At a glance
- Digital wallets are recognized as a legal method to pay salaries and labor benefits.
- Their use requires prior agreement between employer and employee and cannot be imposed.
- Employees are entitled to choose and modify the payment method under certain timelines. Employers must respect employee‘s choice and cannot interfere or condition the use of the payment method.
- Payment is deemed completed upon confirmation of deposit into the employee’s account.
Through Law No. 32413 and its subsequent regulation approved by Supreme Decree No. 011-2026-EF, Peru has recognized and implemented the use of digital wallets as a valid mechanism for employers to pay salaries, mandatory benefits, bonuses, and other benefits.
The law has been in force since July 13, 2025, while its implementing regulation has been in force since February 7, 2026.
The use of digital wallets is subject to prior agreement between the employer and the employee and cannot be imposed by the employer. Payment instruments may include (1) savings accounts provided by entities of the financial system or (2) duly regulated electronic money accounts.
The regulation introduces specific rules regarding employee choice:
- At the beginning of the employment relationship, employees may opt to receive their salaries through a digital wallet within the first ten working days.
- During the employment relationship, any change in the payment method must be communicated to the employer within the first ten working days of the month in which the payment is made.
Employers must respect the employee’s free choice regarding the payment method. Any form of interference or conditioning is considered as labor infringement and may be subject to labor inspection sanctions. Payment will be deemed validly completed upon confirmation of deposit into the employee’s account.
Any payment methods must comply with existing labor guarantees applicable to salaries, including restrictions on wage garnishment.
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