Every worker with a dependency relationship with an employer in the public or private sector has as a labor benefit the payment of an annual salary bonus, known as Bonus 14.
Recognized since 1992 and regulated by Decree 42-92 of the Congress of the Republic, This payment is mandatory for workers and consists of an additional salary.
This benefit is established by law along with other benefits such as the bonus and compensation for unjustified dismissal, This payment constitutes an inalienable right for workers.
The Annual Bonus Law for Private and Public Sector Workers establishes that this benefit consists of an annual bonus equivalent to an ordinary salary or salary earned by the worker.
According to article 2 of the law, Bonus 14 must be equivalent to 100% of the ordinary salary earned in a month for workers who have maintained an uninterrupted employment relationship for one year.
That is, for those who have worked uninterruptedly between July 1 of the previous year and June 30 of this year.
While, if the period of the employment relationship is less than one year, The benefit will be proportional to the time worked. For its calculation, the average of the ordinary salaries earned by the worker between July 2025 and June 2026 must be taken as a basis.
When should it be paid?
The Annual Bonus Law for Workers establishes that this benefit must be paid during the first half of July of each year.
That is to say, between July 1 and 15 of this yearperiod during which the company or employer must make the payment of Bonus 14 on a mandatory basis and in a single payment.
For those who terminate the employment relationship before July, the law establishes that the employer is obliged to pay the worker the proportional part corresponding to the time elapsed between July 1 of the previous year and the date of termination of the employment relationship.
What should you do if Bonus 14 is not paid?
If the period of 15 business days for the payment of Bonus 14 has elapsed and it has not been cancelled, the worker who meets the requirements of an employment relationship You can go to the Ministry of Labor (Mintrab) to file a complaint and request the corresponding follow-up for non-compliance.
With the complaint, the entity is obliged to verify the non-compliance through the General Labor Inspection. If you verify the non-payment of this bonus, you must impose the corresponding economic or judicial sanctions on the employer.
What does not apply in the calculation of Bonus 14?
For the payment of this bonus, only the ordinary salary must be taken into account, not including the incentive bonus of Q250, overtime or other extraordinary payments established by law.