Category: Labor Law

Christmas Bonus (Aguinaldo) in Costa Rica: 2025 Employer & Employee Legal Guide

Oct 13, 2025 | Labor Law





Christmas Bonus (Aguinaldo) in Costa Rica: Employer & Employee Legal Guide (Updated 2025)

Quick take: In Costa Rica, the aguinaldo is a mandatory year-end payment equal to the average monthly earnings earned from Dec 1 to Nov 30 (sum of ordinary + salary-type extraordinary pay ÷ 12). It must be paid no later than Dec 20. No deductions apply except court-ordered child support. Sources include the Ministry of Labor (MTSS) guidance and campaign materials.

As labor counsel at AG Legal, we guide employers and employees through the Christmas bonus (aguinaldo): how it’s calculated, who qualifies, what counts in the base, payment deadlines, and what to do in proportional and termination scenarios. Below you’ll find a practical checklist and official resources.

Table of Contents

Author: AG Legal • Reviewed by: Labor & Employment Team •
Updated: Oct 13, 2025

What is the aguinaldo?

The aguinaldo is a mandatory year-end salary paid to all employees in Costa Rica. By law and official MTSS guidance, it represents the average monthly earnings accrued during the legal calculation window and is paid every December. (See MTSS FAQ and campaign guidance.)

Who is entitled to it?

  • All employees with at least one month of service earn the right to the bonus on a proportional basis.
  • Applies regardless of pay form (monthly, hourly, part-time, etc.).
  • Domestic workers, SMEs, NGOs—all employers must pay.

How to calculate it

Legal period: Sum all salary-type payments earned from December 1 (previous year) to November 30 (current year), then divide by 12. This includes ordinary wages and salary-nature extraordinary items such as overtime, commissions, and salary-type bonuses. Expense reimbursements and non-salary items are excluded.

MTSS reiterates this formula in its official press/FAQ: “Sum ordinary and extraordinary salaries received between Dec 1 of last year and Nov 30 of this year, divide by 12.” Also notes: no deductions except child support.

Formula: (Total salary-type earnings from Dec 1 to Nov 30) ÷ 12
Tip: Use the official MTSS calculator to estimate your bonus.
Open MTSS calculator.

Payment deadline and allowed deductions

  • Deadline: The bonus must be paid no later than December 20.
  • Deductions: No deductions apply except court-ordered child support (pensión alimentaria), per MTSS guidance.

Proportional payments & terminations

  • If the employee worked fewer than 12 months in the period, pay the corresponding pro rata based on time actually worked.
  • Upon termination before December, the employer must pay the proportional aguinaldo accrued up to the termination date.

Payroll examples (quick math)

  • Stable monthly salary: If total earnings in the legal period were ₡4,800,000 → aguinaldo = ₡4,800,000 ÷ 12 = ₡400,000.
  • Variable pay: Add overtime/commissions of salary nature to the period total before dividing by 12.

If it’s not paid or paid short

Employees can file a complaint with the Ministry of Labor (MTSS) online or in person. MTSS runs a seasonal campaign each December and provides a form and office hours. Media and MTSS reports confirm enforcement actions every year.

Frequently asked questions

What’s the legal calculation window?
From Dec 1 (previous year) to Nov 30 (current year). Add all salary-type earnings in that window and divide by 12.
What’s the payment deadline?
No later than Dec 20, every year.
Which items count in the base?
Ordinary wages and salary-nature extraordinary pay (e.g., overtime, commissions, salary bonuses). Reimbursements and non-salary items are excluded.
Are contributions or income tax withheld?
No regular withholdings—per MTSS, no deductions apply to the aguinaldo except court-ordered child support.
What if I started mid-year or left before December?
You are entitled to the proportional amount for time worked within the legal window. On termination, the employer must pay the accrued proportional bonus.

Talk to our labor lawyers

Need help calculating the bonus, auditing payroll inputs, or resolving a dispute? Our labor team advises employers and employees and coordinates filings with MTSS.

REQUEST A CONSULTATION

This article is informational and not legal or tax advice. Confirm current requirements with your attorney.






Average Salary in Costa Rica for Employees in 2025: Analyzing Wage and Others

Sep 19, 2025 | Labor Law

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

Position Salary Position Salary
Parking attendant (non chauffeur)¢12.326,95Gardener (designs gardens)¢13.767,45
School bus escort¢12.326,95Jewelry box¢13.767,45
Animal trainer¢13.767,45Car washer and waxer¢12.326,95
Customs broker¢24.805,47Pool cleaner (chemical free)¢12.326,95
Sales agent *¢413.023,64Septic tank cleaner¢13.767,45
Mason¢13.767,45Llantero¢13.306,79
Automotive Enlister (sander)¢13.306,79Radio broadcaster¢15.983.96
Credit Analyst *¢413.023,64Television announcer¢24.805,47
Event entertainer¢13.767,45Television lighting technician¢24.805,47
Steam leveler with steam equipment¢13.767,45Master Builder (Construction)¢15.983.96
Sawyer (uses motorized saw)¢13.767,45Manicurist; Makeup Artist¢13.767,45
Legal assistant *¢476.866,07Masseuse¢13.767,45
Home assistant (Special care)¢15.983.96Computer corrective maintenance¢15.983.96
Customs Agent Assistant¢15.983.96Building maintenance¢13.767,45
Accounting Assistant *¢413.023,64Computer preventive maintenance¢13.767,45
Dental assistant¢15.983.96Boiler mechanic (Maintenance)¢15.983.96
Kitchen assistant¢13.306,79General Mechanic¢13.767,45
Assistant in general mechanics¢13.306,79Precision mechanic¢15.983.96
Assistant operator, construction¢13.306,79Industrial sewing machine mechanic¢15.983.96
Baqueano¢13.306,79Messenger¢367.108,55
Barber¢13.767,45Miscellaneous *¢367.108,55
Barista¢13.767,45Miscellaneous nursing homes¢12.326,95
Warehouse Manager (Manager) *¢399.203,69Video camera monitor¢399.203,69
Winemaker (Laborer) *¢367.108,55Forklift operator¢13.306,79
Cashier¢413.023,64Maid¢12.326,95
Waiter¢12.326,95Babysitting, except in the child’s home¢12.326,95
Press cameraman¢24.805,47Babysitter in the child’s home (Domestic work) *¢258.376,22
Singer¢13.767,45Clerk (General) *¢399.203,69
Bartender¢13.306,79Stacker operator¢13.306,79
Boat captain¢15.983.96S”pider” Operator (Screen Printing)¢13.767,45
Gas cylinders and fire extinguishers charger¢13.306,79Radio booth operator¢15.983.96
Butcher office clerk¢13.306,79Boiler operator¢13.767,45
Butcher butcher¢13.767,45Excavator operator¢15.983.96
Carpenter¢13.767,45Stationary crane operator¢15.983.96
Taster¢15.983.96Heavy machinery operator¢13.767,45
Locksmith¢13.767,45Radio cab operator¢13.767,45
Chapulinero¢13.767,45Construction worker¢13.767,45
Chef¢15.983.96Hand milker¢12.326,95
Bus checker¢12.326,95Milker with machine¢13.767,45
Collector *¢399.203,69Baker¢13.767,45
Cook¢13.767,45Griller¢13.306,79
Bartender (Bartender or Barwoman)¢13.767,45Pastry chef¢13.767,45
Ambulance driver (first aid)¢13.767,45Shrimp peeler¢12.326,95
Bus driver (no charge)¢13.767,45Agricultural laborer (manual labor)¢12.326,95
Bus driver (conductor)¢15.983.96Agricultural laborer (motor mower and similar)¢13.306,79
Trailer driver¢15.983.96Loading and unloading laborer¢12.326,95
Light vehicle driver¢13.306,79Construction laborer¢12.326,95
Heavy vehicle driver¢13.767,45Garden laborer (manual labor)¢12.326,95
Minibus driver (minus 11 passengers)¢13.306,79Garden laborer (motor mower and similar)¢13.306,79
Concierge * Concierge¢367.108,55Boat laborer¢12.326,95
Private accountant *¢432.819,25Pilero (dishwasher)¢12.326,95
Private accountant *¢576.094,24Automotive painter¢15.983.96
Private accountant *¢653.427,21Broad brush painter¢13.767,45
Private accountant¢784.139,53Pistero (fuel dispenser)¢13.306,79
Copilot (First Aviation Officer)¢24.805,47Pistero-collector (responsible for money)¢413.023,64
Fabric piece cutter (patterns)¢13.767,45Pizza maker (assembles and bakes pizza)¢13.306,79
Piece stitcher (machine garments)¢13.767,45Pizzero (cocinero)¢13.767,45
Seamstress (Dressmaker)¢15.983.96Porter*.¢367.108,55
Counter (Ticket seller) *¢413.023,64Inventory processor (hand hell)¢13.767,45
Demonstrator (display)¢12.326,95Computer programmer (no degree)¢15.983.96
Demonstrator-salesperson¢13.306,79Programmer in radio stations¢15.983.96
Dependent¢13.306,79Supplier * Supplier¢413.023,64
Flight dispatcher¢24.805,47Receptionist*¢399.203,69
Graphic Arts Designer¢15.983.96Garbage and recycling collector¢12.326,95
Digitizer¢13.767,45Coffee picker per trunk¢1.138,14
Cabinetmaker¢15.983.96Coyol collector¢12.326,95
Aspiring educator without degree¢476.866,07Watchmaker¢13.767,45
Electrician¢13.767,45Repostero¢13.767,45
Electromechanical¢15.983.96Sabanero¢12.326,95
Packer, labeler (manual)¢12.326,95Sacristan¢12.326,95
Office Clerk¢13.306,79Manual waste sorter¢12.326,95
Surveyor *¢399.203,69Salon Waitress¢12.326,95
Automotive straightener¢13.767,45Tailor (Tailor-made garments)¢15.983.96
Soccer Coach (First and Second Division)¢15.983.96Secretary *¢413.023,64
Inventory scanner (hand held)¢399.203,69Secretary *¢432.819,25
Esthetician¢15.983.96Secretary *¢576.094,24
Stevedore per kilo fruits and vegetables¢0,0840Secretary *¢653.427,21
Motion stevedore¢443,33Secretary *¢784.139,53
Stevedore per ton¢103,97Serigrapher (design)¢15.983.96
Stylist¢13.767,45Serigrapher (Estampa diseños)¢13.767,45
Florist¢13.767,45Welder (Special Welding)¢15.983.96
Plumber¢13.767,45Welder in general¢13.767,45
Photocopier (Photocopy Center)¢13.306,79Logger (uses motor saw)¢13.767,45
Press photographer¢15.983.96Upholsterer¢13.767,45
Milling machine operator (Metalworking)¢15.983.96Tattooist¢13.767,45
Fumigator in houses and buildings¢13.306,79Cab driver¢13.767,45
First Division Football Player¢15.983.96Air conditioning technician¢13.767,45
Soccer Player Second Division¢13.767,45Orthopedic appliance technician¢24.805,47
Social Media Manager (Community Manager, designs final artwork)¢15.983.96Contact lens technician¢24.805,47
Social media manager (Community manager, monitors and responds)¢399.203,69Domestic/Industrial¢24.805,47
Social media manager
(Community manager, carrie, and interprets data)		¢413.023,64Refrigeration Technician¢24.805,47
Gondolier¢12.326,95machine technician machine technician¢24.805,47
Securityman*¢399.203,69Telephone operator *¢399.203,69
Custody safekeeping and securities safekeeping*.¢413.023,64Metal lathe operator¢15.983.96
Tourist guide¢13.767,45Domestic work *¢258.376,22
Tinsmith¢13.767,45Tractor Operator (Caterpillar or Tire)¢13.767,45
Glass installer (cutting, framing)¢13.767,45Truck Wagon Driver¢13.767,45
Dance instructor¢13.767,45Greengrocer¢13.306,79
Fitness instructor (no degree)¢13.767,45Flyer´s distributor¢12.326,95
Shoemaker¢13.767,45

*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

Nov 28, 2024 | Labor Law

Costa Rica Labor Laws:
Essential Insights for Employers and Employees

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

  1. Draft clear, written employment contracts for all workers (in Spanish or bilingual, but Spanish governs disputes).
  2. Register all employees in the CCSS within 8 days of contract start.
  3. Ensure payroll meets/exceeds current legal minimum wages for every post.
  4. Maintain detailed payroll, social security and leave records for audits.
  5. Pay overtime, benefits (vacation/aginaldo), and severance as needed.
  6. Report any incapacity/accident promptly (to CCSS or INS as required).
  7. 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

Can a Worker be Fired for Late Arrivals?

May 9, 2020 | Labor Law

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:

  1. Document each late arrival in writing.
  2. Issue monthly notices summarizing lateness counts.
  3. 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

  1. Document lateness: record every incident with date and time.
  2. Issue written warnings: after each late arrival, deliver formal notification.
  3. Monthly summary: total infractions at month’s end and share with the employee.
  4. Progressive discipline: apply sanctions (per Internal Work Regulations) before dismissal.
  5. 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.