Parental leave
In Costa Rica, parental leave is a shared cost between employers and social security.
Pregnant employees are entitled to four months of maternity leave—one month before their due date and three months after—paid at 100% of their usual salary. Employers and social security split the cost evenly for the full four months. Maternity leave can be extended for up to three months for medical reasons—this cost is covered in full by social security.
As of 2022, all fathers in Costa Rica are entitled to eight paid days of paternity leave: two days per week for the first four weeks after their child is born. This cost is also shared evenly between employers and social security.
Sick leave
Sick leave is another statutory benefit with costs shared between employers and social security.
For the first three days of any illness, employers are required to pay 50% of an employee's salary, while social security pays the other 50% (provided the employee has made enough contributions). If an illness lasts longer than three days, social security pays 60% of the employee's salary each day; the employer is no longer required to pay.
What employee benefits are optional in Costa Rica?
All the benefits we've covered so far are statutory minimums that must be provided. But they aren't limits—employers can offer more than these benefits to make their companies more attractive to Costa Rica's top talent. Below are some common supplementary benefits in Costa Rica.
Supplemental health insurance plans
While Costa Rica offers national public healthcare for all residents, supplemental health benefits are a common perk. Private insurance grants access to private facilities and care, and because premiums are typically affordable (ranging from $60 to $250 per month), it's becoming more customary for employers to offer additional healthcare as a benefit to attract and retain the best workers.
Voluntary pensions plans
Costa Rican social security includes a basic pension to be paid out to workers who are elderly or retired. Voluntary pension plans are another common supplemental benefit, designed to help employees save more for their golden years.
Holiday bonuses
Vacation premiums or holiday bonuses aren't statutory in Costa Rica like they are in some Latin American countries. That's why they've become a common supplemental benefit offered by employers who want to be as competitive as possible.
Meal vouchers
Some Costa Rican employers choose to offer meal vouchers, especially for employees who are expected to work on-site. These vouchers help offset the cost of buying meals during work hours.
Transportation stipends
Transportation stipends are another increasingly common perk for Costa Rican employees. These stipends help offset the cost of getting to and from work.
Tuition reimbursem*nt
For employees in Costa Rica who are enrolled in university (or plan to enroll), tuition reimbursem*nt is an attractive benefit. While not required, this can encourage employees to learn new skills and get degrees and certifications that make them more valuable to their employer, which is why some companies choose to offer this benefit.
Work from home allowances
In the age of remote work, it's becoming more and more common for employers all over the world, including in Costa Rica, to offer work from home allowances. These optional benefits can help remote employees outfit their home office or cover utilities like home internet or their mobile phone bill.
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