Top 10 EOR Providers for Hiring in Peru (2026)
Peru's CTS is the operational headache. You deposit half a month's salary into the worker's bank account in May and November, and the calculation includes gratificaciones. Get it wrong and SUNAFIL fines stack up fast. Every entity here verified by RUC on SUNARP. Top of the list has CTS automation in the platform; the rest hand-calculate.
How I scored this list
Five things weighted unequally.
Verified Peruvian legal entity, 35%
A company registered with SUNARP (Superintendencia Nacional de los Registros Públicos) with an active RUC at SUNAT — ideally a Sociedad Anónima Cerrada (S.A.C.) or equivalent. Wholly-owned Peruvian subsidiary scores highest; certified-partner delivery is downweighted; undisclosed third-party routing is downweighted further.
Peru statutory compliance depth, 25%
Demonstrated handling of Renta de Quinta Categoría withholding, T-Registro and PLAME filings with SUNAT, EsSalud (9% employer), ONP or AFP pension election, CTS deposits (May and November), gratificaciones (July and December), asignación familiar, Vida Ley insurance, SCTR for high-risk roles, and utilidades profit-sharing.
Peru and LATAM tenure, 20%
Years operating in Peru or across LATAM, Lima office presence, and number of clients on the Peruvian entity. Regional specialists with deep LATAM operating history score higher for the Peru-specific list than global generalists.
Customer evidence and platform capability, 10%
Independent reviews on G2, Capterra, Clutch, and LATAM directories referencing Peru operations, plus platform features such as PEN (Soles) payroll, CTS and gratificaciones automation, and SUNAT integration.
Pricing transparency, 10%
Published Peru-specific or transparent global pricing on the marketing page. Transparent pricing scored higher than custom quotes.
The three I'd flag before you scroll.
Spotlight #1
Biz Latin Hub. The only provider in this ranking with a Peruvian entity fully verified on the public record. The entity is PERU COMPANY SERVICES SOCIEDAD ANONIMA, RUC 20562902903, commercial name "Biz Latin Hub Peru" (formerly CMC Global Resources Peru S.A.), active, registered at Calle Grimaldo del Solar 162, Int. 602, Urb. Leuro, Miraflores, Lima, operating since 23 June 2014. An integrated Legal, Accounting, and Recruitment firm rather than a software-first EOR. Because Biz Latin Hub runs its own Peruvian entity, it can take a client from EOR through to full company incorporation in Peru without switching providers — the PEO/EOR becomes the legal Employer of Record and completes all administrative requirements with SUNAT, SUNARP, EsSalud, and the AFP/ONP system. Pan-LATAM and Caribbean coverage from owned offices.
Spotlight #2
Atlas HXM. World's first Direct Employer of Record — Atlas owns all its entities in every country it operates, Peru included, with no third-party intermediaries. 160+ countries on the 100% direct model. Chicago HQ, founded 2015. 2025 GPA Employer of Record Organization of the Year. NelsonHall NEAT positioning for Global EOR. Single platform across all jurisdictions for Peruvian contracts, PEN payroll, EsSalud, AFP/ONP, CTS, and gratificaciones. EOR pricing approximately $500-$700 per employee per month with owned entities everywhere.
Spotlight #3
Serviap Global. LATAM-rooted EOR — Mexico City-founded in 2010, with 15+ years of Latin America operating history, the longest LATAM tenure among providers in this audit. Peru is covered in the Serviap country-guide network alongside Mexico, Brazil, Chile, Colombia, Costa Rica, Dominican Republic, and Panama. Delivers through owned entities and certified partner networks. Acquired by Hightekers in December 2025 to strengthen the combined global EOR footprint, with Serviap operations and team kept intact. Best fit for companies hiring across multiple LATAM markets with Peru as one node.
Biz Latin Hub
Biz Latin Hub. LATAM-pure with verified Peruvian subsidiary among 18 wholly-owned LATAM entities, Vistra-acquired (December 2025). Best for buyers building multi-country LATAM teams where Peru pairs with Colombia, Mexico, and Argentina under one operator.
Atlas
Atlas HXM. Peruvian entity via 100% direct-entity 160+ countries, 2025 GPA EOR Organization of the Year, ISO 27001/27017/27018. Best for enterprise buyers wanting Peru via sole-source owned-entity delivery as part of a global rollout.
Serviap Global
Serviap Global. Peruvian RUC verified, LATAM-primary EOR with bilingual EN/ES account teams. Hightekers acquisition (Dec 2024) and Rivermate consolidation — get the contracting entity in writing. Best for LATAM-anchored buyers valuing regional account teams.
Deel
Deel. Peruvian RUC verified, 150+ countries, broadest contractor and payment infrastructure, Legalpad-acquired immigration. Best for buyers wanting Peru alongside a global EOR programme under one platform.
Remote
Remote. Peruvian RUC verified, 100% owned-entity in core markets, #1 G2 EOR compliance, $0 setup and termination, strongest IP framework. Best for compliance-first buyers where Peru is part of a wider distributed-team programme.
Solutions & Payroll
Solutions & Payroll. Peru-rooted specialist with verified RUC, in-country team, dedicated CTS and gratificaciones handling depth. Best for buyers wanting a Peru-native operator over US-rooted globals for local labour-law depth.
Globalization Partners
Globalization Partners. Peruvian RUC verified, 180+ owned entities, EOR category creator, SOC 1 + SOC 2 Type II + ISO. Best for enterprise buyers entering Peru as part of a multi-country owned-entity programme.
Multiplier
Multiplier. Peruvian RUC verified, 150+ countries, 100+ currencies, $400/month flat, ESOP and equity admin included. Best for mid-market buyers wanting Peru at flat predictable pricing as part of a multi-region programme.
Mercans
Mercans. Peruvian operations with HR Blizz proprietary payroll engine, Workday + SAP + Oracle + ADP certified, Everest Group EOR PEAK Matrix Leader 2025. Best for enterprises where Peru payroll integrates into a multi-system HR backbone.
CXC
CXC Global. Founded 1992, 100+ countries through owned subsidiaries, CXC Comply for contractor classification, NelsonHall NEAT positioning. Best for buyers running Peruvian contingent populations where misclassification risk is the binding criterion.
How to verify a Peru EOR before signing.
Six tests to verify a Peru EOR provider before signing.
Step 1
Ask for the exact name and RUC (Registro Único de Contribuyentes) of the Peruvian legal entity that will employ your staff, then verify the RUC on the SUNAT public registry. The entity should appear with active status. Confirm the legal form — a Sociedad Anónima Cerrada (S.A.C.) or Sociedad Anónima (S.A.) is standard — and cross-check the company on SUNARP (the public registry) for the Partida Registral.
Step 2
Confirm registration in the SUNAT T-Registro (the electronic employer and worker registry) and that the provider files the monthly PLAME (Planilla Mensual de Pagos). Ask which régimen laboral the employee will sit under — the general regime or the MYPE (micro and small enterprise) regime — because CTS, gratificaciones, and vacation entitlements differ materially between them.
Step 3
Request a redacted sample Peruvian employment contract under the LPCL (Ley de Productividad y Competitividad Laboral, Decreto Supremo 003-97-TR) and a redacted payslip showing Renta de Quinta Categoría withholding, EsSalud (9% employer), the employee's ONP or AFP pension election and rate, asignación familiar where applicable, and Vida Ley life insurance.
Step 4
Confirm in writing how CTS and gratificaciones are reserved and paid. CTS must be deposited into the employee's CTS account in the first 15 days of May and of November. Gratificaciones are paid in the first 15 days of July (Fiestas Patrias) and December (Christmas), each equal to a full month's salary plus the bonificación extraordinaria (the 9% EsSalud amount paid to the employee). Ask for proof of the last CTS deposit and last gratificación for a current employee.
Step 5
Confirm SCTR (Seguro Complementario de Trabajo de Riesgo) handling if any role is high-risk, utilidades (profit-sharing) calculation and the May 30 distribution deadline, and SUNAFIL inspection readiness. Confirm the termination process under the LPCL including the rules on dismissal causes and indemnización por despido arbitrario (severance for arbitrary dismissal — 1.5 monthly salaries per year of service, capped at 12 salaries).
Step 6
Get the all-in cost in writing for one Peru employee including the per-employee fee, FX margin on PEN (Soles) disbursement, EsSalud, the CTS and gratificaciones reserves, asignación familiar, Vida Ley premium, and any termination reserves. Ask for two reference customers with Peru headcount of similar size to yours and contact them directly about onboarding speed, CTS and gratificaciones accuracy, and SUNAFIL inspection experience.
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How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
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