July Gratification: Who Gets the Bonus—and Who Misses Out?
As July approaches, anticipation grows among private sector workers as the annual “gratification” bonus nears. This extra payout, often equivalent to a month’s salary, offers a financial boost for debt payments, holiday preparations, and more. However, not everyone is eligible to receive this benefit in full—or at all.
Understanding the July Bonus
The July gratification, a significant sum approximating a full salary, is a welcome boost for many. It allows individuals to pay off existing debts, make essential purchases, or plan for upcoming festivities. However, this financial advantage isn’t universally accessible across the workforce.
Employees in the private sector who have been employed for a minimum of six months before the payment date are typically entitled to this bonus. Those who meet this requirement receive the complete amount, inclusive of 9% for EsSalud. However, this is not always the case.
Who is Excluded?
Various categories of workers are excluded from receiving the gratification in July. Individuals with annual remuneration schemes do not receive the bonus at this time; instead, their payments are distributed throughout the year. Additionally, microenterprise employees hired after registration in the Remype and practitioners are excluded, among others.
For instance, those under the annual remuneration scheme don’t get the July or December bonuses. These payments are divided into twelve installments and provided with each monthly salary, much like the CTS.
Those who do not receive the July bonus include independent contractors, as they lack a formal employment relationship and microenterprise workers hired after their company’s registration in Remype. Furthermore, practitioners and interns also do not qualify. In the case of practitioners, they may receive a payment after six months, though it differs from the actual bonus.
Additional Considerations
Several situations affect gratification payments. Remote work time counts toward gratification. Compensable, remunerated leave, as per DU 029-2020 and its amendments, is considered work time. Additionally, salary reductions must be calculated proportionally. Perfect work suspensions and temporary suspensions of the employment contract also impact bonus calculations. Extraordinary bonuses are bonuses given sporadically if not provided for more than two consecutive years.
The Chamber of Commerce of Lima details that “subordinated workers of private activity” with both open-ended, fixed-term, and part-time contracts are eligible to receive the bonus. It’s important to note that there’s no minimum daily work requirement for workers to be eligible for this benefit.
The Big Picture
While many workers eagerly await their July gratification, not all will receive it, or the full amount. Some are excluded due to their employment type or contract. For those who qualify, the bonus offers a crucial financial lift for various needs, but the specifics vary. A finance expert, Jorge Carrillo Acosta, mentioned that around four million people would receive gratification.
Ultimately, the July gratification provides an essential financial advantage to many workers, though those under various schemes may not fully participate. Understanding the criteria is crucial for both employers and employees. With the majority of the workforce covered, the bonus should positively impact the economy, with a focus on spending, saving, and personal well-being.
