2026 hiring guide · Guatemala
How to Hire in Guatemala From the US
A practical guide for US companies hiring employees or contractors in Guatemala: the four legal ways to hire, what a hire costs in US dollars, and the labor rules you have to follow. Hiring now? LatamCent can find, vet and pay bilingual engineering, customer success and GTM talent for you.
- 1Choose how to hireEOR, contractor, local entity or hiring partner
- 2Budget the real costSalary in USD plus about 29% in contributions and bonuses
- 3Follow Guatemalan labor lawRECIT registration, severance, aguinaldo and Bono 14
- 4Make a competitive offerUSD-linked pay, private health cover and a development budget
21-day average to hire · 93% placement success · 60-day replacement
At a glance
Guatemala
- Time zoneUTC-6, all yearSame as US Central, no daylight saving
- Overlap with US Eastern6 to 7 hours a day
- CurrencyQuetzal (GTQ)About 7.64 per US dollar
- Talent hubsGuatemala City, Quetzaltenango
- Employer on-costsAbout 29% above salaryContributions, aguinaldo and Bono 14
Trusted by US B2B SaaS teams
4 ways to hire in Guatemala, compared
Which route fits depends on how many people you are hiring, how fast you need them and how much Guatemalan payroll and IGSS administration your team wants to own. Here is how the options compare for a US company.
Swipe the table to compare all four options.
| Hiring partner (LatamCent) | Employer of Record | Independent contractor | Local entity (S.A. or S.R.L.) | |
|---|---|---|---|---|
| Recruiting included | Yes, sourcing plus technical and English vetting | Usually not | No | No |
| Who holds the contract | LatamCent, under a contractor-on-record model | The EOR, under the Código de Trabajo | Your company, service agreement | Your company, registered in RECIT |
| Speed | 21-day average to signed offer | Fast once you have a candidate | Fastest to sign | Slowest: about 3 to 8 weeks to register |
| Compliance risk for you | Stays with LatamCent | Low | Highest: Article 18 judges substance, not labels | You own all of it |
| Best for | Teams that want recruiting and payroll handled by one partner | 1 to 10 employees, pilot hires | Short, deliverable-based work | A sizeable, permanent team |
Based on Guatemala’s Labor Code (Decree 1441) and LatamCent placement data. Details for each route are in the ways to hire section below.
How to hire in Guatemala: the 4 routes
US companies have three legal routes to hire in Guatemala: setting up a local entity, partnering with an Employer of Record, or contracting independent professionals. Each carries different costs, compliance obligations and timelines. A fourth option, a hiring partner, adds recruiting on top of the compliance layer.
For most SaaS companies starting in Guatemala, an EOR or a hiring partner is the practical first step. An entity makes sense at scale, and contractor arrangements are fast but carry the highest reclassification risk.
Hire employees in Guatemala with an Employer of Record (EOR)
Low riskAn Employer of Record in Guatemala is a third-party company that legally employs workers on your behalf and handles payroll, taxes, benefits and labor law compliance. Your company directs the day-to-day work and the EOR handles everything else.
The EOR handles:
- Employment contracts and RECIT registration
- Monthly payroll in quetzales
- IGSS, IRTRA and INTECAP employer contributions
- Income tax withholding and SAT filings
- Statutory bonuses (aguinaldo, Bono 14, bonificación incentivo)
Employer contributions add 12.67% above gross salary: IGSS at 10.67%, IRTRA at 1% and INTECAP at 1%. The employee’s 4.83% IGSS withholding is separate, and the statutory cash bonuses add to total annual cost on top of the percentage.
The EOR model fits:
- Teams of 1 to 10 employees
- Companies running a pilot hire before committing to a local entity
- Remote-first SaaS teams that need compliant contracts without local infrastructure
- Companies that want a predictable monthly cost without managing IGSS, SAT and RECIT directly
Most global EOR platforms operate in Guatemala, but an EOR won’t find candidates for you. Sourcing, vetting and closing the hire stay on your side.
Hire independent contractors in Guatemala
Highest riskHiring contractors in Guatemala works for short-term, project-based engagements with clear deliverables. The trade-off is reclassification risk under Guatemalan labor law.
Contractors fit:
- Defined-scope projects with a clear end date
- Specialist work billed by deliverable
- Engagements where the contractor serves multiple clients
- Short-term coverage during entity or EOR setup
Article 18 of the Labor Code judges an employment relationship by its substance. Personal service, continuous dependence, direction by the employer and regular pay make it employment, however the contract is written.
Reclassification triggers retroactive severance, social security back-payments and statutory bonus obligations from the first day of the engagement. Ways to reduce the risk:
- Scope work to specific deliverables, not ongoing functions
- Avoid fixed schedules and exclusivity
- Make sure the contractor serves other clients and uses their own tools
- Review long-term engagements with local labor counsel before renewal
Set up a local entity in Guatemala
You own complianceThe most common entity types for foreign companies are the Sociedad Anónima (S.A.) and the Sociedad de Responsabilidad Limitada (S.R.L.). A Sucursal de Sociedad Extranjera (foreign branch) is also available for companies that want a Guatemalan presence without forming a separate local company, and it can be registered as temporary or indefinite.
Registration runs through five main steps:
- Notarial public deed of incorporation
- Filing with the Registro Mercantil on the combined registry and SAT form, with fees, deed, director appointments, IDs and proof of address
- Activating the NIT and RTU tax registration with SAT
- Registering as an employer with IGSS, required from the first employee
- Registering each employment contract with MINTRAB through RECIT, within 15 business days
End-to-end timing typically runs about 3 to 8 weeks under normal conditions. Once registered, employer obligations start right away: indefinite-term employment is the legal default, and social security contributions and statutory bonuses start with the first payroll.
An entity makes sense for a sizeable team, local invoicing or a permanent operational presence. For one to ten hires, the administrative load rarely justifies the setup cost before the first person is onboarded.
Hire through a nearshore hiring partner
Recruiting includedA hiring partner covers the part the other three routes leave to you: finding and vetting the right person. LatamCent recruits inside the networks where senior Guatemalan engineers, product leads and operations talent move, then handles the contract, payroll, IGSS, IRTRA, INTECAP and SAT filings under a contractor-on-record model, with one USD invoice each month.
If you’re building a product team, see how our nearshore software development model works across Latin America.
- 21-day average from kickoff to signed offer
- Pre-vetted shortlists with technical and English screening built in
- 60-day replacement coverage on every hire
In short, an EOR removes the heaviest compliance load without local infrastructure, an entity gives you full control with more administration, and contracting is the fastest start with the highest reclassification exposure.
What a Guatemalan hire costs in US dollars
Convert quetzales to US dollars at the October 2026 reference rate, estimate the employer contributions on top of salary, then see how little the quetzal has moved in a decade.
Cost converter
The aguinaldo and Bono 14 each add one month of salary a year (about 16.7% together), and the bonificación incentivo adds Q250 a month. Together with contributions, that puts employer cost about 29% above base salary before severance. These are employer costs when you hire through an EOR or your own entity. LatamCent hires are priced as salary plus a service fee, quoted per role.
USD to GTQ, 10-year trend
2016 to 2026 · quetzal broadly stable against the dollar
Higher line = weaker quetzal = your dollar buys more. The quetzal is one of the most stable currencies in the region, moving only a few percent in a decade, so your dollar budget holds its value.
Sources: Banco de Guatemala daily reference rate, annual averages for 2016 to 2025, and the reference rate of 7.64 on October 4, 2026. Averages will differ from any single day’s quote.
Why this matters for hiring
A Guatemalan salary of 18,000 GTQ a month costs a US buyer about $2,356 a month at the October 2026 rate. The quetzal barely moves, so that dollar figure is unusually predictable for the region.
These are reference rates and live FX moves daily. Use them for planning and confirm the rate before you sign a contract.
Employment laws in Guatemala
Guatemala’s employment regulations protect employees by design. They are codified in the Código de Trabajo (Decree 1441) and enforced by the Ministry of Labor (MINTRAB), with payroll and social security administered by SAT and IGSS.
Three features carry the most financial weight for US employers. Severance under Article 82 counts from the first day of employment. Employer contributions plus the statutory bonuses add about 29% above base salary over a year. And the two large bonuses land in fixed months, which anchors cash-flow planning.
Severance is one month of salary per year of continuous service, or a proportional part, based on the average pay of the last six months. It applies to dismissal without just cause, so a no-cause termination in month three or month nine still carries a proportional cost.
Build Bono 14 (July) and the aguinaldo (December) into payroll forecasts from the first hire. Each is worth a full month of salary.
Contracts and probation
Indefinite-term employment is the legal default. The first 2 months are a probation period under Article 81, during which either side can end the contract without liability. Every contract must be registered with MINTRAB through RECIT (often searched as RECIT V2) within 15 business days of signing. Registration is free.
Severance (indemnización)
One month of salary per year of service, or the proportional part, based on the average of the last six months’ pay. It applies to dismissal without just cause, and the amount counts from the first day of work.
Working hours and overtime
Day shifts run 8 hours a day and 48 a week, night shifts 6 and 36, and mixed shifts 7 and 42. Overtime pays at least 50% over the ordinary rate, and ordinary plus overtime hours can’t exceed 12 a day.
Aguinaldo and Bono 14
The aguinaldo (Decree 76-78) is a full month of ordinary salary, paid in the first half of December or split 50% in December and 50% in January. Bono 14 (Decree 42-92) is another month of salary, paid in the first 15 days of July.
Bonificación incentivo
A monthly incentive bonus of Q250 on top of salary, set by Decrees 78-89 and 37-2001.
Income tax (ISR)
Employers withhold ISR monthly: 5% on taxable income up to Q300,000 a year and 7% above that. Employees get a Q48,000 personal deduction, and the aguinaldo and Bono 14 are tax-exempt.
Minimum wage 2026
Q4,002.28 a month for non-agricultural work in the department of Guatemala and Q3,816.90 elsewhere, plus the Q250 bonificación incentivo.
Monthly payroll in Guatemala
Payroll in Guatemala runs on a defined set of monthly obligations:
Monthly salary payment in quetzales
IGSS 10.67%, IRTRA 1% and INTECAP 1%
Employee income tax under the 5% and 7% brackets
Q250 paid every month
One month of salary, paid in the first half of July
One month of salary, paid in December
Companies hiring through an EOR hand payroll, RECIT filings and bonus administration to the provider. Companies with a local entity manage these filings directly with SAT, IGSS, IRTRA and INTECAP.
Late payment of statutory bonuses can trigger separate fines from the Ministry of Labor, so treat July and December as fixed cash-flow dates.
Common benefits and perks in Guatemala
Senior bilingual talent in Guatemala doesn’t decide on base salary alone. Private health coverage, USD-linked pay and development budgets decide whether an offer gets accepted once the role is above mid-level.
Private health insurance
IGSS is the statutory baseline, but access and facility quality vary widely. Senior professionals expect private health insurance for themselves and their immediate family, and it ranks among the top factors in comparing international offers.
Additional paid time off
Statutory vacation is 15 working days. Tech companies competing for experienced engineers typically offer 18 to 20 days, often with flexible scheduling.
Performance bonuses
Variable pay tied to individual or team KPIs is common at mid-size and large companies and expected at senior levels. Annual or quarterly bonuses linked to product, revenue or operational metrics fit the SaaS model.
USD-linked pay
The quetzal holds steady against the dollar, but senior technical and bilingual talent still prefers USD-denominated or USD-indexed pay. For candidates with options outside Guatemala, USD pay closes faster than quetzal-only offers.
Remote work stipend
There is no statutory internet or equipment reimbursement. Standard practice is a monthly internet stipend, employer-provided hardware, and coworking allowances for senior hires in Guatemala City and Quetzaltenango.
Professional development budget
Certification reimbursement, online courses and conference budgets are expected by senior engineers and operations staff. Paid English classes are valued by candidates working toward US-facing roles.
Flexible working hours
Results-based scheduling is standard in Guatemala’s tech and BPO sectors. Mandating fixed hours creates friction during sourcing and raises early attrition among experienced hires.
Wellness and mental health programs
Therapy reimbursement, gym memberships and mental health support appear more and more in senior offers, especially at companies competing with international employers. They are standard at the senior level, though not yet at mid-level.
Tech professionals in Guatemala know what US and European companies offer after two decades of BPO and software export work, and they compare new offers against it.
Adding benefits usually works better than raising base salary. Senior candidates accept and stay at higher rates when offers include family health coverage, a development budget and USD-linked pay.
Leave policy in Guatemala
Guatemala’s Labor Code (Decree 1441) sets the minimum leave entitlements. Employers can offer more generous policies, but they can’t go below the legal baseline.
84 days
30 days before birth and 54 after. IGSS pays 100% of the base daily salary directly to the employee, and the employer pays it if she isn’t covered by IGSS. Job protection applies during pregnancy and the leave.
2 days
Paid by the employer under Article 61. Many international tech companies extend it voluntarily for senior bilingual talent.
IGSS from day 4
IGSS pays two-thirds of the base daily salary from day 4 of illness, for up to 39 weeks. A medical certificate is required.
No shared leave
No extended shared parental leave beyond maternity and paternity under national law.
Maternity pay is funded by IGSS, not the employer, and job stability protections apply during pregnancy and through the full leave.
Paternity leave is limited under current law, and bills to extend it haven’t been approved. International employers often go beyond the legal floor to compete for senior hires.
Sick leave depends on IGSS coverage and tenure:
- IGSS-covered workers: a subsidy of two-thirds of base salary for up to 39 weeks
- Workers not covered by IGSS: the employer pays half salary for 1 month after 2 to 6 months of service, 2 months after 6 to 9 months, and 3 months after 9 months or more
When budgeting for Guatemalan hires, factor in leave, IGSS timing and temporary coverage planning early, alongside statutory benefits and social security contributions.
Remote work regulations in Guatemala
Guatemala has no telework law in force yet. Initiative 6556 (Ley de Teletrabajo), which includes a right to disconnect, reached its final debate in Congress in September 2026 but had not been approved, so remote work is still governed by the Código de Trabajo and the individual employment contract. Check its status before you sign contracts.
Until the telework bill passes, your contract sets the rules.
Define working hours, availability windows, place of work and job duties in writing. Without those terms, the general Labor Code applies, with its 48-hour week and fixed-location assumptions.
There is no statutory right to disconnect in force. Set availability boundaries in the contract rather than relying on informal norms, especially for engineering and operations roles where US overlap is part of the value.
Equipment and internet reimbursement are not set by statute. Market practice in Guatemala’s tech and BPO sectors is an employer-provided laptop and peripherals plus a monthly internet stipend, usually a fixed quetzal amount in the contract.
Guatemala relies on general constitutional privacy guarantees rather than a standalone data protection law. Apply internal data handling policies, define acceptable use of company systems in the contract and run your own security standards.
Remote hiring in Guatemala benefits from a tech and BPO sector that has run distributed teams for US clients for two decades. Operators in Guatemala City already work US business hours, with async tooling and contract-defined availability.
Coworking allowances appear in some senior offers, particularly in Guatemala City.
Statutory time off in Guatemala
Guatemala requires paid annual leave and observes national public holidays. Both affect workforce planning and project timelines.
Paid time off (vacation) in Guatemala
Under Labor Code Articles 130 to 137, vacation is counted in working days and is the same for every employee:
Vacation can’t be swapped for cash, except at termination, when accrued leave is paid out proportionally.
Guatemala’s public holidays
Article 127 sets 10 full national holidays and 2 half days, plus a local patron saint day that varies by municipality and May 10 for working mothers (Decree 1794). Work on a paid holiday is paid at the overtime rate, at least 50% above the normal hourly rate.
Holy Week takes three days off the calendar at once, and Army Day moves to Monday, June 29 in 2026. Build both into your capacity plan, especially for client-facing or support work.
Popular roles to hire in Guatemala
Hiring developers in Guatemala works best for back-end, full-stack and quality engineering, with strong availability in bilingual customer operations and finance support out of Guatemala City and Quetzaltenango. Senior GTM roles facing US markets are harder to source outside those two cities.
Engineering teams in Guatemala
Tech talent in Guatemala concentrates in application development, quality engineering and cloud operations, trained by software export companies, banking modernization programs and the BPO sector.
GTM, finance and marketing roles in Guatemala
GTM roles work for US-facing operations when you source from Guatemala City and Quetzaltenango, where bilingual proficiency holds. Outside those cities, English-facing roles are harder to fill.
Support, operations and HR roles in Guatemala
The BPO sector built workforce management, service desk and HR operations at scale, which is why these categories are well staffed in Guatemala.
Every role above runs through a formal employment structure under Guatemalan labor law, and US companies have three legal routes to choose from.
Don’t see the role you need?
We hire across engineering, customer success, GTM, finance and operations in Guatemala. Tell us what you’re looking for.
Why should US-based B2B SaaS companies hire in Guatemala?
US B2B SaaS companies hire in Guatemala for strong US time zone overlap, salaries below the larger LatAm hubs and a bilingual workforce concentrated in the two cities where most foreign employers recruit.
Time zone overlap with the US
Guatemala runs on UTC-6 all year with no daylight saving time. It matches US Central in winter and sits one hour behind Central in summer. On a 9-to-5 schedule on both sides, US Eastern teams share about 7 hours a day in winter and 6 in summer, and a Guatemalan team that starts at 8 adds an hour.
Standups, code reviews and live sprint work happen inside business hours on both sides.
Salaries below the larger LatAm hubs
In the local market, junior software engineers earn about Q5,500 to Q9,000 a month (roughly USD 720 to 1,180) and senior engineers about Q16,000 to Q25,000 (roughly USD 2,090 to 3,270). Engineers who work remotely for foreign companies typically earn USD 2,000 to 4,600 or more a month. A comparable US senior engineer costs several times that.
Remote work is established in practice. Guatemala’s BPO sector has run distributed teams for two decades, and tech talent there has practical experience with US-style remote operations.
For US B2B SaaS companies building:
- Back-end and full-stack engineering teams
- Customer support and customer success operations
- Inside sales and SDR functions
- Finance operations and back office
- QA and software testing
Senior English-facing GTM roles are harder to fill outside Guatemala City and Quetzaltenango. Inside those two cities, bilingual operations, engineering and customer-facing work are well supported.
English skills and the talent pipeline
English tells two different stories. Nationally, Guatemala scores 510 on the EF English Proficiency Index 2025, in the moderate band. Inside the tech sector, EF puts the IT industry at 531, with Guatemala City at 519 and Quetzaltenango at 513. Outside those two cities scores drop sharply, so screen for communication in the first interview and source English-facing roles from those cities.
Five universities anchor the pipeline: Universidad del Valle de Guatemala (UVG), Universidad de San Carlos de Guatemala (USAC), Universidad Francisco Marroquín (UFM), Universidad Rafael Landívar and Universidad Galileo. USAC, the only public university, enrolled about 221,000 students in 2023, and private universities about 298,000.
UVG and UFM produce most of the engineering and computer science profiles that recruiters target.
Guatemala’s economy
Guatemala is Central America’s largest economy, with a nominal GDP of about USD 123 billion in 2025 (World Bank). Agro-exports, CAFTA-DR manufacturing and a services layer around Guatemala City and Escuintla account for most output.
Each sector trained a different professional layer. Coffee, sugar and apparel built a workforce fluent in US trade compliance and supply-chain operations. Telecom and BPO companies around the capital spent two decades on US account work, which produced English-speaking staff in customer support, inside sales, finance operations and back office, plus the local managers who learned to run distributed teams. The contact center and BPO sector alone accounts for about 55,000 formal jobs.
Macro conditions are steady. The quetzal trades against the dollar with low volatility, and inflation was 1.65% in 2025. INE measured labor informality at 64.9% in early 2026, and the formal segment carries statutory benefits and structured payroll. Hiring employees in Guatemala runs through that formal segment.
Decree 29-89, the export and maquila law, extends incentives to software development and call center work for non-resident clients, and the free zone regime (Decree 65-89) covers services. Local operators have worked under those regimes for two decades, building a pipeline with direct delivery experience for US buyers.
The services sector is concentrated in Guatemala City, with software, BPO and shared services operations extending into Antigua and Quetzaltenango.
Quick facts about Guatemala
How LatamCent can help you hire in Guatemala
Most US founders who read a country-by-country labor breakdown like this one reach the same conclusion: they want a partner who already does this for a living. That’s our job, in Guatemala specifically.
LatamCent runs sourcing and compliance as one workflow. We recruit inside the networks where senior Guatemalan engineers, product leads and operations talent move, then carry the contract, payroll, IGSS, IRTRA, INTECAP and SAT filings and the legal side under a contractor-on-record model. You get one USD invoice each month, and the Guatemalan compliance footprint stays with us.
Comparing countries first? Read our guides to hiring in Brazil, Argentina, Bolivia and Belize, or browse every Latin America hiring guide.
For US B2B SaaS teams, a Guatemala engagement looks like this in practice:
How to hire in Guatemala: FAQ
How do I hire in Guatemala as a US company?
Yes. US companies have three legal routes to hire in Guatemala: setting up a local entity, partnering with an Employer of Record (EOR), or contracting independent professionals. A hiring partner adds recruiting on top. Every employee works under a formal employment structure governed by the Código de Trabajo and enforced by the Ministry of Labor (MINTRAB).
How much does it cost to hire through an EOR in Guatemala?
Employer contributions add 12.67% above gross salary: IGSS at 10.67%, IRTRA at 1% and INTECAP at 1%. The employee’s 4.83% IGSS withholding is separate. The aguinaldo and Bono 14 each add a month of salary a year and the bonificación incentivo adds Q250 a month, which puts total employer cost about 29% above base salary before severance, plus the EOR’s own fee.
How long does it take to hire in Guatemala?
It depends on the route. Signing a contractor can take days, and an EOR can onboard someone within a week or two once you have picked a candidate. Setting up a local entity takes about 3 to 8 weeks before you can hire, and each employment contract must then be registered in RECIT within 15 business days. Finding the right person is usually the slowest part: with LatamCent, the average from kickoff to a signed offer is 21 days.
Can I pay employees in Guatemala in US dollars?
Contractors and people hired through a hiring partner are commonly paid in USD. Employees on a Guatemalan payroll, through an EOR or your own entity, are paid through local payroll, and many employers set or index the salary in USD. The quetzal has been stable against the dollar for a decade, but senior bilingual candidates still prefer USD-linked pay.
Which employer of record should I use to hire in Guatemala?
Most global EOR platforms operate in Guatemala. Compare them on RECIT contract registration, IGSS, IRTRA and INTECAP filings, how they handle the aguinaldo and Bono 14, and whether they can pay in USD. An EOR won’t find candidates for you, so if you also need recruiting, a hiring partner like LatamCent covers sourcing, vetting, contracts and payroll in one engagement.
What is the average software engineer salary in Guatemala?
In the local market, junior software engineers earn about Q5,500 to Q9,000 a month (roughly USD 720 to 1,180) and senior engineers about Q16,000 to Q25,000 (roughly USD 2,090 to 3,270). Engineers who work remotely for foreign companies typically earn USD 2,000 to 4,600 or more a month, still several times less than a comparable US hire.
Do US companies need a local entity to hire in Guatemala?
No. A local entity is one option, but US companies can also hire through an Employer of Record, a hiring partner or independent contractor agreements. For most SaaS companies starting in Guatemala, an EOR or a hiring partner removes the heaviest compliance load without local infrastructure, and an entity makes sense at scale.
What are Bono 14 and the aguinaldo in Guatemala?
They are two mandatory annual bonuses, each worth a full month of ordinary salary. Bono 14 (Decree 42-92) is paid in the first 15 days of July, and the aguinaldo (Decree 76-78) is paid in the first half of December or split between December and January. Both are exempt from income tax, and employees also receive a Q250 monthly bonificación incentivo.
What is RECIT (RECIT V2) in Guatemala?
RECIT is the Ministry of Labor’s Registro Electrónico de Contratos Individuales de Trabajo, often searched as RECIT V2. Employers must register every individual employment contract on it within 15 business days of signing, as required by Article 28 of the Labor Code. Registration is free and the certificate is usually issued in about 3 business days. An EOR or hiring partner handles it for you.
How do I pay contractors in Guatemala?
Contractors are usually paid under a service agreement, often in USD by international transfer, and invoice you for their services. How you pay does not change the classification risk: under Article 18, personal service, continuous dependence, employer direction and regular pay make the relationship employment. If a contractor is reclassified, severance, IGSS contributions and the statutory bonuses are owed back to day one.
What is Guatemala’s time zone overlap with US business hours?
Guatemala runs on UTC-6 all year with no daylight saving time. On a 9-to-5 schedule on both sides, US Eastern teams share about 7 hours a day in winter and 6 in summer, and Guatemala matches US Central in winter. Standups, code reviews and live sprint work happen inside business hours on both sides.
What are the standard working hours and key employment rules in Guatemala?
Day shifts are 8 hours a day and 48 a week, night shifts 6 and 36, and mixed shifts 7 and 42. Overtime pays at least 50% over the ordinary rate, and ordinary plus overtime hours can’t exceed 12 a day. Indefinite-term employment is the legal default, with a 2-month probation period under Article 81.
Ready to hire in Guatemala?
If Guatemala is on your shortlist for an engineering, customer success or GTM hire, tell us about the role and we’ll get back to you.
- 21 daysaverage from kickoff to signed offer
- 93%first-placement success rate
- 60 daysreplacement coverage on every hire
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