6 Jobs in Osorno
Monday to Friday shapes the working week; AFP retirement contributions appear on every payslip.
Average salary: CLP 8,820,000
Average salary
CLP 8,820,000
across 5 jobs
- Operador/a de calderas para generación de vapor, de alta - media presión (Decreto 10)
- Ecolab
- Osorno, Chile
- CLP 10,800,000 – CLP 14,400,000New
- Auxiliar de Limpieza
- Aramark
- Osorno, Chile
- CLP 5,400,000 – CLP 6,600,000New
- Casino Auxiliary
- Aramark
- Osorno, Chile
- CLP 5,400,000 – CLP 7,200,000
- Operador/a de calderas para generación de vapor
- Ecolab
- Osorno, Chile
- CLP 9,600,000 – CLP 14,400,000
- Guardia de Seguridad
- G4S
- Osorno, Chile
- CLP 7,200,000
- Ayudante de Laboratorio - Microbiología
- SGS
- Osorno, Chile
Employment in Chile typically begins with a formal written contract specifying hours, role, and probation terms. Employers request identity documentation, tax registration, and often proof of prior work history. Full-time positions run 45 hours weekly, though retail and hospitality commonly extend beyond standard time. Most contracts are indefinite, though fixed-term and project-based arrangements exist. Local citizens and registered foreign residents are eligible; those without permanent residency need employer sponsorship. Work visas require employer backing and proof of qualifications. The working year follows the calendar with a shutdown period around late December through early January.
Jobs by city in Chile
- Santiago160
- Antofagasta27
- Valparaíso27
- Concepción12
- Puerto Montt11
- Pica8
- Calama8
- Rancagua7
- La Serena6
- Iquique5
- Arica5
- Arauco5
Questions
Who can legally work in Chile?
Chilean citizens and residents with valid documentation can work freely. Foreign nationals need employer sponsorship and a work visa; employers typically handle visa applications for qualified candidates. Temporary residents may access certain sectors with restricted permits.
What contract types do employers use?
Most employment is on indefinite written contracts specifying role, hours, and salary. Fixed-term contracts suit seasonal or project work and require renewal. Probation periods, typically 90 days, allow either party to exit without notice.
How many hours constitute a standard working week?
The standard is 45 hours per week across five days. Overtime must be compensated or credited as time off; employers cannot exceed two hours daily without employee consent. Certain sectors like healthcare operate shifts outside standard hours.
What documentation do employers require?
Employers ask for national identity papers, tax registration numbers, and often references from previous employers. Some roles require specific certifications or professional licenses. Background checks vary by sector and seniority.
When does pay arrive?
Salaries are typically paid monthly, on fixed dates stated in the contract. Direct bank transfer is standard; cash payments are uncommon in formal employment. Payment must occur by the agreed date regardless of business circumstances.
What is AFP and how does it affect pay?
AFP is the mandatory private pension system; contributions of around 10% are deducted from gross salary before take-home pay. Employers contribute separately to this fund. All workers must be enrolled in an AFP unless they opt for the public system.
How is overtime handled?
Overtime beyond 45 hours weekly must be compensated at a premium rate or taken as equivalent time off. Employers cannot systematically require overtime; it must be voluntary or genuinely occasional. Compensation rates are set by labour law minimums.
What breaks and leave do workers receive?
Workers receive a minimum 15 days paid vacation annually, which accrues and can be carried forward or paid out. Statutory holidays are separate from vacation days and paid at full rate. Lunch breaks of 30 minutes to one hour are standard unpaid time.
How is the working year structured?
Employment runs calendar-year cycles. Most businesses close or scale down from mid-December to early January. Public holidays cluster around September independence celebrations and late December festivities, disrupting normal work rhythms.
Can contracts be terminated easily?
Indefinite contracts require just cause for dismissal or payment of severance. During probation, either party can terminate without cause. Wrongful termination can lead to compensation claims; employers must document performance issues before dismissal.