在 智利 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Santiago UTC-6 to UTC-3
Santiago, Valparaíso, Concepción
Chilean Peso (CLP)
Spanish, English
monthly
5.87% – 6.47% + variable
智利人才格局
Chile has an estimated labor force of about 10.3 million (2025), with talent demand concentrated in mining, financial services, technology, renewable energy and logistics. International employers are most likely to find relevant candidate pools for Mining, Accounting & Finance, and Software & Data. The market can support focused regional or functional teams, with specialist depth concentrated in the main business centers.
主要经济中心
Santiago, Valparaíso, Concepción
热门技能
Mining
职场文化
Professional Formality and Senior Authority
Chilean workplaces often begin more formally than in some neighbouring markets, with titles and hierarchy carrying visible weight. Senior leaders may retain final approval even when teams contribute extensively.
Relationship Building with Reserved Communication
Trust develops through repeated contact and dependable delivery. Communication can be less outwardly expressive than elsewhere in Latin America, so quietness should not be read as disengagement.
Planning, Punctuality and Santiago Focus
Professional meetings in Santiago often value preparation and timeliness. Employers operating nationally should still account for geographic distance and regional industries.
平均薪资
| 职位名称 | 平均月薪（CLP） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 790,000 CLP | S$1,074,400 |
| Administrative Executive, Mid (3-5 years) | 1,053,000 CLP | S$1,432,080 |
| Book Keeper, Junior (1-3 years) | 709,000 CLP | S$964,240 |
| Book Keeper, Mid (3-5 years) | 962,000 CLP | S$1,308,320 |
| Finance Executive, Junior (1-3 years) | 911,000 CLP | S$1,238,960 |
| Finance Executive, Mid (3-5 years) | 1,195,000 CLP | S$1,625,200 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 911,000 CLP | S$1,238,960 |
| Graphic Designer, Mid (3-5 years) | 1,316,000 CLP | S$1,789,760 |
| UI/UX Designer, Junior (1-3 years) | 962,000 CLP | S$1,308,320 |
| UI/UX Designer, Mid (3-5 years) | 1,671,000 CLP | S$2,272,560 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 1,316,000 CLP | S$1,789,760 |
| Data Analyst, Mid (3-5 years) | 1,721,000 CLP | S$2,340,560 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 1,316,000 CLP | S$1,789,760 |
| Data Engineer, Mid (3-5 years) | 2,126,000 CLP | S$2,891,360 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 1,316,000 CLP | S$1,789,760 |
| Data Scientist, Mid (3-5 years) | 1,772,000 CLP | S$2,409,920 |
| Machine Learning Engineer, Junior (1-3 years) | 1,114,000 CLP | S$1,515,040 |
| Machine Learning Engineer, Mid (3-5 years) | 1,671,000 CLP | S$2,272,560 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 1,063,000 CLP | S$1,445,680 |
| Content Marketing, Mid (3-5 years) | 1,569,000 CLP | S$2,133,840 |
| Digital Marketing, Junior (1-3 years) | 1,063,000 CLP | S$1,445,680 |
| Digital Marketing, Mid (3-5 years) | 1,569,000 CLP | S$2,133,840 |
| Growth Marketing, Junior (1-3 years) | 1,114,000 CLP | S$1,515,040 |
| Growth Marketing, Mid (3-5 years) | 1,671,000 CLP | S$2,272,560 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 1,367,000 CLP | S$1,859,120 |
| Backend Developer, Mid (3-5 years) | 2,025,000 CLP | S$2,754,000 |
| 职位名称 | 平均月薪（CLP） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 1,316,000 CLP | S$1,789,760 |
| DevOps Engineer, Mid (3-5 years) | 1,772,000 CLP | S$2,409,920 |
| Site Reliability Engineer, Junior (1-3 years) | 1,316,000 CLP | S$1,789,760 |
| Site Reliability Engineer, Mid (3-5 years) | 1,873,000 CLP | S$2,547,280 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 658,000 CLP | S$894,880 |
| Customer Service Officer, Mid (3-5 years) | 861,000 CLP | S$1,170,960 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 962,000 CLP | S$1,308,320 |
| Customer Success Manager, Mid (3-5 years) | 1,367,000 CLP | S$1,859,120 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 861,000 CLP | S$1,170,960 |
| HR Executive, Mid (3-5 years) | 1,164,000 CLP | S$1,583,040 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 1,063,000 CLP | S$1,445,680 |
| Blockchain Developer, Mid (3-5 years) | 1,569,000 CLP | S$2,133,840 |
| Payments Engineer, Junior (1-3 years) | 1,063,000 CLP | S$1,445,680 |
| Payments Engineer, Mid (3-5 years) | 1,418,000 CLP | S$1,928,480 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 1,215,000 CLP | S$1,652,400 |
| Cloud Engineer, Mid (3-5 years) | 1,772,000 CLP | S$2,409,920 |
智利招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
智利的薪酬发放
发薪周期
Salary is typically paid on the last working day of the month.
最低工资
A statutory national minimum wage applies, with separate rates for certain age groups and non remunerative purposes.
加班费
- Generally 44 hours per week from April 2024, reducing to 42 hours in April 2026 and 40 hours in April 2028 under the phased reform. - Overtime is generally limited to 2 hours per day.
- Overtime Pay = Hourly Rate × 1.50 × Overtime Hours.
奖金
第 13 个月薪资
Chile does not require a conventional 13th month salary. However, employers that meet the statutory profit and accounting conditions must provide legal profit sharing or gratificación legal, unless a lawful alternative arrangement applies.
Employers generally use either Article 47 distribution of 30% of net taxable profits among eligible employees or Article 50 payment of 25% of each employee’s annual remuneration, capped at 4.75 monthly minimum incomes per employee. Contractual year end bonuses are separate.
Employees of qualifying profit making establishments that keep complete accounts may be eligible for legal gratification. The employer’s chosen statutory method, the company’s profit position, caps, advances, and collective or individual agreements determine the final amount. A separate Christmas or 13th month bonus is payable only when contractually promised or established by practice.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Public healthcare or mandatory medical coverage in Chile | Health protection in Chile is delivered through the medical or sickness branch of Pension fund, health insurance, unemployment insurance and occupational accident contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| Statutory termination or end of service entitlement in Chile | Employer initiated termination for business needs can require one month’s remuneration for each year of service and fraction over six months, normally capped at 11 years, plus notice or pay in lieu. |
| Work injury protection under Pension fund, health insurance, unemployment insurance and occupational accident contributions | Work related accidents in Chile are handled under the statutory injury provisions associated with Pension fund, health insurance, unemployment insurance and occupational accident contributions. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule. |
| Pension fund, health insurance, unemployment insurance and occupational accident contributions | Pension fund, health insurance, unemployment insurance and occupational accident contributions is the principal mandatory benefit framework for eligible staff in Chile. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts. |
| 可选 | |
| Housing, relocation and remote work support in Chile | Housing, relocation and remote work support in Chile is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
| Meal, commuting and business travel support in Chile | Meal, commuting and business travel support in Chile should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Performance or profit sharing bonus in Chile | A performance or profit sharing bonus in Chile is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Supplementary private medical insurance in Chile | Private medical insurance in Chile should be designed around the gaps left by Pension fund, health insurance, unemployment insurance and occupational accident contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
税务
国家税收
智利的国家税收名为 Value-Added Tax (VAT) 19%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | Up to 40% | Chile applies Up to 40% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | See local nonresident rules | Nonresident individuals are generally taxed only on local source employment income. The applicable rate can differ from resident rates and depends on source, presence, payroll withholding, and treaty relief. Confirm the cited country summary before payroll implementation. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | Instead of accounting for actual expenses, individual professionals and independent workers may take a standard deduction equivalent to 30% of gross income, limited to 15 Annual Taxable Units (ATUs; see Rates). |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Chile, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Chile, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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