Countries › Peru › Guide › 7. Labor and employment › Remote work in Peru: Ley 31572 on telework, equipment and expense compensation, and the right to digital disconnection

Remote work in Peru: Ley 31572 on telework, equipment and expense compensation, and the right to digital disconnection

Last verified: 2026-10-28 · Status: Stable

Telework is a voluntary and reversible way of working without being physically at the workplace, total or partial, temporary or permanent, from Peru or abroad, with the same rights and duties as office work. Private employers provide equipment and internet or compensate the worker for using their own, plus electricity when working from home, unless otherwise agreed, and registered micro and small enterprises are exempt unless they agree otherwise. Teleworkers have a right to digital disconnection of at least 12 continuous hours a day for flexible schedules, and breaching it is a very serious infraction.

USD figures use S/ 3.452 per US dollar, the banking system selling rate published by the Superintendencia de Banca, Seguros y AFP for 27 October 2026, from the Banco Central de Reserva del Perú statistics series PD04640PD. UIT based amounts use the 2026 UIT of S/ 5,500 (Decreto Supremo Nº 301-2025-EF, as cited by SUNAT Resolución de Superintendencia Nº 000016-2026). Conversions are for orientation only.

Key facts

Telework law in force	Ley 31572 (2022) lawLey 31572, as of 2026-10-28 · in force
Minimum daily digital disconnection for flexible or unsupervised teleworkers	12 continuous hoursLey 31572 art. 12 d) and 22.3, as of 2026-10-28 · in force
Employer deadline to answer a request to change modality (silence means approval)	10 business daysLey 31572 art. 9.3, as of 2026-10-28 · in force
Notice when the employer changes the modality	10 business daysLey 31572 art. 9.5, as of 2026-10-28 · in force
Notice by the teleworker of a change of usual place	5 business daysLey 31572 art. 11.2, as of 2026-10-28 · in force
Employer provides equipment and internet or compensates, plus electricity at home, unless agreed otherwise	Yes flagLey 31572 art. 19 and 20, as of 2026-10-28 · in force
Telework may be performed outside Peru	Yes flagLey 31572 art. 3.2 e), as of 2026-10-28 · in force

The rule

1. Telework is a special, regular way of working, characterised by subordinate work without physical presence at the workplace, using digital platforms and technology. It is voluntary and reversible, temporary or permanent, total or partial, allows flexible distribution of working time, and can be done in Peru or abroad. It applies to private companies under any labor regime and to public entities.Ley Nº 31572, Ley del Teletrabajo, Art. 2 and 3, 2022-09-11 official text · verified 2026-10-28

2. Teleworkers have the same rights and duties as on site workers, plus rights to equipment and internet or compensation for them and for electricity, to digital disconnection, to privacy of their communications and to safety information. They must work personally, report work within the working day, be available during it and look after the employer's equipment.Ley Nº 31572, Art. 6 to 8, 2022-09-11 official text · verified 2026-10-28

3. Telework is agreed in the employment contract or an annex, at hiring or later, and changing to or from telework does not affect pay, category or collective benefits. Workers can request a change, which the employer must answer within 10 business days or it is deemed approved. The employer can exceptionally change the modality for justified reasons with at least 10 business days' written or electronic notice. The agreement must state at least whether telework is total or partial, its period, the notice to come in, how the day is distributed, the place, supervision tools, equipment and compensation, and a sworn statement not to use third parties.Ley Nº 31572, Art. 9, 10 and 12, 2022-09-11 official text · verified 2026-10-28

4. The teleworker chooses where to work and informs the employer beforehand, and must give 5 business days' notice of a change of usual place. Employers report the number of teleworkers through the electronic payroll.Ley Nº 31572, Art. 11 and 14, 2022-09-11 official text · verified 2026-10-28

5. In private companies, equipment and internet access are provided by the employer; if the teleworker uses their own, the employer compensates them, and also compensates electricity, unless otherwise agreed. Equipment compensation applies whether or not telework is done at home; internet and electricity compensation applies only when working from home. Micro and small enterprises registered in REMYPE are exempt unless they expressly agree otherwise. Compensation amounts are working conditions, recorded as such in the electronic payroll.
Cost to do it: Equipment, internet and electricity compensation set by agreement or under the regulation; as working conditions they are not pay.
Example: A company pays a home based teleworker S/ 100 a month for internet and S/ 50 for electricity; these are recorded as working conditions in the payroll, not as pay. / About US$43.45 a month.Ley Nº 31572, Art. 19 and 20, 2022-09-11 official text · verified 2026-10-28

6. The maximum working day for teleworkers is the same as for on site workers, and the parties can agree a flexible schedule within the daily and weekly limits. Overtime in private companies, including weekends and holidays, must be paid by law and only happens at the employer's request with the worker's consent. Teleworkers have the right to digital disconnection outside working hours, including rest days, vacation and leave; for management, unsupervised, intermittent or flexible schedule teleworkers, disconnection is at least 12 continuous hours in each 24.Ley Nº 31572, Art. 12 d), 21 and 22, 2022-09-11 official text · verified 2026-10-28

7. Safety and health rules apply to telework; the employer identifies hazards in the usual telework place, with the worker's cooperation, or by agreement uses a self assessment form after training the worker. SUNAFIL inspects compliance. Not giving safety information or blocking occasional office access are minor infractions; changing modality without consent, not providing equipment, internet or training, or not paying compensation on time are serious; not respecting digital disconnection is very serious.Ley Nº 31572, Art. 23, 26 and 27, 2022-09-11 official text · verified 2026-10-28

8. Ley 31572 repealed the previous telework law, Ley 30036.Ley Nº 31572, Single repealing complementary provision, 2022-09-11 official text · verified 2026-10-28

Worked example

A Uruguayan SaaS company's Lima subsidiary hires a developer to telework full time from Arequipa under a written agreement listing total telework, a flexible schedule and Slack and Jira as supervision tools (Ley 31572 art. 12).
The company ships a laptop and pays monthly internet and electricity compensation, recorded as working conditions in the payroll (art. 19 and 20).
Because the schedule is flexible, the agreement sets a disconnection window from 8 p.m. to 8 a.m., 12 continuous hours (art. 12 d and 22.3).
The developer later asks to work from Cusco and gives 5 business days' notice; the company runs the self assessment of the new place (art. 11.2 and 23).

Step by step

Put telework in the contract or an annex with the minimum content the law lists (Ley 31572 art. 9 and 12).
Decide who provides equipment and internet and set the compensation rules, including electricity for home work (art. 19 and 20).
Define working time and the disconnection window, and do not send work demands outside it except force majeure (art. 21 and 22).
Assess workplace safety risks or agree the self assessment form, and train the teleworker (art. 23).
Report teleworkers in the electronic payroll (art. 14).
Answer change requests within 10 business days and give 10 business days' notice of your own changes (art. 9).

Common traps

An unanswered request to switch to or from telework is deemed approved after 10 business days (Ley 31572 art. 9.3).
Ignoring digital disconnection is a very serious infraction (art. 27.3).
Equipment compensation is owed even if the teleworker works outside home; internet and electricity only for home work (art. 20).
Telework from abroad is allowed by the labor law, but immigration and tax rules in the other country still apply.
Older contracts or policies citing Ley 30036 refer to a repealed law (single repealing provision).

Sources

← Hiring foreign workers in Peru: the 20 percent headcount and 30 percent payroll caps, exemptions and approval of the written contractWorkplace health and safety in Peru: Ley 29783, committees from 20 workers, four trainings a year and liability for contractors →

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