Average Costa Rica Salaries in 2025: Minimum Wage Official List and HR info
If you’re an entrepreneur, human resources manager, or investor looking at Costa Rica, you need to know this year’s average Costa Rica salaries and employment laws. This guide explores wages, labor law, and the national labor landscape for 2025.
1. Unveiling Costa Rica’s Salary Landscape
a. Exploring Average Salaries
Costa Rica boasts a growing economy and skilled labor. Average monthly salaries for employees range from CRC 500,000 (USD 1,000) to CRC 1,500,000 (USD 3,000) depending on industry, education, experience, and position.
b. Minimum Wage Regulations
Minimum wage laws ensure sector-wide pay equity. In 2025, the minimum wage for a receptionist in the private sector is about CRC ₡399,203.69 (US$780) per month. Each occupation has its own government-set minimum updated every year.
Minimums differ by industry, role, and region—reflecting cost of living and employee protection standards. The Ministry of Labor and Social Security (MTSS) revises wages annually.
2. How Costa Rican Workers Develop Specialization
- Education & Training: A robust system invests in technical and vocational upskilling.
- Bilingualism & Multiculturalism: English proficiency and adaptability boost employability—especially for foreign companies (Amazon, Intel, tourism, and others).
- Industry Leadership & Innovation: Costa Rica is a regional hub in IT, pharma, renewable energy, and more—often hailed as the “Silicon Valley of Latin America.”
3. USA vs. Costa Rica: Salary for Businesses Compared
- Cost-Effectiveness: Costa Rican salaries are considerably lower than the US; nearshoring/outsourcing to CR offers substantial savings for businesses while tapping into specialized talent.
- Skilled Talent: The workforce is well-trained—ideal for everything from software development to client care.
4. Advantages of Nearshoring in Costa Rica
- Cost Savings: Lower wage costs without sacrificing talent or quality standards.
- Specialized Talent: Costa Rican professionals are highly ranked and close to the US both in skills and geography, with excellent international reputation.
- Time Zone Match: Real-time collaboration is smooth due to geographic proximity and similar work hours.
5. Why New Companies Invest in Costa Rica
- Political and economic stability
- Modern infrastructure and high digitalization
- Favorable government incentives
6. Official 2025 Salary List: Type the job title into the search bar.
Official Costa Rica Jobs and Salaries List 2025
*Note: Monthly salaries can be improved depending on experience, education, and position level. Hourly wage = monthly salary ÷ 30 ÷ 8.
Costa Rica Labor Laws and Employment Regulations
Costa Rica Labor Laws:
Essential Insights for Employers and Employees
2025 Legal Overview: Contracts, Leave, Wages and more
Costa Rica’s Labor Code ensures justice and clarity for both companies and workers.
This comprehensive guide details formal contracts, working hours, wage law, mandatory bonuses, social security, leave, and the exact compliance steps every business and HR leader must know.
1. What is Costa Rica’s Labor Code, and Why is it Important?
The Labor Code forms the backbone of employment relations in Costa Rica. It regulates:
- Work hours (day/night), overtime, breaks, and minimum wage rates
- Social security/retirement, maternity/paternity leave, and vacation
- Legal severance, termination, documentation, and anti-discrimination measures
Compliance with labor law is mandatory and protects both the business and the employee.
2. How Do Employment Contracts Work in Costa Rica?
An employment contract formalizes rights and duties—both verbal and written contracts are valid, but a written contract is strongly advised. Contracts must specify:
- Work hours, duties and wage (never below legal minimum)
- All leave and social security arrangements
Contract types:
– Indefinite-term: default and best for job stability.
– Fixed-term: only for special projects, up to 1 year (5 years for some roles); continuous renewals convert it to indefinite.
Employers must ensure contracts always comply with wage and leave laws to avoid later disputes or claims.
3. Legal Work Hours and Overtime Rules
- Work week: Max 48 hours, 6 days (Mon–Sat).
- Day shift: Up to 9.2 hours daily (5 days role). Night shift: Max 6 hours/day, 36/week.
- Overtime: Paid at 1.5x regular wage. Max 4 hours/day overtime.
- Breaks: At least 1 hour meal break in full shift.
4. Minimum Wage Requirements
Minimum wage is updated annually by the Ministry of Labor per occupation/sector.
Example: 2025 Receptionist (private sector): ₡399,203.69/month.
Employers must never pay less than the official wage for the applicable position, and must document all payments.
Aguinaldo (13th Salary) & Annual Bonus
The aguinaldo is a mandatory, tax-free bonus paid by December 20th each year. It equals 1/12 of total annual earnings, covering all wages/overtime/bonuses. Missing this payment triggers legal penalties.
5. Leave Entitlements: Vacation, Maternity, and Paternity
- Vacation: 2 paid weeks/year after 50 weeks of service.
- Maternity Leave: 4 months paid (1 before, 3 after the birth), 100% salary, employer & CCSS.
- Paternity Leave: 8 paid days (2/week over 4 weeks after birth), split 50/50 employer/CCSS, plus extra leave if mother passes away.
Compliance with these rules is mandatory and demonstrates best practices in equal opportunity and family support.
6. Employer Obligations: Social Security & Insurance
Employers must contribute to the CCSS (health/welfare/pension) and INS (workplace risks).
Requirements:
- Register all employees with CCSS within 8 days of hiring
- Pay salary-based contributions (also for disability/retirement)
Non-registration or late payments are heavily penalized.
7. Severance, Termination & Health Incapacity
Severance: If terminated without cause, employer owes severance based on years worked, paid per official formula.
Termination: Must follow protocol (just cause, notice, severance if applicable).
Health incapacity pay:
- First 3 days: Employer pays 50% of salary
- Day 4+: CCSS pays 60% of average last 3 months’ salary to employee (with doctor’s note and up-to-date payments)
- INS (not the CCSS) pays if incapacity is due to workplace injury/disease
Key: Employers must promptly notify CCSS and maintain accurate records.
📋 Labor Law Summary Table (2025)
Area
Law / Standard
Details
Work Week
48hr (6 days)
Up to 9.2h at 5 day role; 6h night
Overtime
1.5x hourly wage, max 4h/day
Mandatory if > normal
Min. Wage 2025
₡399,203.69/month
Receptionist, private sector; see full Ministry table at Costa Rica Wage List 2025
Aguinaldo (13th salary)
Mandatory, 1/12 of annual pay
Tax-free, due by Dec 20
Vacation
2 paid weeks/year
After 50 weeks’ work
Maternity Leave
4 months 100% pay
One pre-birth, three post-birth
Paternity Leave
8 days paid (within 4 weeks)
50% employer, 50% CCSS
Sick Leave
50% employer (3d), then 60% CCSS
Certified incapacity
Contract Types
Indefinite / Fixed-term
Must be clear, written, and compliant
Severance
Proportional per years worked
Unless “for cause”
Social Security
Full employer/employee
Health, pension, disability, risks, INS/CCSS
8. Key Steps for Employers to Comply
- Draft clear, written employment contracts for all workers (in Spanish or bilingual, but Spanish governs disputes).
- Register all employees in the CCSS within 8 days of contract start.
- Ensure payroll meets/exceeds current legal minimum wages for every post.
- Maintain detailed payroll, social security and leave records for audits.
- Pay overtime, benefits (vacation/aginaldo), and severance as needed.
- Report any incapacity/accident promptly (to CCSS or INS as required).
- Stay up to date: Wage tables and labor rules change annually. Check every January.
Tip: Never pay below the tabled minimum! And always update labor practices after regulatory updates for 2025 and beyond.
Risks & Penalties of Non-Compliance
- Fines and forced back-pay if you pay less than minimum wage, don’t pay overtime, or skip mandates.
- Social security fraud = very high penalties, plus claims for medical expenses.
- Employee lawsuits can lead to workplace freezes, audits, and reputational harm.
- Leaving out leave pay (vacation, maternity, etc.) triggers fines and may bar public contracts for your business.
Protect your company: Schedule legal training for HR and regular legal checkups.
Key Takeaways: Costa Rica’s Labor Laws in Action
- The Labor Code mandates written contracts, fair wages, paid leave and social security.
- Documentation is your shield—keep accurate and up-to-date records.
- Compliance is strictly enforced; violations result in swift penalties.
- Expert legal guidance minimizes risk and ensures workplace well-being.
Contact AG Legal Today for Expert Labor Law Assistance
Free legal consultation: info@aglegal.com
Digital Nomad Visa Costa Rica – Requirements & Application Guide
Residency & Remote Work
Digital Nomad Visa Costa Rica – Requirements & How to Apply
The Costa Rica Digital Nomad Visa allows foreign remote workers and freelancers to live in the country while working for clients abroad. Here’s what you need to know about income requirements, documents, and the application process.
Apply with AG Legal
What Is the Digital Nomad Visa?
The Digital Nomad Visa is a special residency category allowing foreign nationals to stay in Costa Rica for up to one year (extendable) while working remotely for companies or clients located outside the country.
Eligibility & Requirements
- Income proof: Minimum of USD $3,000 per month for individuals, or USD $4,000 for families.
- Valid passport: With at least six months validity.
- Health insurance: Coverage for the entire stay.
- Application form: Filed online via Costa Rica’s immigration platform.
- Clean criminal record: May be required depending on nationality.
How to Apply
- Gather required documents.
- Translate and apostille where necessary.
- Submit application online to the Dirección General de Migración y Extranjería.
- Pay government fees.
- Wait for approval and receive visa confirmation.
Benefits & Limitations
- Legal stay for up to 1 year, renewable.
- Exemption from income tax in Costa Rica for foreign earnings.
- No right to work for local employers.
Frequently Asked Questions
Can I work for a Costa Rican company with this visa?
No, it’s only for remote work for foreign clients.
How long does approval take?
Typically 15–30 business days, depending on document readiness.
Get Expert Help
AG Legal assists with the entire digital nomad visa Costa Rica process, from document preparation to final approval.
info@aglegal.com
Yes, you can bring your family with you. In such a case, the rest of the family members must be filed as dependent from the person who shows an income of $4.000 per month. All the members who will apply must comply with the same requisites as the main applicant.
Can a Worker be Fired for Late Arrivals?
Justified Dismissal for Employee Lateness in Costa Rica
Can Lateness Lead to Justified Dismissal?
In Costa Rica, under Article 81 of the Labor Code, repeated and unjustified lateness can be considered “gross misconduct” and may legally justify dismissal without severance or notice.
A single late arrival does not qualify, but multiple documented infractions, combined with prior written warnings, can meet the legal threshold for termination.
Key employer steps before dismissal:
- Document each late arrival in writing.
- Issue monthly notices summarizing lateness counts.
- Apply progressive discipline before termination.
Understanding Justified Dismissal for Lateness
1. Legal Basis
Article 81 of the Costa Rican Labor Code lists causes for dismissal without employer liability. While “lateness” is not specifically named, subparagraph (general clause) allows dismissal for
“gross misconduct to the obligations imposed by the employment contract.”
2. When Lateness Becomes Dismissible
Courts and the Ministry of Labor have held that repeated, unjustified lateness can be “gross misconduct” if:
- It shows lack of responsibility and commitment.
- It occurs despite prior written warnings.
- It reaches a quantitatively significant threshold.
3. Official Guidance — Ministry of Labor & CCSS
Legal opinion DAJ-AE-219-2008 clarifies:
An employer may terminate without liability if the employee accumulates more than six late arrivals in three consecutive months,
provided the first two infractions were sanctioned and the worker was warned to correct the behavior.
4. Employer Step-by-Step
- Document lateness: record every incident with date and time.
- Issue written warnings: after each late arrival, deliver formal notification.
- Monthly summary: total infractions at month’s end and share with the employee.
- Progressive discipline: apply sanctions (per Internal Work Regulations) before dismissal.
- Dismissal decision: if thresholds are met and behavior persists, proceed per Article 81.
5. Case-by-Case Analysis
Each situation must be evaluated individually. Factors include the recurrence pattern, justification offered by the employee, internal policies, and prior disciplinary actions.
For employers and HR professionals: consulting with a Costa Rica labor lawyer before proceeding ensures compliance with procedural and substantive labor law requirements.
Official Costa Rica Jobs and Salaries List 2025
*Note: Monthly salaries can be improved depending on experience, education, and position level. Hourly wage = monthly salary ÷ 30 ÷ 8.
Costa Rica Labor Laws and Employment Regulations
Costa Rica Labor Laws:
Essential Insights for Employers and Employees
Costa Rica’s Labor Code ensures justice and clarity for both companies and workers.
This comprehensive guide details formal contracts, working hours, wage law, mandatory bonuses, social security, leave, and the exact compliance steps every business and HR leader must know.
1. What is Costa Rica’s Labor Code, and Why is it Important?
The Labor Code forms the backbone of employment relations in Costa Rica. It regulates:
- Work hours (day/night), overtime, breaks, and minimum wage rates
- Social security/retirement, maternity/paternity leave, and vacation
- Legal severance, termination, documentation, and anti-discrimination measures
Compliance with labor law is mandatory and protects both the business and the employee.
2. How Do Employment Contracts Work in Costa Rica?
An employment contract formalizes rights and duties—both verbal and written contracts are valid, but a written contract is strongly advised. Contracts must specify:
- Work hours, duties and wage (never below legal minimum)
- All leave and social security arrangements
Contract types:
– Indefinite-term: default and best for job stability.
– Fixed-term: only for special projects, up to 1 year (5 years for some roles); continuous renewals convert it to indefinite.
Employers must ensure contracts always comply with wage and leave laws to avoid later disputes or claims.
3. Legal Work Hours and Overtime Rules
- Work week: Max 48 hours, 6 days (Mon–Sat).
- Day shift: Up to 9.2 hours daily (5 days role). Night shift: Max 6 hours/day, 36/week.
- Overtime: Paid at 1.5x regular wage. Max 4 hours/day overtime.
- Breaks: At least 1 hour meal break in full shift.
4. Minimum Wage Requirements
Minimum wage is updated annually by the Ministry of Labor per occupation/sector.
Example: 2025 Receptionist (private sector): ₡399,203.69/month.
Employers must never pay less than the official wage for the applicable position, and must document all payments.
Aguinaldo (13th Salary) & Annual Bonus
The aguinaldo is a mandatory, tax-free bonus paid by December 20th each year. It equals 1/12 of total annual earnings, covering all wages/overtime/bonuses. Missing this payment triggers legal penalties.
5. Leave Entitlements: Vacation, Maternity, and Paternity
- Vacation: 2 paid weeks/year after 50 weeks of service.
- Maternity Leave: 4 months paid (1 before, 3 after the birth), 100% salary, employer & CCSS.
- Paternity Leave: 8 paid days (2/week over 4 weeks after birth), split 50/50 employer/CCSS, plus extra leave if mother passes away.
Compliance with these rules is mandatory and demonstrates best practices in equal opportunity and family support.
6. Employer Obligations: Social Security & Insurance
Employers must contribute to the CCSS (health/welfare/pension) and INS (workplace risks).
Requirements:
- Register all employees with CCSS within 8 days of hiring
- Pay salary-based contributions (also for disability/retirement)
Non-registration or late payments are heavily penalized.
7. Severance, Termination & Health Incapacity
Severance: If terminated without cause, employer owes severance based on years worked, paid per official formula.
Termination: Must follow protocol (just cause, notice, severance if applicable).
Health incapacity pay:
- First 3 days: Employer pays 50% of salary
- Day 4+: CCSS pays 60% of average last 3 months’ salary to employee (with doctor’s note and up-to-date payments)
- INS (not the CCSS) pays if incapacity is due to workplace injury/disease
Key: Employers must promptly notify CCSS and maintain accurate records.
📋 Labor Law Summary Table (2025)
| Area | Law / Standard | Details |
|---|---|---|
| Work Week | 48hr (6 days) | Up to 9.2h at 5 day role; 6h night |
| Overtime | 1.5x hourly wage, max 4h/day | Mandatory if > normal |
| Min. Wage 2025 | ₡399,203.69/month | Receptionist, private sector; see full Ministry table at Costa Rica Wage List 2025 |
| Aguinaldo (13th salary) | Mandatory, 1/12 of annual pay | Tax-free, due by Dec 20 |
| Vacation | 2 paid weeks/year | After 50 weeks’ work |
| Maternity Leave | 4 months 100% pay | One pre-birth, three post-birth |
| Paternity Leave | 8 days paid (within 4 weeks) | 50% employer, 50% CCSS |
| Sick Leave | 50% employer (3d), then 60% CCSS | Certified incapacity |
| Contract Types | Indefinite / Fixed-term | Must be clear, written, and compliant |
| Severance | Proportional per years worked | Unless “for cause” |
| Social Security | Full employer/employee | Health, pension, disability, risks, INS/CCSS |
8. Key Steps for Employers to Comply
- Draft clear, written employment contracts for all workers (in Spanish or bilingual, but Spanish governs disputes).
- Register all employees in the CCSS within 8 days of contract start.
- Ensure payroll meets/exceeds current legal minimum wages for every post.
- Maintain detailed payroll, social security and leave records for audits.
- Pay overtime, benefits (vacation/aginaldo), and severance as needed.
- Report any incapacity/accident promptly (to CCSS or INS as required).
- Stay up to date: Wage tables and labor rules change annually. Check every January.
Risks & Penalties of Non-Compliance
- Fines and forced back-pay if you pay less than minimum wage, don’t pay overtime, or skip mandates.
- Social security fraud = very high penalties, plus claims for medical expenses.
- Employee lawsuits can lead to workplace freezes, audits, and reputational harm.
- Leaving out leave pay (vacation, maternity, etc.) triggers fines and may bar public contracts for your business.
Key Takeaways: Costa Rica’s Labor Laws in Action
- The Labor Code mandates written contracts, fair wages, paid leave and social security.
- Documentation is your shield—keep accurate and up-to-date records.
- Compliance is strictly enforced; violations result in swift penalties.
- Expert legal guidance minimizes risk and ensures workplace well-being.
Free legal consultation: info@aglegal.com
Digital Nomad Visa Costa Rica – Requirements & Application Guide
Digital Nomad Visa Costa Rica – Requirements & How to Apply
The Costa Rica Digital Nomad Visa allows foreign remote workers and freelancers to live in the country while working for clients abroad. Here’s what you need to know about income requirements, documents, and the application process.
Apply with AG LegalWhat Is the Digital Nomad Visa?
The Digital Nomad Visa is a special residency category allowing foreign nationals to stay in Costa Rica for up to one year (extendable) while working remotely for companies or clients located outside the country.
Eligibility & Requirements
- Income proof: Minimum of USD $3,000 per month for individuals, or USD $4,000 for families.
- Valid passport: With at least six months validity.
- Health insurance: Coverage for the entire stay.
- Application form: Filed online via Costa Rica’s immigration platform.
- Clean criminal record: May be required depending on nationality.
How to Apply
- Gather required documents.
- Translate and apostille where necessary.
- Submit application online to the Dirección General de Migración y Extranjería.
- Pay government fees.
- Wait for approval and receive visa confirmation.
Benefits & Limitations
- Legal stay for up to 1 year, renewable.
- Exemption from income tax in Costa Rica for foreign earnings.
- No right to work for local employers.
Frequently Asked Questions
Can I work for a Costa Rican company with this visa?
No, it’s only for remote work for foreign clients.
How long does approval take?
Typically 15–30 business days, depending on document readiness.
Get Expert Help
AG Legal assists with the entire digital nomad visa Costa Rica process, from document preparation to final approval.
info@aglegal.comYes, you can bring your family with you. In such a case, the rest of the family members must be filed as dependent from the person who shows an income of $4.000 per month. All the members who will apply must comply with the same requisites as the main applicant.
Can a Worker be Fired for Late Arrivals?
Justified Dismissal for Employee Lateness in Costa Rica
Can Lateness Lead to Justified Dismissal?
In Costa Rica, under Article 81 of the Labor Code, repeated and unjustified lateness can be considered “gross misconduct” and may legally justify dismissal without severance or notice.
A single late arrival does not qualify, but multiple documented infractions, combined with prior written warnings, can meet the legal threshold for termination.
Key employer steps before dismissal:
- Document each late arrival in writing.
- Issue monthly notices summarizing lateness counts.
- Apply progressive discipline before termination.
Understanding Justified Dismissal for Lateness
1. Legal Basis
Article 81 of the Costa Rican Labor Code lists causes for dismissal without employer liability. While “lateness” is not specifically named, subparagraph (general clause) allows dismissal for
“gross misconduct to the obligations imposed by the employment contract.”
2. When Lateness Becomes Dismissible
Courts and the Ministry of Labor have held that repeated, unjustified lateness can be “gross misconduct” if:
- It shows lack of responsibility and commitment.
- It occurs despite prior written warnings.
- It reaches a quantitatively significant threshold.
3. Official Guidance — Ministry of Labor & CCSS
Legal opinion DAJ-AE-219-2008 clarifies:
An employer may terminate without liability if the employee accumulates more than six late arrivals in three consecutive months,
provided the first two infractions were sanctioned and the worker was warned to correct the behavior.
4. Employer Step-by-Step
- Document lateness: record every incident with date and time.
- Issue written warnings: after each late arrival, deliver formal notification.
- Monthly summary: total infractions at month’s end and share with the employee.
- Progressive discipline: apply sanctions (per Internal Work Regulations) before dismissal.
- Dismissal decision: if thresholds are met and behavior persists, proceed per Article 81.
5. Case-by-Case Analysis
Each situation must be evaluated individually. Factors include the recurrence pattern, justification offered by the employee, internal policies, and prior disciplinary actions.
For employers and HR professionals: consulting with a Costa Rica labor lawyer before proceeding ensures compliance with procedural and substantive labor law requirements.