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Payroll in Uruguay

Occupying the heart of Latin America, Uruguay is now the commercial hub in South America. With its booming GDP, foreign investors are very much looking forward to setting up their business here. 

Uruguay has a hassle-free method for entrepreneurs to set up their businesses there. Be it a foreign investor or an Uruguayan, the benefits, compensation, taxes, and payrolls are the same. This makes it much more lucrative for expatriates to establish businesses or work here. 

Uruguay has a comprehensive yet easy payroll setup and laws for businesspersons. Let’s read about the payroll rules and regulations in Uruguay that helps to grow the business promiscuously. 

How is Payroll Calculated in Uruguay? 

To calculate payroll rules and regulations in Uruguay, companies can calculate the payroll as follows: 

  • Calculate the wages and salaries of the employees.
  • Withhold the income tax, social and pension contributions of the employees.
  • Print and deliver the salary receipts to the employees.
  • Make direct deposits of wages and benefits.
  • Develop the management reports.
  • Present the required management reports for compliance.

Important Elements of Salary Structure in Uruguay 

Uruguay’s robust and comprehensive salary structure distinguishes it from other countries. These include: 

  • Cost to Company (CTC): IT is the total package offered to an employee. It comprises all components like basic salary, allowances, perquisites, or other contributions.
  • Basic salary: The base income of an employee comprises 30-50% of the total income. A basic salary of an employee is calculated before any reduction or addition, which might include social security, bonus, overtime, or allowance.
  • Gross salary: It is the combination of basic salary and allowance. A gross salary does not include taxes and other deductions.
  • Net salary: The takeaway salary is directly credited to the employee’s bank account. Employees get the net salary after deducting income tax and other relevant deductions per company policies. 

How to Set Up a Payroll in Uruguay

Payroll in Uruguay comprises three stages, which are as follows: 

  1. The first step consists of setting up an organization with the correct tone for the team. Companies need to register their organization with the Chamber of Commerce.  
  2. Obtain a Tax Identification Number (RUT) by registering with Direccion General Impositivia (DGI). 
  3. Register with the Ministry of Labor and Social Security to make successful deductions from an employee’s salary. 
  4. Draft a payroll policy by considering factors like the business profile, leave policy, work location, and other crucial factors. 
  5. Decide on the payroll schedule and convey the same to the employee for a transparent payroll in Uruguay. 
  6. The employer can send the calculation reports to the banks for disbursing the payments easily. One can also employ payroll software for salary distribution.
  7. Employers have to keep payroll accounting records per pay cycle. Since payroll is a major expense, the record can be consulted to mitigate any issue. 

A Step-by-Step Processing of Payroll Processing in Uruguay

Here is a step-by-step Uruguay payroll guide. 

Step 1: Calculate the gross wages 

  • Timekeeping is essential to the Uruguay payroll guide. 
  • Start the payroll processing by calculating the working hours of the employee. It not only determines the compensation provided but also discusses overtime and hazard pay in detail. 

Step 2: Account for voluntary deductions

  • Next, calculate the voluntary deductions mentioned in the employee’s employment contract.
  • This includes social security deductions, healthcare pensions, and others. 
  • The organization should send all the deduction records to agencies. This would ensure the employers’ compliance based on payroll and safeguard them from violating any law.

Step 3: Pay your employees on time 

  • The final and most crucial step is to pay the employees timely. This shows integrity on the employer’s part and strongly adheres to Uruguayan social security. An efficient payroll system that seems seamless to the employees who receive checks in hand with direct deposits holds a good image in front of Uruguayan social security. 

Step 4: Issue payslips

  • Prepare and issue employee payslips, including gross pay, deductions, and net pay. 

Step 5: Maintain records

  • Employers have to keep records of payroll accounting as per each pay cycle. Since payroll is a major expense, the record can be consulted to mitigate any issue. 

Payroll Contribution 

In Uruguay, there are contributions for both employees as well as employers have certain contributions to make in the payroll cycle. They are: 

Employer contribution 

The employer contribution in payroll taxes are: 

Health Insurance 


Labor Re-conversion funds 


Pension Fund


Labor Credit Guarantee Fund 


Employee contribution 

The employee contribution of payroll in Uruguay are: 

Pension Fund 


Health Insurance 


Labor Re-conversion Fund 


Payroll Cycle 

The payroll in Uruguay is processed monthly. The employers are entitled to pay the employees by the 5th day of the following month. 

Employees are entitled to a 13-month salary payment, also known as “Aguinaldo,” distributed in two halves: June and December. 

Uruguay Payroll Options for Companies 

Uruguay offers a plethora of payroll options for companies. Let’s know those payroll policies and procedures in Uruguay. 

  • Internal payroll option: This system requires a larger staff with more capital and an ironclad commitment to work in Uruguay long-term. 
  • Remote payroll option: This works when the entrepreneur adds Uruguayan employees to the parent company’s payroll from a different country. This commonly used payroll in Uruguay allows employees to use a single payroll. However, the employees and the employers would still have to follow the regulations for each country. 
  • Uruguay payroll processing company: This can be done by contracting with an Uruguayan payroll processing company that will protect their company from working on their payroll. However, the employer still had to comply with Uruguayan social security regulations. 
  • Uruguay payroll outsourcing: In this scenario, payroll in Uruguay can be outsourced with global platforms like Multiplier. Payroll outsourcing companies would help the employers set up a robust payroll on their behalf and act as an Employer of Record per Uruguayan laws. 

Entitlement and Termination Terms 

Employers must mention the following termination and entitlement terms in the employment contracts. 

Termination terms

  • Employers can terminate the fix-term contracts due to the following reasons
    1. Business
    2. Personal
    3. Misconduct
  • If an employee is terminated due to misconduct, an employee gets a chance to explain the same. Employers have to give a warning before terminating the employee. 
  • The notice period is typically 1.5 weeks for the employer and employee.
  • Employers are liable to provide severance pay at the rate of one month’s salary every year (up to six months).

Entitlement terms 

  • Working hours: According to the payroll compliance checklist in Uruguay, the working hours in Uruguay are 8 hours a day or 44 hours a week. 
  • Minimum Wage: The financial year of Uruguay lasts from January 1 to December 31. According to the January 2023 guidelines, the minimum wage in Uruguay is UYU 21,106 per month. Employers have to adhere to these laws or otherwise face penalties. 
  • Public holiday: An employee in Uruguay is entitled to 12 public holidays. 
  • Sick days: An employee is entitled to up to 1 year of sick leave that compensates 100% of the employee’s salary on the first three days of sickness. The Uruguayan social security system also compensates the employee. 
  • Probation period: The typical probation period in Uruguay is up to 3 months. 

Uruguay Payroll Processing Company 

Payroll, taxes, and compliance require significant time and compliance with local. Especially when the business owner is new to the trade. This is where Multiplier helps. One can employ their in-house software payroll in Uruguay or Multiplier to do it on their behalf. Multiplier is a one-stop solution for all issues that might encompass setting up a payroll in Uruguay. 

How Multiplier Can Help with Global Payroll? 

Multiplier is the one-stop solution for all the problems of setting up a payroll. We have already assisted in setting up payroll in more than 150+ countries. Our team of experts also offer a SaaS-based EOR solution that helps to employ diverse talents from different parts of the country. They are also well-versed in testing out new diverse markets and also assist in setting up teams in new countries. Furthermore, Multiplier is a one-stop solution for all employee needs with minimal costs.

Frequently Asked Questions

Employers, according to the law and social security, offer certain benefits like overtime pay, paid leaves, public holidays, maternity and paternity leaves, and other important amenities.

If there is non-compliance with payroll in Uruguay, the employer is liable to liquidate the items to pay the employees and make the corresponding payments substantially. According to the law established in Law 18.752, it indicates the omission of payments or labor credits might lead to automatically generating a 10% fine of the amount of credit owed.

There are several payroll benefits with outsourcing. They are:

  • Reduced administrative stress. 
  • Good standing with the Uruguayan authorities. 
  • Expert advice. 
  • Usage of the latest software.

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