Paid time off

Paid time off in Costa Rica is mandated at a minimum of two weeks for every fifty weeks of continuous service. This statutory entitlement ensures that employees receive adequate rest and recovery time proportional to their tenure with an employer. The calculation basis is continuous service, meaning uninterrupted employment; breaks or gaps in service may reset the accrual period depending on the circumstances of separation and rehire.

The governing legal framework for paid time off in Costa Rica is established through labor law provisions codified in the proyecto de ley and reinforced by the country's labor code. These regulations set the floor for vacation entitlements and are enforced by the Ministry of Labor and Social Security (Ministerio de Trabajo y Seguridad Social).

Employers must track continuous service periods for each employee and accrue vacation days accordingly. The two-week minimum per fifty weeks of service translates to approximately 4.8 days per year for a standard full-time employee, though many employers provide more generous policies. Vacation days must be granted and taken; they cannot be systematically denied or indefinitely deferred without legal consequence. Upon termination of employment, unused accrued vacation time must be paid out at the employee's regular wage rate.

Payroll teams administering Costa Rican employment must maintain accurate service records and ensure vacation accrual calculations comply with the fifty-week threshold. Employers should document vacation scheduling and payment to demonstrate compliance with labor inspectors, as violations can result in penalties and back-pay obligations.