Visas and Onboarding Services in Costa Rica

Why visas and onboarding matter 

For US teams, the main challenge is coordination: immigration timelines, compliant contracts, and payroll registrations often move on different tracks. When they are not synchronized, start dates slip and compliance risk increases. A single plan with clear checkpoints keeps the candidate experience positive and your hiring timeline realistic.

What the service includes (EOR-ready) 

This service combines immigration coordination with onboarding execution so your hire can start and get paid correctly. Typical support includes:

• Dominican Republic work visa support: pathway selection, document plan, and submission coordination.
• RT-3 temporary labor residence permit steps with DGM after entry, including medical requirements when applicable.
• Employer of Record onboarding in Dominican Republic: contract setup, payroll enrollment, and ongoing employment administration.
• TSS and DGII registration assistance to align social security and tax onboarding for payroll.

Where needed, we also coordinate employee relocation services Dominican Republic logistics (timing, travel sequencing, and case follow-up).

This approach is especially useful if you need to hire expatriates in Dominican Republic without entity setup, while keeping employment and payroll compliant.

Work visa and RT-3 residence pathway (typical) 

Many foreign hires follow a two-stage route: a Work Visa obtained through a Dominican consulate abroad, then RT-3 Temporary Labour Residence issued by the Dirección General de Migración (DGM) after arrival. End-to-end planning often assumes roughly 4-6 months, depending on appointments and document legalization. Always confirm current rules with local counsel and authorities.

Who applies where

Outside the country: apply at a Dominican consulate after the employment contract is finalized and legalized/registered as required. Inside the country: some candidates may apply locally under RT-3 change-of-status routes, typically with the same supporting documents.

Process snapshot 

Use this as planning guidance; timing varies by case and authority throughput.

Common document checklist (high level)

Document requirements change, but many cases include:

• Passport with strong remaining validity (often recommended 18+ months).
• Application forms and recent photos (commonly 2 x 2 inches, white background).
• Employment contract with a Dominican employer, often legalized/registered with the Ministry of Labour.
• Apostilled and Spanish-translated birth certificate and criminal record certificate (often issued within 6 months).
• Medical exam/certificate when required by DGM, plus fee payment receipts and employer registrations.

Onboarding in the Dominican Republic 

Onboarding typically starts at offer acceptance and should run in parallel with immigration milestones when possible. A compliant onboarding flow includes contract drafting, document collection, and payroll registrations.

What we collect and set up

• Employee identity and HR data (local ID when available; passport for foreign nationals).
• Payroll details (bank information) and benefits affiliations (SFS and AFP) as applicable.
• Payroll and tax setup through the required systems, including DGII reporting.

Operational onboarding can often be completed in a few business days once documents are available; many teams plan for about four business days for core registrations and payroll readiness.

Country employment snapshot 

Planning snapshot (verify specifics during implementation; contributions and leave rules vary by category and can change):

Compliance & risk 

Common risks we help you manage as part of Dominican Republic immigration compliance for employers:

• Starting work before the correct authorization is issued – mitigated with checkpoint-based start plans.
• Missing or expired legalizations/translations – mitigated with a document matrix and validity tracking.
• Misclassification (contractor vs employee) – mitigated by role scoping and engagement design.
• Payroll and withholding setup errors – mitigated with pre-payroll reviews and controlled onboarding.
• Renewal/expiry misses for residence or registrations – mitigated with compliance calendars and reminders.
• Sensitive-document handling (privacy/security) – mitigated with secure workflows and access controls.

Contact Us – Get a risk and timeline assessment for your specific hire.

Pricing & implementation 

Most projects combine an ongoing EOR fee (per employee per month) with one-time setup and immigration casework. Price is driven by the number of hires, candidate location (inside vs outside), document readiness, and case complexity (for example, dependents or urgent timelines).

Implementation timeline (example)

• Weeks 1-2: pathway confirmation, checklist, contract inputs, and document planning.
• Weeks 3-4: onboarding data capture, payroll/registrations (TSS and DGII), and filing milestones as applicable.
• Weeks 5+: ongoing tracking, renewal planning, and first payroll validation.

Compare options: EOR vs PEO vs Entity 

Use the comparison below to match speed, control, and compliance responsibility to your operating plan.

Why choose Serviap Global 

Latam Experts is not a slogan – it is how we operate: regional specialists, structured execution, and responsive support.

• Coverage and experience: expansions supported across 180+ countries.
• Proven operations: 15+ years in global EOR and local HR expertise (headquartered in Mexico City).
• Single workflow: visas, onboarding, payroll, and compliance aligned in one plan.
• Tech + human support: platform visibility plus a dedicated team for accountability.

Trust builders 

Evidence you can validate during evaluation:

• Operational volume (EOR employees, payroll populations, and multi-country delivery).
• Clear responsibility matrix (client vs candidate vs provider) and documented SOPs.
• Service expectations (response times, escalation paths, and status updates).

Common use cases

• Hiring 1-10 specialists quickly without forming an entity.
• Relocating a key employee and needing a coordinated visa + onboarding plan.
• Testing the market with a small team, with the option to transition to an entity later.

Best practices and common mistakes

• Start apostilles/translations immediately after offer acceptance.
• Do not commit to a start date until checkpoints are confirmed.
• Ensure names, dates, and role details match across every document and system.
• Set renewal reminders early; do not wait for the first-year expiry window.

Ready to hire in the Dominican Republic? 

Talk to a LATAM expert to confirm the best pathway, build a realistic timeline, and launch compliant onboarding through an EOR model.

Schedule a Consultation” – “Align visas, onboarding, and payroll with one accountable plan.

FAQ’s

1. How long does the Dominican Republic work authorization process usually take?

Many projects plan for several months because the process often includes a consular Work Visa step plus RT-3 temporary residence after arrival. Timing depends on consular appointment availability, document legalization (apostilles and Spanish translations), and DGM processing throughput. A practical approach is to treat the timeline as a range, build checkpoints, and avoid committing to a start date until the pathway is confirmed for the candidate’s scenario.

2. Can an employee start working while the visa is still in progress?

Whether work can begin depends on the individual pathway and the type of authorization the person holds at each stage. In many cases, employers plan for work to start only after the appropriate right-to-work authorization is in place to reduce compliance exposure. We help you map a safe start plan with clear do’s and don’ts, plus a documented timeline so hiring managers and candidates stay aligned.

3. What documents are typically required for the Work Visa and RT-3 process?

Requirements can change, but many cases involve a passport with sufficient validity, application forms, photos, and an employment contract prepared for local compliance. Supporting certificates such as birth and criminal record documents may need apostilles and Spanish translations, and medical steps may be required by DGM. We provide a document matrix that tracks validity windows and prevents last-minute surprises.

4. What does onboarding include under an EOR model in the Dominican Republic?

Under an EOR model, the EOR becomes the local employer of record and manages compliant employment administration while you direct day-to-day work. Onboarding typically covers contract setup, required HR data collection, payroll onboarding, and registrations aligned with local social security and tax processes. This structure can be ideal when you want to hire quickly without forming an entity, while keeping compliance accountability clear.

5. How is pricing typically structured for visas and onboarding support?

Most engagements blend an ongoing per-employee monthly EOR fee with one-time setup and immigration casework. Pricing is influenced by headcount, candidate location (inside vs outside the country), document readiness, and case complexity such as dependents or accelerated timelines. On a call, we can provide a simple scope breakdown so you can compare providers on what is included and what triggers additional fees.

6. Do you help with TSS and DGII registrations?

Yes. Payroll readiness usually depends on completing key registrations and data capture so that withholdings and reporting are handled correctly. We support onboarding workflows that include TSS and DGII registration assistance as applicable, along with benefits affiliations such as SFS and AFP. The goal is to ensure the employee is onboarded correctly and paid on time, with a compliance trail you can reference later.

7. How do you handle sensitive documents like passports and certificates?

Sensitive identity and legal documents should be handled with strong access controls and clear retention practices. We use structured workflows so only the right stakeholders can view or process files, and we encourage clients to limit document sharing to what is required for the case. During evaluation, you can request an overview of security controls, escalation paths, and how case files are stored and accessed.

8. Can you support dependents and relocation logistics?

Many visa journeys include practical logistics beyond forms: travel sequencing, timing for medical steps, and relocation planning. Where applicable, we coordinate employee relocation services Dominican Republic support alongside the immigration pathway, including guidance on what the candidate must do and when. Because dependent requirements can vary, we confirm scope and pathway early and keep expectations realistic with milestone-based updates.