ES
ENEmployment update · Sources checked: 20 October 2026
Working-time flexibility matters when demand changes over the year. Employers considering Chilean operations should distinguish the current legal requirements from options still being debated in Congress.
The general working-week limit in 2026 is 42 hours
From 26 April 2026, the general ordinary working-week limit fell from 44 to 42 hours. Labour Directorate Ruling 253/21 addresses this stage. Each worker’s circumstances still need review, including special arrangements and exclusions. Labour Directorate ruling.
Law 21,561’s phased reduction is scheduled to reach 40 hours on 26 April 2028. The debate about flexibility does not itself make the proposed arrangements available under existing employment contracts. Labour Directorate guide to the phased reduction.
What the bill proposes
In its 21 July 2026 presentation, the Ministry of Labour described proposed averaging periods of up to 16 weeks generally and up to 52 weeks under the special framework for tourism and related activities. The presentation also includes written agreements and advance scheduling. These are elements of the government’s proposal and remain subject to legislative debate. Official presentation of the bill.
For employers, the practical issue is planning around demand. Any assessment should address the scope of the relevant framework, required agreements, rest periods and timekeeping. A business’s commercial description as a tourism operator does not establish that every announced condition would apply to its workforce.
Current requirements and proposed changes
| Topic | Current position or proposal | Employer action |
|---|---|---|
| General working-week limit | 42 hours from 26 April 2026, subject to the applicable framework. | Check contracts, schedules and attendance records. |
| Phased reduction | 40 hours from 26 April 2028 under the statutory timetable. | Prepare operational and budget scenarios for the next stage. |
| Averaging periods | The government proposes longer reference periods. | Model staffing needs; implement changes only under an applicable legal basis. |
| Tourism and related activities | The bill includes a special framework. | Check the activities and workers covered by any final legislation. |
What to review before changing shifts
- Contracts and amendments: identify the agreed hours and schedules, and how any applicable reduction was documented.
- Timekeeping and payroll: reconcile recorded hours with pay statements, rest periods and possible overtime.
- Business demand: map seasonal peaks and staffing needs using reliable operational data.
- Implementation: assess the agreements, communication and system changes each option would require.
These are preventive management recommendations. Their purpose is to identify differences between contracts, planned schedules and actual operations before a business commits to change.
Why this matters to foreign-owned businesses
Where a parent company manages human resources from abroad, a local responsibility map is useful: who approves schedules, who checks attendance and who validates payroll. Chilean employment documents and instructions to local managers should reflect the framework applicable to the workforce.
A bill can provide a basis for scenario planning. Implementing a different schedule requires a separate review of its legal basis, the necessary agreements and the particular employment situation.
Frequently asked questions
Can employers already use 16-week or 52-week cycles under this bill?
The bill is still being debated. Its announcement alone does not authorise the proposed arrangements. Employers must check which mechanisms are currently available under their applicable framework.
Is Chile already on a general 40-hour week in 2026?
The general timetable provides for 42 hours from 26 April 2026 and 40 hours from 26 April 2028. Shorter contractual hours and special arrangements require separate assessment.
What can a business prepare while the bill is debated?
Review contracts, attendance, payroll and staffing needs, and model alternative scenarios. Preparation does not authorise the early application of proposed rules.
Official sources and further reading
- Chamber of Deputies: Bill 18,478-13 and legislative status
- Ministry of Labour: bill presentation, 21 July 2026
- Labour Directorate: Ruling 253/21 on the reduction to 42 hours
- Labour Directorate: guide to the phased reduction in working hours
Sources checked on 20 October 2026. Official legislative and administrative sources are in Spanish. Proposed measures may change during the legislative process.
How we can help
At Izquierdo Deramond Consultores we can review contracts, working-time arrangements and employment records, and coordinate their payroll and compliance implications. The assessment starts with your actual operations and the rules applicable to your workforce.