Remuneración
The total compensation, whether in cash or in kind, received by a worker for their services.
Definitions (3)
As per Article 405 of Ley N° 9343, 'remuneración' refers to the wages or salary, and any additional benefits, paid directly or indirectly, in cash or in kind, by an employer to a worker arising out of the worker's employment. The law mandates that all persons performing equal work under equal subjective and objective conditions shall enjoy the same rights in terms of remuneration, without any discrimination. This ensures that all components of compensation are subject to the equal pay principle.
While not explicitly defined within Ley 2694, the term 'remuneración' (remuneration) is implicitly covered under the broader concept of 'igualdad de oportunidades o de trato en materia de empleo u ocupación' and is directly referenced in the context of 'igual salario por trabajo igual' (equal pay for equal work) as a fundamental right enshrined in the Universal Declaration of Human Rights and ILO Convention 100, both of which influenced this law. In the Costa Rican labor context, remuneration includes not only the basic salary but also any other benefits, allowances, or payments received by a worker in exchange for their services. The principle of non-discrimination, therefore, extends to ensuring that such compensation is free from discriminatory practices based on the prohibited grounds.
In the context of Peruvian labor law, 'Remuneración' refers to the total compensation, whether in monetary form or in kind, that a worker receives from an employer as a direct consequence of their personal services. This encompasses not only the basic salary but also any additional payments, bonuses, benefits, or allowances that are regularly provided, provided they are of a free disposition for the worker. It is a broad concept that aims to capture all economic advantages derived from the employment relationship for the purpose of ensuring equal treatment. The regulations emphasize that all components of remuneration must be considered when assessing pay equity, preventing employers from manipulating specific elements to create artificial disparities.