569 Jobs in Panama

Employment contracts in Panama run on a calendar where the thirteenth month and aguinaldo bonuses shape the annual pay cycle.

Questions

• Who can work in Panama?

  Panamanian citizens and legal residents can work without restriction. Foreign nationals require a work permit obtained through employer sponsorship, which the employer applies for at immigration authorities. The permit ties employment to a specific employer and sector.

• What are the main contract types?

  Employment contracts in Panama are typically permanent or fixed-term, both registered with the Ministry of Labor. Permanent contracts provide stronger tenure protections, while fixed-term contracts specify an end date and may be renewed. Verbal agreements carry no legal standing.

• What are standard working hours?

  The legal standard is forty hours per week across five days. Overtime beyond this threshold is compensated at time-and-a-half for regular hours and double-time for holidays, calculated on an hourly basis set in the contract.

• What documents do employers request?

  Employers require a national identification card or passport, a criminal background check, and increasingly a medical certificate. Educational credentials and professional certifications are requested depending on the role's requirements.

• How is the working year structured?

  The calendar year runs from January to December, with a mandatory aguinaldo bonus equal to one month's base salary paid in December. This shapes household planning and is non-negotiable regardless of tenure length.

• When and how is pay delivered?

  Salaries are paid monthly, typically by bank transfer to an employee's designated account. Payroll cycles align with calendar months, and deductions for SERFAC (social security fund) and ITBM are standard on every payslip.

• Are there mandatory deductions from pay?

  Yes. SERFAC contributions, the employee's share of social security, are deducted automatically. Additional deductions may include health insurance and voluntary pension contributions depending on the employer's scheme.

• What happens to unpaid leave?

  Employees accrue paid leave at minimum rates set by labor law, typically fourteen working days annually. Unused leave can often be carried forward or paid out upon contract termination, depending on contract terms.

• Is probation a standard practice?

  Probationary periods are common but not legally mandated; they vary by employer and sector. During probation, either party may terminate the contract with shorter notice, though reasons must be documented.

• What employer rights are protected?

  Employers can terminate contracts for cause with documented grounds such as repeated policy violation or performance failure. Termination without cause requires statutory severance payments proportional to tenure, and wrongful termination claims can be pursued through labor courts.