Visas and Onboarding Services in Peru

How our visas and onboarding support works

For commercial evaluation, clarity matters: you need a predictable workflow, accountable owners, and transparent status updates. Our model connects immigration coordination with onboarding readiness so confirmations, registrations, and payroll do not fall out of sync.

Step 1 – Eligibility and plan

We confirm the right route, timeline, and dependencies (documents, translations, background checks) and map responsibilities between your team, the hire, and local stakeholders.

Step 2 – Documentation and submissions

We build a controlled checklist and guide evidence preparation, then coordinate submissions and follow-ups. This includes MTPE contract approval and MIGRACIONES filing support to keep steps sequenced correctly.

Step 3 – Approval, start date, and ongoing support

We align approvals with start-date planning, relocation needs (if any), and the onboarding checklist. After start, we help you manage renewals and changes as your team scales.

Mid-page CTA: Contact Us to get a Peru-specific timeline and checklist from Latam Experts.

Key business benefits for US teams hiring in Peru

• Faster time-to-hire through structured documentation and coordinated steps
• Fewer compliance gaps by aligning immigration milestones with onboarding tasks
• Clear visibility for stakeholders with status updates and ownership
• Better employee experience with predictable onboarding and payroll readiness
• Reduced operational overhead compared with managing vendors independently

Work visa and residence pathway in Peru (overview)

If you are hiring internationally, you typically need an approved employment relationship and an immigration process that ends in residence documentation for day-to-day administration. This is where Peru work visa support for companies hiring abroad creates leverage: the work starts early, before submissions.

Peru residence permit and Carné de Extranjería assistance often follows a sequence like:

Outside Peru vs inside Peru

• Outside Peru: many cases run end-to-end in about 1-3 months from contract signing to residence card issuance, assuming documentation is ready.
• Inside Peru: local processing can be around 1-2 months in many scenarios, depending on case complexity and readiness.

Document checklist (what to prepare early)

To prevent delays, treat documentation like a project with owners and due dates. Common requirements include:

• Passport with sufficient validity
• Signed employment or service contract (often 12 months or more for resident routes)
• Proof of MTPE contract approval
• Police/criminal background certificates (as required)
• Government fee payment receipts
• Immigration forms for residency or status change
• Proof of address in Peru (when required)
• Official Spanish translations for foreign documents
• Recent passport-style photo

Peru employee relocation and documentation management is not just collecting files – it is quality control before submission.

Onboarding in Peru: from offer acceptance to compliant payroll

A strong onboarding flow reduces operational risk and builds trust with new hires, especially when the hiring team is based in the US.

What happens after acceptance

You typically align offer details (role, compensation, start date, benefits), finalize the contract, and collect core documents (ID data, CV, education and employment proofs, address evidence, and banking details). Some roles and employers require a pre-employment medical exam based on local practice and conditions.

Payroll and statutory registrations

After the start date, compliant employment generally includes pension/health enrollment steps and income tax withholding setup. Peru onboarding and payroll registration services help ensure the hire is registered, paid accurately, and supported from day one.

Typical duration: once all required documents are submitted, onboarding registrations are often completed in roughly 4-5 business days, depending on timing and internal processes.

Country employment snapshot (Peru)

High-level operational snapshot (verify for your case):

Compliance and risk (and how we reduce it)

Peru immigration compliance for international employees is only one part of the risk picture. We help you mitigate:

• Immigration status mismatch or start-date misalignment
• Missing translations/legalizations that trigger rework
• Late payroll and benefit registrations that affect employee experience
• Misclassification and contractor vs employee exposure
• Payroll data errors (banking, tax, benefits) that delay first pay
• Privacy and security issues around sensitive documents

Pricing and implementation

Employer of Record in Peru for foreign companies is commonly priced as a monthly per-employee fee under EOR, plus an immigration coordination component when visas are needed. Government fees, translations, and third-party checks are typically pass-through costs.

What changes price and timeline: number of hires, urgency, document complexity, family accompaniment, and whether the hire starts inside or outside Peru.

Implementation planning view

Compare options: EOR vs PEO vs opening your own entity

A quick commercial comparison to support decision-making:

Common use cases

• You want to hire a key specialist in Peru quickly while keeping the contracting structure compliant.
• You are expanding in LATAM and need repeatable hiring and onboarding across countries, not one-off firefighting.
• You need a partner to coordinate immigration, onboarding, and payroll readiness while your US team stays focused on operations.

Why choose Serviap Global

What you need from a provider is consistent execution, not promises. With Latam Experts, you get:

• A repeatable, Peru-specific workflow for visas and onboarding
• Dedicated case management and clear status reporting
• Practical compliance sequencing to reduce rejections and delays
• Human support backed by structured tools and documentation security practices

Trust builders for commercial evaluation

Evaluate providers on execution signals:

• Clear scope and responsibilities across immigration, onboarding, and payroll
• Response times, escalation paths, and transparency on timelines
• Document security practices for passports, IDs, and background checks

Serviap Global snapshot (company-reported): 25+ years of local HR expertise, 15+ years in global EOR delivery, and 215+ companies served worldwide.

Common buyer objections (straight answers)

• “We only need visa help”: Visas and onboarding are tightly linked; separating them often creates delays at payroll and registration steps.
• “We need a fixed timeline”: We provide planning ranges and weekly milestones, but final timing depends on authorities and document readiness.
• “We already have HR”: We complement HR by running the local sequence and compliance checkpoints so your HR team stays focused on people operations.
• “We are cost-sensitive”: Our scope is modular; you pay for what you use, with pass-through third-party costs clearly separated.

Ready to hire in Peru with confidence

If you want one partner to coordinate visas and onboarding end to end, let’s map your hiring plan. Contact Us to speak with Latam Experts and receive a timeline, checklist, and scope aligned to your target start date.

Talk to Latam Experts – Microcopy: Confirm scope, responsibilities, and pricing approach before you commit.

FAQ’s

1. What is included in Visas and Onboarding Services in Peru?

These services typically combine immigration coordination with operational onboarding readiness. That can include eligibility review, a document checklist, guidance on Spanish translations, coordination of submissions and follow-ups, and alignment of immigration milestones with onboarding tasks like contract finalization, payroll data collection, and statutory registrations. The exact scope depends on your hiring model and timeline, but the goal is consistent: reduce rework, keep the hire compliant, and deliver a smooth day-one experience.

2. How long does the Peru process usually take for a foreign hire?

Timing depends on where the candidate starts and how quickly documents are ready. Many cases include a contract approval step, followed by an immigration step that can take several weeks, and then residence documentation issuance after approval. A common planning range is roughly 1-3 months for candidates starting outside Peru and around 1-2 months for candidates already in Peru, but every case can vary. Starting documentation early is the most reliable way to protect your target start date.

3. Can a new hire start working before the correct immigration status is in place?

It is best practice to avoid starting productive work before the correct status and authorizations are in place, because it can create compliance risk for the worker and the hiring structure. There may be limited pre-start activities that are permissible (such as onboarding orientation or equipment logistics), but your start date should align with the approved immigration pathway and local requirements. We help you plan realistic timelines and sequence tasks so you do not have to choose between speed and compliance.

4. Which documents most often cause delays, and how do you prevent them?

Delays commonly come from background certificates, missing or incorrect translations, inconsistent personal data across documents, and late proof-of-address or fee payment receipts. Prevention is mostly operational: a controlled checklist, clear owners, early collection, and quality control before submission. We recommend a single source of truth for name spelling, passport details, and dates, plus a short validation step before anything is filed. This approach reduces rework and protects timelines.

5. How do you connect onboarding to payroll readiness for US-based teams?

We run onboarding as a compliance checkpoint, not an admin task. That means collecting payroll-required data, validating banking details, aligning contract terms to payroll cycles, and coordinating statutory registrations within required timeframes after start. For US-based teams, the value is visibility: you know what is pending, what is completed, and what could impact first pay. This reduces employee friction and prevents last-minute fixes that often happen when immigration and onboarding are managed separately.

6. Do you support candidates who are already in Peru?

Yes. Many hires start inside Peru under a valid status and then follow a local processing route, which can involve contract approval steps and a change of immigration status filing. The required documents and sequencing can differ from candidates starting abroad, so we begin with an eligibility review and a document plan. The goal is the same: keep the process compliant while aligning a realistic start date and onboarding tasks. Share the candidate’s current status and target timing and we will map the most practical path.

7. What is the difference between using an EOR and opening a local entity in Peru?

An Employer of Record (EOR) is commonly chosen when you want to hire without setting up a local entity, because the provider becomes the local employer and manages payroll and compliance. Opening an entity gives you maximum control and can be the right long-term choice, but it typically requires more setup time, fixed overhead, and ongoing administration. Many US companies start with EOR for speed and flexibility, then consider an entity once headcount and long-term plans justify it.

8. How do you protect sensitive documents during the process?

Immigration and onboarding involve passports, IDs, background checks, and other sensitive data. Strong providers use secure collection methods, limit access on a need-to-know basis, and maintain clear retention rules. We recommend avoiding email attachments for critical identity documents, using encrypted storage, and keeping audit trails for who accessed what and when. During kickoff, we align document security expectations and define how your team, the hire, and local stakeholders will exchange information securely.