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Payroll in Venezuela

Venezuela is a country located on the northern coast of South America. It borders Colombia to the west, Brazil to the south, Guyana to the east, and the Caribbean Sea to the north.

Venezuela is rich in natural resources, including petroleum, natural gas, iron ore, gold, and diamonds. The country is a founding member of the Organization of the Petroleum Exporting Countries (OPEC).

Employers in Venezuela must follow a systematic incorporation of payroll requirements, just like in other countries. The many incentives and security provided to employees by Venezuelan labor laws include paid leave off, social security, minimum wage, and other perks. 

Many taxes, including employees’ and employers’ contributions and supplementary payroll taxes, are levied on wages in Venezuela. These taxes are calculated based on the employee’s wage and other factors. Employers must withhold and pay these taxes to the appropriate authorities on behalf of employees.

Read on to find out how payroll policies and procedures in Venezuela.

How Is Payroll Calculated in Venezuela?

Venezuela payroll requirements entail keeping track of the time spent by each employee, determining their compensation, and disbursing money either by cheque or direct deposit to their bank accounts. Companies must undertake accounting tasks as well, though, to keep track of payroll, taxes deducted, bonuses, overtime compensation, sick pay, and vacation pay. Companies must set aside and keep track of the money needed to pay medical, Social Security, pensions, and unemployment taxes to the government.

Payroll is calculated by:

  • Determining the employees’ gross pay.
  • Examine their gross salary by utilizing the employee’s pay rate and planned pay intervals. To calculate the total pay of an employee who is paid by the hour is by use the following formula:
  • Hourly rate x the number of hours worked = gross compensation.
  • The formula to find the yearly salary of a salaried employee is- 
  • Annual salary x the number of payment periods in the year = gross compensation.

Important Elements of Salary Structure in Venezuela

Some important elements of payroll in Venezuela are- 

  • Cost to Company (CTC): The overall sum that the business spends on an employee’s wage package, whether directly or indirectly. The total pay plus gratuity and provident fund deductions make up this amount.
  • Base salary: Excluding any perks or deductions, the employee’s base income is determined by their basic salary, a set, taxable sum ranging between 40 and 45 percent of their CTC. The designation and industry mostly influence the base wage.
  • Gross salary: Before taxes and other payroll deductions in Venezuela, pay is referred to as a “gross salary.” It comprises base pay, bonuses, and other benefits.
  • Net Salary: The take-home pay, or net wage, is an employee’s monthly earnings.  The figure excludes expenses for the employee pension fund and different taxes but does include the basic wage and allowances.
  • Allowance: An employee may get an allowance in addition to their net wage, which may or may not be taxed. According to the company’s policies, employees may be eligible for a home rent allowance (HRA), medical benefits, travel reimbursements, etc.
  • Bonus: This is an additional payment, either fixed or variable, that an employee can receive in honor of exceptional work performance. Various companies may offer various bonus sums at various times.

How to Set Up a Payroll in Venezuela

Here are some basic steps to remember while setting up a payroll in Venezuela. Have a proper understanding of all the payroll rules and regulations in Venezuela so that it does not hinder business in the future. 

  • Foreign enterprises can recruit employees to provide services there without being formally registered to conduct business in Venezuela. However, regardless of nationality, it is a requirement that all employers register their employees with their Social Security Office and other labor organizations.
  • Employers must have a Venezuelan place of business, establish a branch or subsidiary there, and register the organization with the appropriate labor authorities before they can register their employees, deduct the necessary taxes and special contributions from employees’ paychecks, and pay them to the appropriate authorities.
  • Getting an Employer Identification Number (EIN) is important in setting up a payroll. For tax reasons, your company will be identified by this number. 
  • Make sure to verify that every employee is qualified to work in Venezuela and that you comply with all the legal requirements for hiring.
  • Periodically review and update payroll procedures to ensure compliance with changing laws and regulations.

A Step-by-step Process of Payroll Processing in Venezuela

The following actions are a part of payroll activities:

Step 1: Orienting Employees

Employee onboarding and creating the list of those who will receive salary payments are the initial steps in the payroll requirements in Venezuela. 

Step 2: Establishing a pay policy

To conduct conventional payroll execution, businesses must specify their payroll regulations and acquire management approval.  Every business has its ideology, work culture, and employee engagement strategies, and it also needs to understand payroll policies and procedures in Venezuela.

Step 3: Collect employee inputs 

Venezuela’s payroll process requires employee inputs such as bank account information, a PAN, an employee’s residence, income tax statements, investment evidence, etc. Employees often provide these suggestions when they join or are onboarded by the relevant department or team. Each division or team will gather and preserve the employee inputs required for processing payroll.

Step 4: Payroll calculation

The company’s payroll processing system should be loaded with the employees’ verified inputs to determine each employee’s paycheck. After calculating the required deductions and taxes payable yields the net salary payout for each employee. 

Step 5: Accounting

As per the Venezuela payroll guide, since staff salaries are a company’s highest cost, they must be documented. Maintaining the company’s finances regarding employee compensation is known as payroll accounting.

Step 6: Distribute employee salaries

The last step of the Venezuela payroll process is distributing the employee paycheck. The business must first ensure enough cash in its bank account to transfer the employees’ salaries. The firms would submit the appropriate bank the salary bank advice statement instructing it to release payments from the salary bank account. However, the business can use software with an integrated direct deposit option to automate the wage payment procedure for the employees. 

Payroll Contributions

Venezuela employer payroll taxes contribution 

Social security (pension and healthcare)


Unemployment insurance


Housing policy


National Institute of Training and Socialist Education


 Employee contribution

Social security (pension and healthcare)


Unemployment insurance


Housing policy


National Institute of Training and Socialist Education


Employee Income Tax


Till 1,000 TU


1,000 TU to 1,500 TU


1,500 TU to 2,000 TU


2,000 TU to 2,500 TU


2,500 TU to 3,000 TU


3,000 TU to 4,000 TU


4,000 TU to 6,000 TU


6,000 TU+

Payroll Cycle

Periodic Payroll

The frequency of payroll in Venezuela is either biweekly or monthly. The employer must pay bi-weekly employees on the fifteenth or last day of the month.

Payscale 13th

The payment for the 13th month is required in payroll Venezuela and is often made towards the end of the year. However, this might vary according to the collective agreement.

Venezuela Payroll Options for Companies

A thorough awareness of regional tax, reporting, employment, and compensation regulations is necessary for administering fast, accurate, and effective payroll in Venezuela. 

  • Personally: If time and finances allow, your business can handle the payroll of Venezuela internally. 
  • Payroll outsourcing: For businesses without the capacity to manage their internal payroll, outsourcing payroll to Venezuela is the most practical and affordable solution. Payroll for your business and associated compliance requirements may be efficiently handled with Multiplier EOR solutions.

Entitlement and Termination Terms

The Constitution of the Bolivarian Republic of Venezuela governs employment and labor relations in Venezuela. The applicable fundamental rights are outlined in the Constitution and include the following:

  • Right to work 
  • The ability to work at a job of one’s choosing;
  • The ability to join a union
  • The right of employees to bargain with their employers over collective bargaining agreements (CBAs).

The Organic Labor Law for Male and Female employees (the Labour Law) corporates these rights. The primary legal instrument in Venezuela for regulating employment is now the Labour Law. It explicitly recognizes everyone’s right to employment. 

There is no requirement to sign written employment agreements under the Labour Law. It does not affect the ability to prove a working relationship if the agreement is verbal, although it does stipulate that employment agreements must be “preferably made in writing.”

The duration of a probationary term needs to be specifically regulated. The Labour Law, however, states that an employee’s work stability is determined following one month of employment. As a result, the initial 30 days of the job relationship are considered a probationary phase. Any party may end the employment relationship at such a period. Probationary periods are not permitted under fixed-term employment agreements.

Contract termination is only permitted in specific situations under Venezuelan law. To terminate a contract lawfully, a valid cause must be demonstrated. This could include a violation of the terms by one of the parties or a change in circumstances that makes it impossible to fulfill the agreement. Unlawful contract termination by one party might result in penalties and fines from the other party.

A contract termination might have serious repercussions for international investors in Venezuela due to the country’s tight laws on foreign investment. Foreign investors should be aware of Venezuela’s complicated regulations governing the repatriation of profits.

Venezuela Payroll Processing Company

Multiplier can assist you with payroll tax in Venezuela along with other compulsions if the country’s norms and regulations on payroll need to be clarified. While you concentrate on company development and expansion, our cutting-edge technology may assist you in automating benefit administration, payroll, and regulation for your global staff. 

How Multiplier Can Help with Global Payroll?

Complying with the country’s labor laws and regulations is crucial to establish a legal payroll in Venezuela. However, with the correct guidance and expert help, you can quickly set up your payroll. 

Multiplier is a global PEO that can provide valuable insights into your payroll requirements. Our services have been utilized by many businesses across the world to create efficient and effective payroll systems. Our team of professionals will work with you to establish a payroll system that meets the needs of both employers and employees. Please contact us to learn more.

Frequently Asked Questions

The work week is made up of 40 daylight hours. The number of hours is reduced to 37.5 per week if a mixed day involves a minimum of four hours of nighttime labor. Nighttime employment is restricted to 35 hours per week. A night shift that extends into the day will be considered to have occurred throughout the night. Per the payroll rules and regulations in Venezuela, an employee must be paid for overtime.

  • Eventual or occasional employees are individuals whose job connection terminates with the task given. They perform their work in an erratic, irregular, or irregular way.
  • Public sector employees working under stability regimes are protected by their unique laws.
  • Parents of a kid during the first two years following childbirth.
  • Members of a union.
  • Employees engaged in collective conflicts.

The social security system offers the following advantages:

  • Medical aid for the employee, their spouse, their parents, and their kids
  • Compensation for temporary disabilities and fatalities
  • Pensions for dependant survivors who are elderly, disabled, or both

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