How to hire remote employees in

Latvia

Found someone you’d like to hire in Latvia? Great news. In the next few minutes, you’ll learn exactly how you can hire remote talent in Latvia—without paying thousands in fees and spending months talking to lawyers about labor laws.

Country snapshot

CURRENCY
Euro (EUR)
EMPLOYER TAXES
24.09%
PAYROLL FREQUENCY
Monthly
OFFICIAL LANGUAGE
Latvian

What to know before you hire in 

Latvia

Hiring in Latvia can be confusing, but it’s easier when you know what you’re doing. If you want to hire remote talent in Latvia, you have two options: Hire people as contractors, or hire them as employees.

If you want to successfully hire in 

Latvia

, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 

Latvia

. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.

Hire talent as employees

This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in 

Latvia

 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 

Latvia

Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in 

Latvia

.

It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.

It’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.

It’s more flexible for you & your team

Hiring contractors in 

Latvia

 means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.

It’s less risky than hiring employees

Hiring employees is a bigger commitment, and generally puts you at a bigger risk for legal fees. When you hire contractors overseas, your biggest risk is misclassification—but even then, misclassification penalties are often minimal and just require you to pay off any compensation that the person would have been owed as an employee.

Some people want to be employees

The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.

You might not have as much control over your talent

Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.

How can I pay people in 

Latvia

?

If you’re hiring contractors in 

Latvia

, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.

Hiring and paying your team in 

Latvia

Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 

Latvia

If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Latvia than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Latvia.

Taxes in 

Latvia

Employer tax

  • National Social Insurance and Solidarity Tax (NSIC) for Employment with company registered in Latvia/EU/EEA (split rate)
  • National Social Insurance and Solidarity Tax (NSIC) for Employment with company registered in Latvia/EU/EEA (employee eligible for retirement-split rate)

Individual tax

  • up to 20,004 EUR - 20%
  • 62,800 EUR +       - 31%

Leave

Paid Time Off (PTO)

Every employee is entitled to paid annual leave. This leave may not be shorter than 4 calendar weeks, not including public holidays.

By agreement between the employer and employee, paid annual leave for the current year may be granted in installments, however, one installment of annual leave each year may not be less than 2 uninterrupted calendar weeks.

Cash compensation for annual leave is prohibited, except in cases where an employment relationship is terminated, and an employee has not used up their paid annual leave.

Public Holidays

There are 11 public holidays.

Sick Days

The duration of sick leave entitlement provided to workers is dependent on how long they have been employed by their employer:

  • Employees are generally eligible for 10 days of employer paid sick leave.
  • The second are third days should be paid at least 75% of regular wages, and the 4th through 10th days at least 80%.
  • The State Social Insurance Agency pays for sick leave from the 11th day through 26 weeks at 80% of the regular wages.

Maternity Leave

Female employees are generally entitled to 112 days of maternity leave: 56 before the birth and 56 after, although the employee may use all 112 days regardless of how many she used before the birth.

Social insurance covers the employee’s wages during leave if she is insured.

Paternity Leave

Fathers are generally entitled to 10 days of paternity leave to be taken with two months of the child’s birth.

Parental Leave

There are no provisions in the law regarding paternity leave.

Other Leave

Childcare leave -Every employee has the right to childcare leave for the birth or adoption of a child. Childcare leave lasts 18 months and may be requested at any time until the child reaches the age of 8.

Study leave - An employee who is studying at any form of educational institution while continuing to work may, in accordance with the collective agreement or employment contract, be granted paid or unpaid study leave. Employees sitting state exams, or are writing and defending theses, are granted paid study leave of no less than 20 working days per year.

Marriage Leave

None.

Bereavement Leave

None.

Termination

Termination Process

A contract of employment can be terminated either at the initiative of an employer or an employee.

A contract of employment may also be terminated by expiry of a fixed-term contract, by mutual consent of employer and employee, or pursuant to the request of a third party.

Pursuant to Section 101 of the labor Law, an employer has the right to give a written notice of termination of a contract of employment only on the basis of circumstances related to the conduct of the employee, his or her abilities, or of economic, organizational, technological measures or measures of a similar nature

Prior notice is required to terminate a contract of employment concluded for an indefinite period as well as a fixed-term contract where an employer intends to terminate such contract before the expiry of the term.

An employer, when giving a notice of termination of a contract of employment, shall comply with different time periods, depending on the grounds of dismissal.

The notice of dismissal will take effect either immediately, or 10 days after the notice, or one month after the notice, accordingly to Sections 103 and 101 of the labor Law

In all cases when giving a notice of termination, an employer has a duty to notify an employee in writing those circumstances that serve a basis for the notice of termination of the contract of employment.

The employer has to pay severance pay in accordance with the law.

Notice Period

The notice period in Latvia is:

One month unless the employment contract or collective bargaining agreement provides for a longer period.

Severance Pay

Employees are generally eligible for severance payment as follows:

  • up to 5 years’ service: one month’s wages
  • 5-10 years’ service: two month’s wages
  • 10-20 years’ service: three month’s wages
  • 20+ years’ service: four month’s wages

Probation Period

The maximum term of probationary periods is three months.

Employee requirements in 

Latvia

Working Hours

In general, Latvians work 40 hours per week with 5, 8-hour days.  

Overtime

Work exceeding the daily working time of 8 hours is considered to be overtime.

It is interpreted restrictively and, for instance, where the duration of working time is reduced by agreement, overtime is still computed only after 8 hours of work.

The limit of allowed overtime hours is laid down in Section 136 (5) of the labor Law stipulating that overtime work may not exceed 48 hours within a four-week period and 200 hours within a calendar year.

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