Costa Rica Labor Code

Overview

The Costa Rica Labor Code, originally enacted as Law N° 2 on August 27, 1943, stands as a foundational pillar of the nation's social and economic justice framework. Born out of a progressive era marked by the Social Guarantees movement, this comprehensive legislation was a collaborative effort involving the government, the communist party, and the Catholic Church, aiming to establish a robust system of worker protections. It was a pioneering law for its time in Latin America, codifying a wide array of fundamental labor rights that were revolutionary for the period. The Code's primary purpose is to regulate the relationship between employers and workers, ensuring fair treatment, decent working conditions, and equitable remuneration across all sectors of the economy. Its provisions are considered public order, meaning they are mandatory and cannot be waived by individual agreements to the detriment of the worker, reflecting a strong state commitment to protecting the vulnerable party in the employment relationship.

Historically, the 1943 Labor Code emerged from a period of significant social and political transformation in Costa Rica, laying the groundwork for a welfare state model. It introduced concepts such as the 8-hour workday, minimum wage, paid vacations, severance pay, and the right to organize unions, which were crucial for improving the living and working conditions of the populace. The Code's enduring relevance is underscored by its continuous application and periodic amendments, adapting to evolving societal needs and international labor standards. While its initial focus was broad labor protection, subsequent reforms and complementary laws have refined its scope, particularly in areas like non-discrimination and pay equity. The Code's principles are deeply intertwined with the Costa Rican Political Constitution, especially Articles 33, 56, and 57, which enshrine equality before the law, the right to work, and the principle of equal pay for equal work.

Key innovations of the Costa Rica Labor Code include its universal applicability to all enterprises and inhabitants within the Republic, without distinction of sex or nationality, thereby establishing a broad protective umbrella. It explicitly declares null and void any agreements that waive workers' rights established by law, reinforcing the inalienable nature of these protections. Over the decades, the Code has been subject to various reforms, with significant amendments aimed at strengthening specific rights, such as those related to maternity leave and, more recently, pay equity. The most notable recent development concerning pay equity is the reform introduced by Law N° 9677 of 2019, which amended Law N° 7142 (Ley de Promoción de la Igualdad Social de las Mujeres). This amendment moved beyond 'equal work' to 'work of equal value,' aligning Costa Rican law more closely with international best practices and the ILO's Equal Remuneration Convention (C100). This evolution demonstrates Costa Rica's ongoing commitment to advancing labor rights and ensuring fairness in the workplace.

Definitions

The Costa Rica Labor Code, along with its constitutional underpinnings and subsequent amendments, provides crucial definitions that shape the understanding and application of pay equity and employment law. Central to this framework is the concept of 'salario' (wage or salary), which is broadly defined to encompass the ordinary, basic, or minimum pay, as well as any other emoluments, whether in money or in kind, paid directly or indirectly by the employer to the worker as a result of their employment. This comprehensive definition ensures that all forms of remuneration are considered when assessing compliance with equal pay principles, preventing employers from circumventing the law by categorizing parts of compensation differently. The Code emphasizes that wages must be sufficient to provide for the worker's well-being and a dignified existence, reflecting a social justice perspective on remuneration.

The principle of 'igualdad salarial' (equal pay) is a cornerstone of Costa Rican labor law. Initially, Article 167 of the Labor Code and Article 57 of the Political Constitution established the right to "equal salary for equal work in identical conditions of efficiency." This meant that if two individuals performed the exact same job under the same conditions and with the same level of efficiency, they should receive the same remuneration. However, the concept has evolved significantly with the reform introduced by Law N° 9677 of 2019, which amended Law N° 7142, the Law for the Promotion of the Social Equality of Women. This amendment broadened the scope to 'trabajo de igual valor' (work of equal value). This more expansive definition acknowledges that jobs may not be identical in title or specific tasks but can still hold equivalent value to the employer, requiring comparable skills, effort, responsibility, and working conditions. This shift is critical for addressing systemic pay disparities that often arise from gender-segregated occupations.

Furthermore, the Code implicitly defines 'discriminación' (discrimination) in the context of employment and remuneration. While the 1943 Code itself prohibits discrimination broadly, later laws and constitutional interpretations have specified prohibited grounds. Article 404 of the Labor Code, along with Article 33 of the Constitution, enumerates various protected characteristics, including age, ethnicity, sex, religion, sexual orientation, and disability, among others. In the context of pay, discrimination is understood as any difference in remuneration that is not based on objective, demonstrable, and justified criteria such as capacities, qualifications, suitability, responsibility, productivity, or seniority. Crucially, differences based solely on a person's sex or maternity status are explicitly deemed arbitrary and invalid. This legal framework aims to ensure that remuneration decisions are based on job-related factors and performance, rather than on protected personal attributes.

Covered Employers

The Costa Rica Labor Code, by its very nature as a law of public order, applies broadly to virtually all employers operating within the national territory. Article 12 of the Code explicitly states that its provisions are binding for "all enterprises, exploitations or establishments, of whatever nature they may be, public or private, existing or that may be established in the future in Costa Rica, as well as all inhabitants of the Republic, without distinction of sexes or nationalities." This expansive scope ensures that the vast majority of employment relationships fall under its protective umbrella, reflecting a strong commitment to universal labor rights. There are no specific size thresholds for employers to be covered; even small businesses and individual employers are subject to the Code's mandates. This comprehensive coverage is a hallmark of Costa Rican labor law, designed to prevent gaps in protection and ensure a level playing field for workers across the economy.

While the Code's application is extensive, it does acknowledge certain limited exceptions or specific regulations for particular types of employment or sectors. For instance, some provisions may be declared applicable only to specific persons or enterprises, as outlined in the Code itself. However, these exceptions are generally narrow and do not undermine the overarching principle of universal application. For example, specific regulations might exist for domestic workers, agricultural workers, or certain public sector employees, but these are typically supplementary or provide tailored protections rather than outright exemptions from core labor rights. The intent is to ensure that no worker is left without fundamental protections, even if the specific modalities of their employment require nuanced legal treatment. The principle of the "reality of the contract" also means that the actual working conditions prevail over any contractual agreements that attempt to circumvent the law, further solidifying the Code's reach.

There are no explicit phase-in periods for compliance with the core provisions of the Labor Code, as it has been in force since 1943. However, amendments or new laws, such as Law N° 9677 of 2019 concerning pay equity, may include transitional provisions. For example, the creation of the Interinstitutional Commission for Pay Equity included a two-year period for the National Institute of Statistics and Census (INEC) to incorporate the pay equity indicator into its studies, indicating a phased approach to data collection and monitoring rather than immediate employer-level reporting obligations. This suggests that while the principles of equal pay are immediately applicable, the mechanisms for measuring and enforcing them at a systemic level may involve a gradual implementation. Nonetheless, all employers are expected to adhere to the non-discrimination and equal pay principles from the moment they are established or from the effective date of any new legal provisions.

Employee Rights

Under the Costa Rica Labor Code and its complementary legislation, employees are endowed with a robust set of rights designed to ensure fair treatment and equitable remuneration. A fundamental right is the entitlement to a minimum wage, periodically fixed, which guarantees a dignified existence and well-being. Beyond this, workers have the explicit right to equal pay for work of equal value, a principle enshrined in Article 167 of the Labor Code and significantly reinforced by Article 14 of Law N° 7142, as amended by Law N° 9677. This means that women and men performing jobs that are similar or of equivalent value, based on objective criteria such as skills, effort, responsibility, and working conditions, must receive the same remuneration. Employees have the right to challenge pay disparities that are not objectively justified, particularly those based on sex or maternity.

To exercise these rights, workers can file complaints with the Ministry of Labor and Social Security (MTSS), specifically through its General Labor Inspectorate. The Inspectorate is tasked with investigating alleged violations of labor law, including instances of pay discrimination. Employees are protected against retaliation for asserting their rights, such as filing a complaint or participating in an investigation. The legal framework also provides for judicial recourse, allowing workers to pursue claims in labor courts. The new Labor Procedural Reform (Ley N° 9343, 2016) introduced streamlined processes for labor disputes, aiming for quicker resolution. Furthermore, the Code guarantees the right to freedom of association and collective bargaining, enabling workers to form or join unions to advocate for their rights, including fair wages and non-discriminatory pay practices. Collective agreements can establish higher standards than those mandated by law, providing an additional avenue for securing pay equity.

Beyond equal pay, the Labor Code grants numerous other essential rights, including the right to an 8-hour workday, at least one day of rest per week, paid annual vacations, and severance pay upon termination without just cause. Pregnant workers are entitled to mandatory paid maternity leave, and adopting parents receive similar leave for adaptation. The Code also prohibits discrimination in employment based on various grounds, ensuring that hiring, promotion, and termination decisions are based on merit and job requirements rather than protected characteristics. While the Code does not explicitly detail a right to wage discussion or comparison with colleagues, the overarching principles of non-discrimination and equal pay imply a right to information necessary to ascertain whether discrimination has occurred. The creation of the Interinstitutional Commission for Pay Equity further signals a commitment to transparency and monitoring of pay disparities at a systemic level, which indirectly supports individual workers' ability to understand and assert their pay rights.

Pay Transparency Requirements

The Costa Rica Labor Code, in its original 1943 form, did not contain explicit provisions for pay transparency requirements such as mandatory salary range disclosures in job postings or public pay scale publications. The focus of the initial legislation was primarily on establishing fundamental labor protections and minimum standards. However, the spirit of non-discrimination and equal pay, deeply embedded in the Code and the Constitution, has evolved to implicitly encourage greater transparency. While direct mandates for employers to publish salary ranges for every job are not explicitly found, the legal framework, particularly after the 2019 amendment to Law N° 7142, moves towards a system where pay decisions must be objectively justifiable, which inherently requires a degree of internal transparency regarding compensation structures.

The absence of explicit job posting requirements for salary ranges means that employers are not legally obligated to include this information. However, the principle of equal pay for work of equal value, as reinforced by Law N° 9677, implies that employers should have clear, objective criteria for setting wages. This internal clarity, while not publicly mandated, is crucial for defending against claims of pay discrimination. If a worker suspects pay discrimination, the employer would need to demonstrate that any differences in remuneration are based on objective factors such as qualifications, experience, responsibility, or performance, rather than on prohibited grounds like sex. This necessitates a structured approach to compensation that, by its nature, requires some level of internal transparency for management and HR.

While direct employer-level pay transparency mandates are not a prominent feature of the Costa Rican Labor Code, the establishment of the Interinstitutional Commission for Pay Equity between Women and Men, as per Law N° 9677, marks a significant step towards systemic pay transparency. This Commission is tasked with overseeing and ensuring that the National Institute of Statistics and Census (INEC) incorporates a pay equity indicator into its studies. This national-level data collection and analysis, focusing on variables influencing monetary income by sex, sector, zone, age, and hours worked, aims to identify and understand the complexities of gender pay differences. Although this does not directly translate to individual employer reporting, it creates a framework for monitoring pay gaps at a macro level, which can inform policy and enforcement efforts, indirectly pushing for greater transparency in the labor market over time. The Commission's work, therefore, represents a form of indirect, systemic pay transparency, providing data that can highlight areas of concern and guide targeted inspections by the General Labor Inspectorate.

Reporting & Audit Obligations

The Costa Rica Labor Code of 1943, in its original form, did not impose specific, regular reporting or audit obligations on individual employers concerning pay equity. Its primary focus was on establishing fundamental labor rights and providing mechanisms for individual complaints and inspections. However, the legal landscape has evolved, particularly with the amendments introduced by Law N° 9677 of 2019. While this amendment does not mandate individual employers to conduct equal pay audits or submit detailed pay reports, it establishes a crucial framework for national-level monitoring and evaluation of pay equity. The creation of the Interinstitutional Commission for Pay Equity between Women and Men signifies a move towards a more data-driven approach to identifying and addressing pay disparities.

The Interinstitutional Commission for Pay Equity, composed of representatives from key government institutions such as the Ministry of Labor and Social Security (MTSS), the National Institute of Women (INAMU), the Ombudsman's Office, public universities, the Central Bank, and the National Institute of Statistics and Census (INEC), is central to these new obligations. This Commission is responsible for managing and ensuring that the INEC incorporates a pay equity indicator into its studies. These studies are designed to delve into variables influencing monetary income by sex, sector, zone, age, and hours worked, among others, to comprehensively understand the behavior of gender pay differences. The Commission is mandated to convene at least twice a year to oversee this process. While this is not a direct employer reporting requirement, it creates an obligation for state institutions to collect, analyze, and report on national pay gap data, which can then inform policy and enforcement strategies.

The insights derived from the INEC's studies, guided by the Interinstitutional Commission, are intended to inform the General Labor Inspectorate. Based on these policies and the established pay equity indicator, the Inspectorate is directed to prioritize inspection cycles focused on regions and labor sectors with a higher incidence of pay discrimination against women. This implies an indirect audit mechanism, where systemic data guides targeted enforcement actions rather than universal, mandatory employer audits. Therefore, while employers are not required to submit self-audits, they are subject to potential inspections that may be triggered by national-level data indicating disparities. The law does not specify particular audit methodologies for employers, but the expectation is that any internal compensation structures should be based on objective, non-discriminatory criteria, consistent with the principle of work of equal value.

Governance & Enforcement Bodies

The primary governance and enforcement body for the Costa Rica Labor Code and its provisions, including those related to pay equity and non-discrimination, is the **Ministerio de Trabajo y Seguridad Social (MTSS)**, or the Ministry of Labor and Social Security. The MTSS is the central governmental authority responsible for formulating and implementing labor policies, overseeing labor relations, and ensuring compliance with national and international labor standards. Within the MTSS, the **Dirección Nacional de Inspección (General Labor Inspectorate)** plays a critical role. This body is specifically tasked with conducting inspections, investigating complaints of labor law violations, and ensuring that employers adhere to the Code's provisions, including those on equal pay and non-discrimination. Workers can file complaints directly with the Inspectorate, which then initiates investigative procedures.

In addition to the MTSS, the **Poder Judicial (Judicial Branch)**, specifically the labor courts, serves as the ultimate arbiter of labor disputes. If administrative remedies through the MTSS are insufficient or if a worker seeks compensation for damages, they can pursue legal action in the labor courts. The **Reforma Procesal Laboral (Labor Procedural Reform)**, enacted through Law N° 9343 in 2016, streamlined judicial processes for labor cases, aiming for greater efficiency and accessibility for workers. Furthermore, the **Defensoría de los Habitantes de la República de Costa Rica (Ombudsman's Office)** acts as an independent body that protects the rights and interests of citizens against abuses by public administration, including potential violations of labor rights. While not a direct enforcement body, it can receive complaints, conduct investigations, and make recommendations to government agencies, thereby playing an oversight role.

A significant addition to the governance framework for pay equity is the **Comisión Interinstitucional de Igualdad Salarial entre Mujeres y Hombres (Interinstitutional Commission for Pay Equity between Women and Men)**, established by Law N° 9677 of 2019. This Commission is coordinated by the MTSS and includes representatives from the National Institute of Women (INAMU), the Ombudsman's Office, public universities, the Central Bank, and the National Institute of Statistics and Census (INEC). Its role is to oversee the integration of a pay equity indicator into national statistical studies and to guide the General Labor Inspectorate in prioritizing inspections in sectors with high incidences of pay discrimination. This body represents a collaborative, multi-sectoral approach to monitoring and evaluating pay equity at a systemic level, complementing the individual complaint and inspection mechanisms of the MTSS.

Monitoring & Evaluation

Monitoring and evaluation of compliance with the Costa Rica Labor Code, particularly concerning pay equity and non-discrimination, primarily falls under the purview of the Ministry of Labor and Social Security (MTSS) through its General Labor Inspectorate. The Inspectorate conducts both routine and targeted inspections of workplaces to ensure adherence to labor laws. These inspections can be initiated proactively or in response to specific complaints filed by workers or their representatives. During an inspection, labor inspectors are authorized to review payroll records, employment contracts, job descriptions, and other relevant documentation to assess compliance with wage regulations, working conditions, and non-discrimination principles. They can interview employees and management, and gather evidence to determine if violations have occurred.

The process for investigating complaints of pay discrimination typically begins with a worker filing a formal complaint with the General Labor Inspectorate. The Inspectorate then initiates an investigation, which may involve gathering information from both the complainant and the employer. This includes requesting documentation related to job functions, qualifications, and remuneration of the complainant and comparator employees. The Inspectorate evaluates whether any observed pay differences are based on objective, non-discriminatory criteria or if they constitute arbitrary discrimination, particularly on grounds of sex or maternity. If a violation is found, the Inspectorate can issue warnings, impose administrative sanctions, and order corrective measures. The frequency of these inspections and investigations is influenced by various factors, including the number of complaints received, strategic priorities set by the MTSS, and, increasingly, data from national pay equity indicators.

A significant development in the monitoring and evaluation framework is the role of the Interinstitutional Commission for Pay Equity between Women and Men, established by Law N° 9677 of 2019. This Commission is tasked with ensuring that the National Institute of Statistics and Census (INEC) develops and incorporates a pay equity indicator into its regular studies. This indicator is designed to provide a comprehensive statistical overview of pay differences by sex, considering various demographic and employment-related variables. The evaluation criteria for pay equity, therefore, extend beyond individual cases to a systemic analysis of the labor market. The data generated by INEC, under the guidance of the Commission, serves as a crucial tool for identifying sectors and regions where pay discrimination is more prevalent. This macro-level monitoring informs the MTSS's enforcement strategy, allowing the General Labor Inspectorate to prioritize and target its inspection cycles more effectively, thereby enhancing the overall impact of enforcement efforts on pay equity.

Enforcement & Penalties

The enforcement mechanisms for the Costa Rica Labor Code are robust, with a clear hierarchy of actions and penalties designed to ensure compliance and deter violations, particularly concerning fundamental rights like equal pay and non-discrimination. When the General Labor Inspectorate identifies a violation, it can issue administrative orders requiring the employer to cease the unlawful practice and implement corrective measures. For instance, in cases of pay discrimination, an employer may be ordered to adjust the aggrieved worker's salary to match that of their comparators and potentially pay back wages. Failure to comply with these administrative orders can lead to further sanctions. The Inspectorate's findings can also serve as evidence in judicial proceedings, should the worker decide to pursue a claim in labor courts.

Penalties for violations of the Labor Code, including those related to pay discrimination, typically involve administrative fines. The specific amounts of these fines can vary depending on the severity and recurrence of the infraction, as well as the size of the employer. While the Code itself establishes a framework for sanctions, specific fine amounts are often detailed in regulations or ministerial decrees. For example, employers who refuse, manipulate, or practice pay discrimination based on gender can face administrative sanctions. These penalties are designed to be deterrents, ensuring that the cost of non-compliance outweighs any perceived benefit of discriminatory practices. In cases of repeated violations or particularly egregious conduct, the penalties can escalate, potentially leading to higher fines or other administrative measures. The legal framework also allows for criminal liability in certain severe cases, though this is typically reserved for more serious offenses than simple pay disparities.

Workers who believe they have been subjected to pay discrimination or other labor rights violations have the right to appeal administrative decisions or pursue judicial remedies. The labor courts are empowered to hear cases of alleged discrimination and can order employers to pay not only back wages but also damages for moral harm suffered by the worker. The judicial process, particularly after the 2016 Labor Procedural Reform, aims to be accessible and efficient, providing a clear path for workers to seek justice. The principle of "in dubio pro operario" (when in doubt, rule in favor of the worker) often guides judicial interpretation in labor cases, reflecting the protective nature of Costa Rican labor law. This multi-layered enforcement system, combining administrative oversight with judicial recourse, provides significant avenues for addressing and remedying pay inequities and other forms of discrimination in the workplace.

Relationship to Other Laws

The Costa Rica Labor Code (1943) does not operate in isolation but is deeply integrated within a broader legal and constitutional framework, interacting with and being complemented by several other key pieces of legislation. Foremost among these is the **Political Constitution of Costa Rica**, particularly Articles 33, 56, 57, and 68. Article 33 establishes the fundamental principle of equality before the law, prohibiting discrimination. Article 56 guarantees the right to work and free choice of employment, while Article 57 enshrines the right to a minimum wage and the principle of "equal salary for equal work in identical conditions of efficiency." Article 68 further reinforces labor protections. These constitutional provisions provide the supreme legal basis for the Labor Code's principles, ensuring that all labor legislation aligns with these fundamental rights.

A critical complementary law is the **Ley de Promoción de la Igualdad Social de las Mujeres (Law N° 7142 of 1990)**, which was significantly amended by **Law N° 9677 of 2019**. This amendment introduced Article 14, explicitly granting women the right to equal pay with men for "work of equal value" in both public and private sectors. This expanded the scope beyond the original "equal work" concept in the Labor Code and Constitution, providing a more robust legal basis for addressing systemic gender pay gaps. Law N° 9677 also established the Interinstitutional Commission for Pay Equity, creating a dedicated body to monitor and evaluate pay disparities. This law directly complements the Labor Code by providing specific, enhanced protections against gender-based pay discrimination, clarifying that differences must be based on objective criteria and not on sex or maternity.

Furthermore, the **Reforma Procesal Laboral (Labor Procedural Reform), Law N° 9343 of 2016**, significantly impacts the enforcement and remedies available under the Labor Code. This reform streamlined judicial procedures for labor disputes, making it more efficient for workers to pursue claims, including those related to pay discrimination, in labor courts. It introduced new procedural rules aimed at expediting trials and ensuring greater access to justice. The Labor Code also interacts with specific laws governing social security, occupational health and safety, and public employment, where specialized regulations may elaborate on or adapt the general principles of the Code to particular contexts. In cases of conflict, the principle of hierarchy of norms generally dictates that constitutional provisions prevail, followed by international treaties ratified by Costa Rica (which often have a supra-legal but infra-constitutional rank), then national laws like the Labor Code and its amendments, and finally regulations. This ensures a coherent and comprehensive legal framework for labor rights.

International Context

Costa Rica's Labor Code and its provisions on pay equity are deeply influenced by and aligned with international labor standards, particularly those established by the International Labour Organization (ILO). Costa Rica is a long-standing member of the ILO and has ratified numerous fundamental conventions, which, upon ratification, acquire a status superior to national laws but below the Constitution in the domestic legal hierarchy. Among the most relevant are **ILO Convention No. 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value (1951)** and **ILO Convention No. 111 concerning Discrimination in Respect of Employment and Occupation (1958)**. The ratification of these conventions signifies Costa Rica's commitment to promoting and realizing the principles of equal pay and non-discrimination in its national legislation and practice.

The influence of ILO Convention No. 100 is particularly evident in the evolution of Costa Rican law. While the original Labor Code and Constitution referred to "equal pay for equal work," the 2019 amendment to Law N° 7142, which introduced the concept of "work of equal value," directly reflects the broader scope of ILO C100. This shift from 'equal work' to 'work of equal value' is crucial because it allows for comparisons between different jobs that may not be identical but require similar skills, effort, responsibility, and working conditions, thereby addressing more subtle forms of gender-based pay discrimination. This alignment demonstrates Costa Rica's proactive approach to harmonizing its domestic legislation with international best practices and its commitment to fulfilling its international obligations. The ILO provides guidance and technical assistance to member states, and its principles often serve as benchmarks for national legislative reforms.

Implementation Timeline

Date	Milestone	Status
August 27, 1943	Promulgation of the original Costa Rica Labor Code (Law N° 2)	In Force
November 17, 1944	First significant reform to the Labor Code (e.g., Article 57 of the Constitution related to minimum wage and equal pay)	In Force (Amended)
August 14, 1973	Amendment to the Labor Code (Law N° 5313)	In Force (Amended)
March 8, 1990	Promulgation of Law N° 7142, Ley de Promoción de la Igualdad Social de la Mujer	In Force
May 2, 1995	Ratification of "Convención Belem Do Pará" (Inter-American Convention on the Prevention, Punishment, and Eradication of Violence against Women)	In Force
July 24, 1996	Amendment to the Labor Code (Law N° 7619)	In Force (Amended)
September 5, 1996	Amendment to the Labor Code (Law N° 7621) regarding maternity leave	In Force (Amended)
January 25, 2016	Promulgation of Law N° 9343, Reforma Procesal Laboral (Labor Procedural Reform)	In Force
March 2019	Promulgation of Law N° 9677, amending Law N° 7142 to include "work of equal value" and establish the Interinstitutional Commission for Pay Equity	In Force (Amended)
March 2019	Start of two-year period for INEC to incorporate pay equity indicator into studies (as per Law N° 9677)	Completed

Compliance Checklist

Requirement	Action Required	Deadline
**Equal Pay for Work of Equal Value**	Ensure all employees, regardless of sex, receive equal remuneration for jobs of equal value, considering skills, effort, responsibility, and working conditions.	Ongoing
**Non-Discrimination in Employment**	Prohibit discrimination based on age, ethnicity, sex, religion, sexual orientation, disability, or other protected characteristics in hiring, promotion, training, and termination.	Ongoing
**Objective Pay Criteria**	Establish and apply objective, non-discriminatory criteria for setting wages, bonuses, and other forms of remuneration. Document these criteria.	Ongoing
**Maternity and Paternity Leave**	Grant mandatory paid maternity leave for pregnant workers and equivalent leave for adopting parents, as per legal provisions.	As applicable (upon notification)
**Minimum Wage Adherence**	Ensure all employees receive at least the legally established minimum wage for their respective positions and sectors.	Ongoing
**Working Hours Compliance**	Adhere to legal limits on working hours (e.g., 8-hour workday, maximum weekly hours) and provide appropriate compensation for overtime.	Ongoing
**Rest Days and Vacations**	Provide at least one paid rest day per week and grant paid annual vacations according to the length of service.	Ongoing
**Severance Pay**	Calculate and pay severance benefits (cesantía) to employees terminated without just cause, as stipulated by the Labor Code.	Upon termination (without just cause)
**Freedom of Association**	Respect employees' right to form or join trade unions and engage in collective bargaining without retaliation.	Ongoing
**Internal Complaint Mechanism**	Consider establishing an internal mechanism for employees to raise concerns about pay disparities or discrimination.	Recommended (Best Practice)
**Cooperation with Inspections**	Cooperate fully with inspections conducted by the General Labor Inspectorate, providing requested documentation and information.	Upon request
**Review of Compensation Practices**	Periodically review compensation structures and practices to identify and address potential gender-based pay gaps or other discriminatory elements.	Recommended (Annual/Biennial)

Sources and References

Source	Type
Ley N° 7142 - Ley de Promoción de la Igualdad Social de la Mujer (as amended by Law N° 9677)	official
Código de Trabajo de Costa Rica (ILO NATLEX)	official
Convenios OIT ratificados por Costa Rica (MTSS)	government
C100 - Convenio sobre igualdad de remuneración, 1951 (núm. 100) (ILO)	official
Ley N° 2694 - Prohíbe toda clase de discriminación en materia laboral	official
Criterio General sobre Discriminación en el Empleo (MTSS)	government
Código de Trabajo (Tribunal Supremo de Elecciones)	government