Costa Rica HR Information

Updated on: 2025/08/04 14:03 (UTC)

Overview

The constitution and the Labor Code regulate employment in Costa Rica. In 2016, new amendments overhauling nearly half of the country’s labor and employment statutes were signed into law. The reforms represent the first time the Labor Code has received substantial amendments since it was enacted in 1943.

Hiring

Employment Contracts

Most employment contracts must be in writing with copies provided to the employee and the Employment Bureau of the Ministry of Labor and Social Security.

Verbal contracts are permitted for agricultural or livestock work, domestic service and temporary work for a period of not more than 90 days.

The written employment contract must include:

• names, nationality, age, sex, marital status and address of the contracting parties;
• worker’s identity card number;
• duration of the contract or a statement that the contract is for an indefinite period;
• work hours;
• salary, method of calculation and time and place of payment;
• place of employment;
• place and date of the contract and
• parties’ signatures.

Employment contracts may not provide employees with fewer rights than are set forth in the Labor Code.

All information provided to employees must be in Spanish.

Under a new law issued in 2019, telecommuting is voluntary for both the worker and the employer. However, both parties must adhere to an agreement that is compliant with the Labor Code. If an employer enters into a telecommuting arrangement with an employee, the conditions under which it will be carried out must be clearly stated in the employee’s agreement. If the employer wishes to cancel the telecommuting arrangement, it must give 10 calendar days’ notice to the employee. Employees who telecommute must be covered by the same workers compensation policy that applies for employees working at the employer’s worksite.

Restrictions on Hiring

The minimum working age in Costa Rica is 15. Persons 16 or 17 years old may work no more than six hours per day and 36 hours per week and may not work overtime or between 7 p.m. and 7 a.m.

Adolescent workers may not work in a dangerous or unhealthy environment.

Specifically, those under the age of 18 are prohibited from:

• underground work such as mining or quarrying;
• work in confined spaces or with concentrations of chemicals, fuels or other harmful environmental conditions;
• work at sea;
• underwater work or diving;
• work involving chemicals, toxic substances or explosives;
• work involving heavy equipment;
• construction work, including work on roads, dams, bridges and docks;
• complex mechanical work requiring the use of machines or hand tools;
• more than three hours’ work involving continuous manual transport of heavy loads (33 pounds or more for men, 22 pounds or more for women);
• work involving exposure to noise above 85 decibels or vibrations greater than 300 hertz;
• work at heights above 6.5 feet;
• work at extreme high or low temperatures;
• work involving electrical installation;
• production, distribution or sale of alcoholic beverages;
• work in nightclubs, brothels, gambling halls or adult entertainment sites;
• work involving photography or filming of pornography;
• work in which the safety of others depends on the juvenile workers and
• all forms of slavery, sale or trafficking of children.

The Code of Children and Young Persons, which supersedes the Labor Code in this area, was amended in 2011 to conform to the International Convention on Child Labor.

Women and all persons 18 years of age and under may not be hired to perform heavy or dangerous work.

Persons under the age of 18 may not perform work between 6 p.m. and 6 a.m. Women generally may not perform work between 7 p.m. and 6 a.m., although exceptions allow them to work until midnight at home, as nurses, as domestic help, in purely bureaucratic work and in commercial sales establishments, as long as their working conditions are set forth in individual work contracts approved by the general inspectorate of the industry involved. In addition, women who work for companies that provide services in the public interest may work at night with the permission of the Ministry of Labor and Social Security.

Recordkeeping

Employers must register all new employees with the social security program. An employer with workers under the age of 18 must keep a record of each worker’s name, age, parents or guardians, residence, occupation, work hours and wages.

Background Checks

Foreign nationals requesting a work permit for a specific occupation must present a criminal records check from the applicant’s home country or the country where the applicant has been a legal resident for the past three years.

Noncompetition Agreements

The labor code does not address noncompetition agreements.

Reference Citations

Employment Contracts: Labor Code, Law No. 2, 1943 (as amended) arts. 6, 22-24 (Spanish); Law to Regulate Telework, No. 21,141, 2019

Restrictions on Hiring: Labor Code, Law No. 2, 1943 (as amended) art. 108 (Spanish)

Immigration and Work Permits

In General

Foreigners assigned to work for a year or less in Costa Rica must obtain a visa, a temporary residency card and a temporary work permit. Temporary work permits are issued only to highly skilled workers for jobs that cannot be filled by a Costa Rican worker.

Visas and Work Permits

Temporary work permits are issued only to highly skilled workers for jobs that cannot be filled by a Costa Rican worker. A company that wishes to hire a foreign worker must provide a signed letter explaining the work to be performed, the time period in which it will be carried out and the workplace location. This letter is to be included with the employee’s request for a work permit. This requirement is waived for companies in the U.S., Canada, the European Union, Japan or any other country that has a bilateral trade agreement with Costa Rica.

Foreigners assigned to work for a year or less in Costa Rica must obtain a visa, a temporary residency card and a temporary work permit. Applications for temporary residence cards are filed with a Costa Rican consulate and typically take 90 to 120 days to process. Applications for temporary work permits are filed in Costa Rica with Costa Rican immigration authorities and typically take five to six weeks to process.

Requirements for a temporary work permit are:

• a completed application form,
• a signed letter from the hiring company,
• the labor ministry’s permission to hire a foreign worker,
• notarized photocopies of all pages of the applicant’s passport,
• two recent passport photographs and
• a voucher from the consulate.

In addition, anyone requesting a work permit for a specific occupation must present:

• a birth certificate;
• a criminal records check from the applicant’s home country or the country where the applicant has been a legal resident for the past three years;
• an authenticated offer of employment that states the potential employee’s function, hours and wages;
• certification of the applicant’s income;
• certification that the employer is current with its workers’ compensation insurance payments;
• certification that the company has paid all applicable taxes and
• payment of required fees.

Digital Nomad Visa. As of July 2022, people seeking to work remotely in Costa Rica for a company that does not have a presence in the country can apply for a digital nomad visa. The applicant must meet specified income requirements and provide proof of health insurance. The visa is valid for one year and can be renewed if the person has been in the country for a minimum of 80 days.

Reference Citations

Visas and Work Permits: Law on Migration and Aliens, 1987 (as amended), arts. 17-21 (Spanish)

Nondiscrimination

In General

The Costa Rican Constitution states that all persons are equal before the law and the Labor Code that all employees performing equal work are entitled to the same rights, including equal pay and working hours.

The labor code prohibits discrimination on the basis of age, ethnicity, sex, religion, race, sexual orientation, marital status, political opinion, national origin, social origin, affiliation, disability, trade union affiliation, economic situation, or any other analogous form of discrimination.

Disability Discrimination

The Equal Opportunities Law for Persons with Disabilities, enacted in 1996, guarantees persons with disabilities the right to an adequate job and bars employment discrimination in hiring based on disability. The law was amended in 2014 to expand the definition of persons with disabilities and to add a definition of accessibility.

Gender Discrimination

A 2010 amendment to the Labor Code established a Technical Commission for Equality and Gender Equity in the Workplace.

Costa Rica prohibits workplace sexual harassment, defined as sexual behavior that is unwelcome by the recipient and performed repeatedly by the offender—or only once if the sexual behavior is serious enough—and that negatively affects the recipient’s conditions of employment, work performance and general state of well being. Under the Law Against Sexual Harassment in Employment and Education, such sexual behavior can include requests for sexual favors that involve implicit or explicit promises of preferential treatment; implicit or explicit threats; use of words of a sexual nature that are hostile, humiliating or offensive to the victim; or physical behavior of a sexual nature that is unwelcome and offensive to the victim.

Employers must establish policies for the prevention, reporting and punishment of sexual harassment and must report allegations of harassment to the government. Penalties for sexual harassment range from a letter of reprimand to dismissal, and the most serious cases are subject to criminal prosecution.

Direct proof is not required for the recognition and estimate of moral damages in cases of sexual harassment in the workplace.

Reference Citations

Nondiscrimination: Labor Code, Law No. 2, 1943 (as amended) art. 404 (Spanish); Constitution of Costa Rica, 1949 (as amended) art. 33; Labor Procedural Reform, 2016 (Spanish)

Disability Discrimination: Law on Equal Opportunity for People with Disabilities, 1996, arts. 23-24 (Spanish); Labor Procedural Reform, 2016 (Spanish)

Employee Privacy

Employee Data

Employers seeking to collect and store personal data of employees must:

• respect employees’ privacy when collecting their personal information;
• obtain prior, express, and valid written consent from employees;
• ensure that such information is truthful, complete, and accurate; and
• ensure that employees are allowed to access their personal data and correct any errors.

Employers may transfer personal information if the employee provides prior, express, and valid written consent to the employer. Transferring of public information (which has general access) does not need authorization from the employee.

Employers managing employee data must take all necessary steps to guarantee that the information is kept in a safe environment. If security is breached because of improper management or protection, the employer may be held liable and may be subject to penalties and civil liability for any harm.

Employee Monitoring and Surveillance

Employers are permitted to monitor employees’ computers and telephones as long as employees are notified in advance of the recording and monitoring methods. The monitoring must be an objective need of the company, and employees’ dignity must not be affected.

Monitoring of employees in dressing rooms or bathrooms must be limited to what is authorized by the employee. Employees who refuse to grant such authorization cannot be penalized.

Reference Citations

Employee Data: Law No. 8968, Protection in the Handling of the Personal Data of Individuals, 2011 (Spanish)

Monitoring and Surveillance of Employees: Law No. 8968, Protection in the Handling of the Personal Data of Individuals, 2011 (Spanish)

Compensation

Hours of Work

The constitution and the Labor Code establish a 48-hour workweek for daytime work, not to exceed eight hours per day, six days per week. The Labor Code stipulates that for jobs in which the daytime work is not dangerous, a standard workday may be as long as 10 hours, but the workweek still may not exceed 48 hours.

Night work—defined as work between 7 p.m. and 5 a.m.—may not exceed 36 hours per week or six hours per day. Mixed shifts that include both daytime and nighttime hours are treated as night work if more than three hours are worked after 7 p.m. Otherwise, mixed shifts are limited to seven hours per day (eight hours per day for work that is not dangerous) and 42 hours per week.

These limitations do not apply to managers, administrators, trustees and other employees in positions of trust, who are limited to working no more than 12 hours per day.

All employees are entitled to one day of rest after six consecutive days of work. Sunday is the usual rest day.

Rest periods and meal periods are not regulated by statute but are subject to negotiation between the employer and the employee. A half-hour meal break is the norm. Supervisory and professional employees who are not eligible for overtime pay must be granted a break of at least 90 minutes in a 12-hour day.

Minimum Wage

The minimum wage varies by occupation based on the cost of living and is revised by the Ministry of Labor and Social Security, which publishes the new rates on its website. Changes in the minimum wage automatically adjust employment contracts that called for wages below the new minimum wage.

Overtime

Overtime is paid at time-and-one-half the regular rate. Generally, an employee may not work more than 12 hours per day, including overtime. Employees engaged in dangerous or unhealthy work may not work overtime.

Employees who work on paid holidays or on days of rest are entitled to double pay.

Wage Payment

Wages must be paid in legal tender, not merchandise, vouchers, tokens or coupons. Blue-collar workers must be paid at least once every two weeks, white-collar workers at least once a month.

Mandatory Bonuses

All employees who have worked for the employer for more than a month are entitled to a Christmas bonus, known as aguinaldo, equal to one month’s salary and paid within the first 20 days of December.

Reference Citations

Hours of Work: Labor Code, Law No. 2, 1943 (as amended) art. 105 (Spanish)

Overtime: Labor Code, Law No. 2, 1943 (as amended) arts. 139-140 (Spanish); Labor Procedural Reform, 2016 (Spanish)

Wage Payment: Labor Code, Law No. 2, 1943 (as amended) arts. 165, 168 (Spanish)

Benefits

Vacation

Employees are entitled to at least two weeks of paid annual leave after every 50 weeks of work for the same employer (accrued at the rate of one day per month). The employer can schedule the employee’s vacation at its convenience within 15 weeks of its having been earned. Generally, the employee must be permitted to take the entire vacation at one time. If the employee performs work of a special nature that does not permit a long absence, however, and the employee and the employer agree, annual leave may be split into no more than two segments. Unused vacation cannot generally be carried over to the following year unless the employee’s work responsibilities prevent the taking of vacation in the year earned.

Wages paid to employees during their vacation must be based on the average weekly wage earned during the previous fifty weeks of employment.

When employment is terminated, an employee is entitled to be paid pro rata for any annual leave earned but not taken.

Holidays

Costa Rica observes the following paid public holidays:

• Jan. 1: New Year’s Day
• April 11: Juan Santamaria Day
• Maundy Thursday
• Good Friday
• May 1: Labor Day
• July 25: Anexion del Partido de Nicoya
• Aug. 15: Mother’s Day and Assumption
• Aug. 31: Day of the Black Person and Afro-Costa Rican Culture
• Sept. 15: Independence Day
• Dec. 1: Abolition Day
• Dec. 25: Christmas

In addition, Aug. 2 (Day of Our Lady of the Angels) and Oct. 12 (Cultural Day) are holidays for which pay is not mandatory.

Note: On July 18, 2020, the government passed Law No. 9875, which transferred official public holidays to Mondays for the years 2020 through 2024. The law aims to boost domestic tourism in the wake of the Covid-19 pandemic.

Whenever April 11, July 25, Aug. 15, or Aug. 31 falls on a Tuesday, Wednesday, Thursday or Friday, the holiday is observed the following Monday. If the employer cannot afford a work stoppage on those Mondays, it may require employees to work but must give them another day off within 15 days of the holiday.

Employees who practice a religion other than Catholicism may request unpaid days off for their religious holidays, and the employer must agree to any such request up to four days a year. When such a holiday is taken, the employer and the employee will agree on a replacement workday or the day can be taken as annual leave.

If employees agree to work a holiday, they are entitled to double their normal salary.

Maternity Leave

Maternity leave covers one month before the expected due date and three months after childbirth. The employee receives full pay, half covered by the employer and half by the Social Security Fund. To obtain paid maternity leave, the employee must provide the employer with a doctor’s certificate five weeks prior to the due date.

Women who are pregnant or breast-feeding may not be terminated except for just cause.

Women who are breast-feeding are entitled to a 15-minute break every three hours, a 30-minute break twice a day, or an hour’s break at the beginning or end of the day. Employers of 30 or more female employees must establish a room where mothers can breast-feed their children during working hours.

Paternity Leave

Effective since June 3, 2022, biological fathers are entitled to two days of paternity leave per week for the first four weeks after the birth of a child. An amendment, effective Dec. 20, 2023, to the Costa Rican Labor Code grants a special paternity leave for biological fathers of minors in event of the mother’s death during childbirth. The leave covers three months, starting from the birth of the child.

Sick Leave

Employees who have made a contribution to social security in the month before becoming ill are entitled to paid sick leave, under Article 79 of the Costa Rican Labor Code. Employers must pay at least 50 percent of the employee’s salary for the first three days of sick leave, under Article 36 of the country’s healthcare insurance regulations. The other half is paid for by the Social Security Fund. From the fourth day of sick leave onward, the employee receives 60 percent of his or her average earnings from Social Security and no pay from the employer.

Other Leave

Adoption leave. Effective since June 3, 2022, an employee who adopts a child is entitled to three months’ paid leave beginning on the date the child arrives. To obtain adoption leave, the employee must submit a certificate to the employer from the National Foundation for Children or a family court confirming the adoption.

Pensions and Social Security

Employment-related social security benefits funded by contributions from the employer, the employee and/or the government include disability pensions, old-age pensions and survivors’ pensions. The rate of tax on employees for social security benefits is 9.34 percent. For employers, the rate is 26.33 percent. Old-age pensions are supplemented by mandatory individual retirement accounts. Social security also funds sick leave, maternity leave, funeral benefits and health insurance.

Employees with at least 300 months of contributions are entitled to receive a full old-age pension from social security at age 65. Employees do not need to retire to receive the old-age pension. A reduced old-age pension is available at age 65 for employees with at least 180 months of contributions.

Employees who have made more than 300 months of contributions may be able to retire early and still receive a full pension, depending on their age and the number of contributions they have made. Women who have made 450 monthly contributions can get a full pension as early as 62, the early retirement age gradually rising with fewer contributions. Men who have made 462 monthly contributions can also get a full pension as early as age 62.

Workers’ Compensation

Employers are require to insure workers against occupational risks under Costa Rican Labor Code, Law No. 6727. Workers’ compensation, covered by employer-funded insurance from the National Insurance Institute, provides partial wages of an employee’s salary for work-related injuries or illnesses. It provides for medical and rehabilitation benefits, payment for required prostheses or medical devices, survivors’ benefits, and funeral expenses. According to Article 196 of the Labor Code, a work accident is any event that occurs because of or during the course of employment under employer or their delegate’s authority. This encompasses incidents during assigned duties or while working for the employer, regardless of the place or time.

Reference Citations

Vacation: Labor Code, Law No. 2, 1943 (as amended) arts. 153-161 (Spanish); Labor Procedural Reform, 2016 (Spanish)

Holidays: Labor Code, Law No. 2, 1943 (as amended) arts. 148-152 (Spanish)

Maternity Leave: Labor Code, Law No. 2, 1943 (as amended) arts. 94-97 (Spanish)

Sick Leave: Labor Code, Law No. 2, 1943 (as amended) art. 236 (Spanish)

Other Leave: Labor Code, Law No. 2, 1943 (as amended) art. 95 (Spanish)

Pensions and Social Security: Department of Social Security (Spanish)

Workers’ Compensation: Labor Code, Law No. 2, 1943 (as amended) arts. 205, 212-213 (Spanish)

Labor Relations

In General

Under the constitution “both employers and workers may organize freely, for the exclusive purpose of obtaining and preserving economic, social or professional benefits.”

Right to Organize

The constitution also sets forth an employee’s right not to join a union, providing in a separate article that “no one may be compelled to form a part of any association whatsoever.”

Foreigners are expressly prohibited from holding positions of authority in unions.

According to the constitution, collective bargaining agreements have the force of law when entered into by employers or employers’ unions and legally organized trade unions. A collective bargaining agreement between an employer and a union governs all employees who perform the covered work in the employer’s business, whether or not they are members of the union. Individual employment contracts may not be less favorable to employees than a collective bargaining agreement covering them.

The Labor Code requires that a copy of a collective bargaining agreement be provided to each party and to the Office of Union Affairs and Conciliation Management of the Ministry of Labor and Social Security.

Works Councils

The Labor Code does not address works councils.

Dispute Resolution

If a union representing more than one-third of an employer’s workforce proposes a collective bargaining agreement, the employer is obligated to enter into negotiations. If the parties have not reached agreement within 30 days, they may submit any points that remain in dispute to the Labor Court.

Strikes and Lockouts

The constitution expressly recognizes the right of employees to strike and the right of employers to engage in lockouts. Strikes and lockouts are prohibited, however, if they would disrupt public services that cannot be suspended without causing serious and immediate harm to public health or the economy.

All acts of coercion or violence in connection with strikes and lockouts are prohibited. Employers may not impose disciplinary or economic sanctions against employees who go on illegal strikes if the employee returns to work within 24 hours of the strike being declared illegal.

A strike will be lawful as long as 35 percent of the employees vote in its favor and the vote is ratified by 50 percent of the workforce plus one employee.

Successorship Clauses

When a business is sold or otherwise acquired by another business, the original employer and the new employer are jointly liable for the original employer’s obligations under any preexisting employment contracts for a period of six months. After six months, the new employer is solely responsible. The replacement of the original employer may not detrimentally affect any preexisting employment contracts.

Reference Citations

Right to Organize: Constitution of Costa Rica, 1949 (as amended) arts. 62- 64

Right to Organize: Constitution of Costa Rica, 1949 (as amended) arts. 62- 64

Strikes and Lockouts: Labor Code, Law No. 2, 1943 (as amended) arts. 379-389 (Spanish); Labor Procedural Reform, 2016 (Spanish)

Successorship Clauses: Labor Code, Law No. 2, 1943 (as amended) art. 37 (Spanish)

Safety, Health and Security

In General

The constitution requires every employer “to adopt in his enterprises any measures necessary for the health and safety of workers.”

Workplace Safety and Health

Every employer must insure workers against occupational hazards through the National Insurance Institute, and every employer with 10 or more employees must establish occupational health committees composed of equal numbers of employer and employee representatives to investigate the causes of occupational risks and hazards and to find ways to prevent them. Every employer with 50 or more employees must establish an occupational health department, the purpose of which is to achieve a safe and healthy workplace to prevent industrial accidents and diseases.

Drug and Alcohol Use

The Labor Code prohibits the sale or use of drugs or alcohol in the workplace.

Reference Citations

Workplace Safety and Health: Constitution of Costa Rica, 1949 (as amended) art. 66

Drug and Alcohol Use: Labor Code, Law No. 2, 1943 (as amended) arts. 72, 293 (Spanish)

Termination

Termination by Employer

Just cause for termination of an employee includes:

• physical assaults, immoral acts, insults or slander against the employer or a co-worker;
• criminal acts or property damage in the workplace;
• disclosure of confidential information of the employer;
• inexcusable negligence that compromises the safety of the workplace;
• unjustified absence from work for two consecutive days or for more than two nonconsecutive days in a particular month;
• refusal to follow safety or work rules;
• misrepresentations in the job application and
• a crime that results in imprisonment.

The employer must terminate the employee within 30 days of learning of the acts constituting just cause.

When employment ceases for any reason, the employer must personally deliver to the employee a dismissal letter clearly stating the reason for the dismissal.

at the request of the employee provide an employment certificate stating the dates of employment and the type of work performed. If the employee requests, the employment certificate also may state the employee’s work performance and the reasons employment ended.

No notice is required when either party terminates the employment contract for just cause. Written notice is required when either party terminates the employment contract without cause unless the employee has been working for the employer for less than three months, in which case no notice is required. At least one week’s notice must be given if the employee has worked at least three months but not more than six months. If the employee has worked for at least six months but not more than one year, the notice period is at least 15 days. If the employee has worked for the employer more than one year, at least one month’s notice must be provided.

Termination by Employee

An employee has just cause for terminating his or her employment contract if the employer:

• fails to pay the agreed-upon salary;
• engages in dishonesty, immorality, insults, slander or assault against the employee;
• intentionally damages the employee’s tools;
• fails to prevent dangerous working conditions or infectious diseases in the workplace;
• requires workers to buy consumer goods from particular people or establishments;
• requires workers to leave a trade union;
• seeks to influence workers’ political or religious opinions;
• carries weapons in the workplace;
• directs work while intoxicated or
• restricts workers’ rights under the law.

Plant Closings and Mass Layoffs

The Labor Code does not address plant closings and mass layoffs.

Payment on Termination

All employees who leave employment for any reason, including those terminated for cause, are entitled to the Christmas bonus (aguinaldo) proportionate to the part of the year they worked before leaving, as well as pay for accrued but unused vacation time.

If an employee is terminated without cause or quits with cause, the employee is entitled to severance pay based on his or her length of service. An employee who has worked at least three months but not more than six months is entitled to seven days’ pay. An employee who has worked at least six months but not more than one year is entitled to 14 days’ pay. An employee who has worked for the employer for more than one year is entitled to severance pay ranging from 19.5 to 22 days’ pay per year worked (or fraction of a year exceeding six months), depending on the number of years worked.

In lieu of providing the requisite notice, either party may make payment to the other equal to the amount of wages that would have been earned during the notice period.

During the notice period, the employee is entitled to one day off per week to look for new employment.

Unemployment Insurance

Costa Rica does not have a national system for the payment of unemployment benefits, although the constitution calls for such a system to be established and the 2009 Shield Plan provided some benefits to help the nation deal with the effects of the global economic crisis. Costa Rican law does require employers to pay severance to terminated employees under certain circumstances, however, and the labor law requires employers to contribute 1.5 percent of payroll to fund a mandatory severance pay scheme.

Reference Citations

Termination by Employer: Labor Code, Law No. 2, 1943 (as amended) arts. 73-81, 369 (Spanish)

Termination by Employee: Labor Code, Law No. 2, 1943 (as amended) art. 83 (Spanish)

Payment on Termination: Labor Code, Law No. 2, 1943 (as amended) art. 29 (Spanish)

Personal Taxes

Residency Requirements

An individual is considered domiciled in Costa Rica when that person has resided or remained in the country for at least six months in a continuous period during the tax year.

Taxable Income

Both residents and nonresidents are subject to tax only on Costa Rica-sourced income. Taxable income includes salaries, retirement pay, pensions, bonuses and other remuneration for personal services.

Tax Rates

Employees pay tax on income at progressive rates ranging from 0 percent to 25 percent.

The rate of tax on employees for social security and national insurance contributions is 10.84 percent. For employers, the rate is 26.33 percent.

Reference Citations

Taxable Income: Costa Rica Income Tax Law, (Spanish)

Web References

In Spanish.

Law and Regulations

Constitution of Costa Rica

Labor Code

Visas and Work Permits: Law on Migration and Aliens

Government Websites and Publications

Costa Rican Embassy in Washington, D.C