在 拉脱维亚 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。
Riga UTC+2 to UTC+3
Riga, Daugavpils
Euro (EUR)
Latvian, Russian, English
monthly or semi monthly
23.59%
拉脱维亚人才格局
Latvia has an estimated labor force of about 947,000 (2025), with talent demand concentrated in logistics, shared services, information technology, manufacturing and financial services. International employers are most likely to find relevant candidate pools for Software & BPO, Logistics, and Accounting & Finance. The market is compact, so targeted hiring and regional talent mobility are important for scarce specialist roles.
主要经济中心
Riga, Daugavpils
热门技能
Software & BPO
职场文化
Reserved Communication and Reliable Process
Latvian workplaces often value calm, concise communication and careful planning. Colleagues may take time to build trust and may not use extensive small talk.
Respect for Expertise and Defined Roles
Credibility comes from competence and consistent delivery. Employees generally appreciate clear responsibilities without unnecessary micromanagement.
Inclusive Coordination Across Generations
Latvian teams may include employees with different educational and professional backgrounds. Clear written decisions, respectful discussion and consistent processes help maintain inclusion without overcomplicating communication.
平均薪资
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 1,350 EUR | S$1,836 |
| Administrative Executive, Mid (3-5 years) | 1,850 EUR | S$2,516 |
| Book Keeper, Junior (1-3 years) | 1,250 EUR | S$1,700 |
| Book Keeper, Mid (3-5 years) | 1,650 EUR | S$2,244 |
| Finance Executive, Junior (1-3 years) | 1,600 EUR | S$2,176 |
| Finance Executive, Mid (3-5 years) | 2,100 EUR | S$2,856 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 1,600 EUR | S$2,176 |
| Graphic Designer, Mid (3-5 years) | 2,300 EUR | S$3,128 |
| UI/UX Designer, Junior (1-3 years) | 1,650 EUR | S$2,244 |
| UI/UX Designer, Mid (3-5 years) | 2,900 EUR | S$3,944 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 2,300 EUR | S$3,128 |
| Data Analyst, Mid (3-5 years) | 3,000 EUR | S$4,080 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 2,300 EUR | S$3,128 |
| Data Engineer, Mid (3-5 years) | 3,700 EUR | S$5,032 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 2,300 EUR | S$3,128 |
| Data Scientist, Mid (3-5 years) | 3,100 EUR | S$4,216 |
| Machine Learning Engineer, Junior (1-3 years) | 1,950 EUR | S$2,652 |
| Machine Learning Engineer, Mid (3-5 years) | 2,900 EUR | S$3,944 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 1,850 EUR | S$2,516 |
| Content Marketing, Mid (3-5 years) | 2,750 EUR | S$3,740 |
| Digital Marketing, Junior (1-3 years) | 1,850 EUR | S$2,516 |
| Digital Marketing, Mid (3-5 years) | 2,750 EUR | S$3,740 |
| Growth Marketing, Junior (1-3 years) | 1,950 EUR | S$2,652 |
| Growth Marketing, Mid (3-5 years) | 2,900 EUR | S$3,944 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 2,400 EUR | S$3,264 |
| Backend Developer, Mid (3-5 years) | 3,500 EUR | S$4,760 |
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 2,300 EUR | S$3,128 |
| DevOps Engineer, Mid (3-5 years) | 3,100 EUR | S$4,216 |
| Site Reliability Engineer, Junior (1-3 years) | 2,300 EUR | S$3,128 |
| Site Reliability Engineer, Mid (3-5 years) | 3,250 EUR | S$4,420 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 1,150 EUR | S$1,564 |
| Customer Service Officer, Mid (3-5 years) | 1,500 EUR | S$2,040 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 1,650 EUR | S$2,244 |
| Customer Success Manager, Mid (3-5 years) | 2,400 EUR | S$3,264 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 1,500 EUR | S$2,040 |
| HR Executive, Mid (3-5 years) | 2,000 EUR | S$2,720 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 1,850 EUR | S$2,516 |
| Blockchain Developer, Mid (3-5 years) | 2,750 EUR | S$3,740 |
| Payments Engineer, Junior (1-3 years) | 1,850 EUR | S$2,516 |
| Payments Engineer, Mid (3-5 years) | 2,450 EUR | S$3,332 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 2,100 EUR | S$2,856 |
| Cloud Engineer, Mid (3-5 years) | 3,100 EUR | S$4,216 |
拉脱维亚招聘指南
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。
拉脱维亚的薪酬发放
发薪周期
Salary is commonly paid on the last day of the month or by the 10th day of the following month.
最低工资
A statutory national monthly minimum wage applies.
加班费
- Generally 8 hours per day and 40 hours per week. - Average working time including overtime is subject to EU limits.
- Overtime Pay = Hourly Rate × 2.00 × Overtime Hours, unless lawful paid compensatory rest applies.
奖金
第 13 个月薪资
Latvia’s Labour Law does not require a 13th or 14th month salary for private sector employees. An annual or Christmas bonus is payable only when the employer has created a binding entitlement through the employment contract, a collective agreement, an internal remuneration rule, or an established practice.
No statutory formula applies. A contractual bonus may be a fixed amount, a percentage of salary, or a performance-based amount according to the governing document. Latvian law does not default the payment to 1 month of salary.
There is no statutory class of eligible recipients because Latvia has no mandatory private sector 13th month payment. An employee is eligible only if their employment contract, applicable collective agreement, remuneration policy, or consistent employer practice grants the payment. The same source must determine the qualifying period, performance conditions, payment date, proration for part-year service, and whether an employee who resigns or is dismissed before the payment date remains entitled. Where the payment is guaranteed or earned under objective conditions, it should be treated as remuneration rather than withheld as a purely discretionary gift. Paid annual leave under the Labour Law is a separate statutory entitlement and is not a 13th salary.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| State social insurance contributions | Employers in Latvia must apply the contribution and registration rules for State social insurance contributions. Payroll should separately identify the employer funded amount and any employee deduction, use the statutory contribution wage or ceiling, and retain evidence of enrolment. The exact branches covered are those listed in the scheme, which can include retirement, health, unemployment or employment injury protection. |
| Work injury protection under State social insurance contributions | Latvia requires employers to protect employees against accidents and occupational disease through the work injury component of State social insurance contributions or a legally approved policy. The obligation includes premium or levy payment, accident reporting and cooperation with medical or disability assessments. Coverage is not replaced by a private medical plan. |
| Statutory termination or end of service entitlement in Latvia | Latvia does not treat every separation identically. The final settlement must be calculated using the employee’s contract type, completed service and reason for termination, including statutory notice, accrued leave and any legally required severance or end of service award. Collective agreements may provide a more favourable formula. |
| Public healthcare or mandatory medical coverage in Latvia | Health protection in Latvia is delivered through the medical or sickness branch of State social insurance 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. |
| 可选 | |
| Performance or profit sharing bonus in Latvia | A performance or profit sharing bonus in Latvia 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. |
| Housing, relocation and remote work support in Latvia | Housing, relocation and remote work support in Latvia 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 Latvia | Meal, commuting and business travel support in Latvia 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. |
| Supplementary private medical insurance in Latvia | Private medical insurance in Latvia should be designed around the gaps left by State social insurance 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
拉脱维亚的国家税收名为 Value-Added Tax (VAT) 21%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | Up to 36% | Latvia applies Up to 36% 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 | Contributions to private pension funds and to life insurance schemes with the accumulation of contributions. However, the deduction for the sum of both types of contributions is limited to 10% of annual taxable income, but not more than EUR4,000 per year. . |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Latvia, 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 Latvia, 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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