For multinational corporations eyeing expansion into the vibrant landscape of Central America, the transfer of employees and expatriates to Guatemala is an integral step. Yet, this process isn’t without its complexities, as it navigates through a maze of immigration regulations and requisites. In this comprehensive blog post, we aim to provide clarity and insight by addressing the most pressing questions frequently posed by these companies when contemplating employee transfers to Guatemala.
1. Is it necessary for the entity to have a legal presence in Guatemala to transfer expatriate employees?
- A legal presence in Guatemala is necessary and can be achieved through a company’s own branch or subsidiary or through outsourcing.
2. What are the percentages that the entity must meet for hiring expatriate employees in Guatemala?
- Companies may hire a maximum of 10% of foreigners and pay up to a maximum of 15% of total salaries, giving priority to Guatemalans, but there are exceptions where the above does not apply.
3. For which positions can a foreigner’s work permit be requested?
- For positions of trust such as Managers, Directors, General Managers, Administrators and Superintendents, that are exempt from the percentages indicated in the previous question.
- For jobs in which no Guatemalan personnel are trained to fill those positions.
4. At what moment can I include a foreign worker on the payroll?
- As soon as the work permit is obtained.
5. How long does it take to include the expatriate worker on the payroll?
