Hiring in Costa Rica requires more than agreeing on a salary. Identify the actual working relationship, confirm the applicable wage and schedule, and arrange payroll, social-security and occupational-risk obligations before work begins.
Define the job and the relationship
Write down duties, workplace, supervision, schedule, pay, start date and the person or company employing the worker. Calling someone a contractor does not settle whether the real relationship is employment. The MTSS employment guidance explains the importance of personal service, remuneration and subordination. Have uncertain arrangements reviewed rather than relying on the contract’s label.
Use a clear written agreement and give the worker a copy. Explain probationary or fixed-term arrangements before relying on them; the appropriate contract depends on the work and legal circumstances. Do not use repeated short contracts simply as a way to avoid employment responsibilities.
Pay, working time and benefits
Consult the MTSS minimum-wage lookup for the occupation and applicable period. The 2026 list distinguishes daily and monthly amounts; do not compare unlike pay units or use an old general minimum for every role. Actual duties and qualifications matter.
Agree lawful pay intervals and keep records of hours, overtime, leave and wages. Ask a payroll professional to apply the rules for day, night or mixed work and any lawful exception; one weekly-hour figure does not cover every schedule. MTSS resources cover vacation, rest, holidays and aguinaldo. The applicable calculation depends on service and pay history, so a generic statement that all departing workers receive the same severance is inaccurate.
Employer registration and payroll records
Use the CCSS employer procedures to determine the registration or reactivation needed for the employer and workers. Confirm the current contribution rates and reporting deadlines directly. Do not reuse old percentages without identifying which payroll charges are included.
Arrange the appropriate occupational-risk insurance with the INS or other authorized provider as applicable, and confirm coverage before exposing a worker to the job’s risks. Keep contracts, identity records, payroll submissions, payment receipts, leave records and insurance information securely. Give the worker clear pay information and correct discrepancies promptly.
Teaching in Costa Rica: additional checks for international educators
Separate a job offer from professional eligibility and permission to work. Ask the school whether the role is in a public institution, private school, language institute or another setting, and which qualifications and professional registrations it requires. A language-teaching certificate should not be assumed to qualify someone for every classroom position.
CONESUP directs holders of foreign university degrees to CONARE for recognition and equivalence. This differs from MEP’s primary- and secondary-school certificate procedure. Ask the employer and the relevant professional body which recognition is necessary for the particular post before ordering translations or paying for a course.
- Prepare the degree, transcripts, references and professional history requested for the role.
- Clarify teaching hours, preparation time, meetings, holiday arrangements and whether quoted pay covers all duties.
- Confirm child-protection, background-check and safeguarding requirements with the institution.
- Get salary, benefits and any relocation commitments in writing.
- Verify the immigration route and work authorization with DGME before beginning work.
A school contract, degree recognition and immigration authorization answer different questions. Do not promise a teacher that one automatically supplies the others.
Foreign workers and ending employment
MTSS explains that foreign workers have labor rights and duties in the employment relationship. Immigration status must be checked separately with DGME; it is not a reason to ignore earned wages or applicable employment protections.
Before dismissal or another termination, obtain a calculation based on the reason, service period, wages and any protected circumstance. Preserve the relevant notices and records. For household staff, use the household-employment guide, since special rules can apply. MTSS’s labor-information service is the official starting point for questions and guidance.
Reviewed 8 September 2026 using MTSS, CCSS and CONESUP resources. Confirm individual payroll and professional requirements before hiring; immigration eligibility remains subject to current DGME rules.