、主要なHCMソリューションとも統合され、プラットフォーム間で従業員の給与データを自動的に同期し、HRチームにとって信頼できる便利な情報源を1つ作成します。
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