本文作者/The Authors：
维克托里诺・马尔克斯
Victorino Márquez
比巴・阿尔西涅加斯
Biba Arciniegas
本文译者/The Translator：
陈静 Chen Jing
一、前言 Foreword
委内瑞拉作为 “一带一路” 倡议中拉丁美洲的重要枢纽，凭借其丰富的石油、天然气、铁矿、铝矾土、黄金、煤炭等资源以及在基础建设领域的发展潜力，正成为中资企业的潜在投资目的地，双方在石油、卫生、水电、公路、铁路和电力基础设施等领域的合作不断深化。委内瑞拉的劳动法基于立法机构颁布的成文法，强调“实质重于形式”原则与“劳工优先保护”立场，其法律框架以强制性的社会福利、严苛的解雇限制及本土化用工要求为核心，形成中资企业在委内瑞拉属地化经营必须重视的合规挑战。
As a key Latin American hub in the "Belt and Road Initiative", Venezuela, leveraging its abundant resources including oil, natural gas, iron ore, bauxite, gold, and coal, as well as its development potential in infrastructure, is becoming a potential investment destination for Chinese enterprises. Cooperation between the two countries continues to deepen in areas such as petroleum, healthcare, hydropower, highways, railways, and power infrastructure. Venezuela's labor law is based on statutes enacted by the legislature, emphasizing the principles of "reality over form" and "preferential protection for employees". Its legal framework centers on mandatory social benefits, strict restrictions on dismissals, and local workforce requirements, posing significant compliance challenges for Chinese companies regarding localized operations in Venezuela.
《委内瑞拉劳动法概览》由拥有多年实务经验的Victorino Márquez律师与Biba Arciniegas律师倾力撰写。他们立足最新修订的劳动法律法规，系统性拆解用工全链条风险点及合规路径，为中资企业突破制度差异壁垒、构建符合委内瑞拉劳工标准的人力资源体系提供实战指引。
The Venezuela Labor Law Overview is elaborately written by Lawyers Victorino Márquez and Biba Arciniegas, with years of practical experience. Based on the latest revised labor laws and regulations, they systematically dissect the risk points and compliance paths throughout the entire employment process, providing practical guidance for Chinese enterprises to break through institutional differences and build a human resources system that conforms to Venezuelan labor standards.
（下文为《委内瑞拉劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之委内瑞拉篇）
(The following content is excerpted from the Venezuela Labor Law Overview - Part A. For the full version, please refer to the Venezuelan Chapter in the Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、劳动法体系 Labor Law system
委内瑞拉遵循大陆法系传统，主要基于立法机构颁布的成文法（法典）。
Venezuela operates under a civil law system, primarily based on written laws (codes) enacted by legislatures.
劳动事务方面的主要法律框架包括：(a)《劳动法》（针对劳动者）；(b)《劳动法》下的劳动法规；(c)《劳动预防、劳动条件和劳动环境组织法》；(d)《劳动预防、劳动条件和劳动环境组织法》下的法规；(e)《劳动法》中关于工作时间的部分法规；以及 (f)《劳动司法程序组织法》。
The main legal framework in labor matters consists of: (a) the Labor Law; (b) labor regulation under the Labor Law; (c) the Workplace Health and Safety Law; (d) regulation under the Workplace Health and Safety Law; (e) regulation under the Labor Law on worktime and (f) Law on Labor Judicial Proceedings.
三、过去一年的主要变化 Main Changes in the Past Year
（一）新的雇主缴费项目 A New Employer Contribution
2024年5月8日在第 6806 号特别官方公报上公布的《社会保障养老金保护法》设立了一项特殊的养老金缴费项目（《养老金保护法》）。这项特殊缴费为雇主支付给雇员的总工资和非工资奖金的9%。
A special pension contribution was created by the Law for the Protection of Social Security Pensions published in the Official Gazette No. 6,806 Extraordinary, on May 8, 2024 (the Law for the Protection of Pensions). The special contribution consists of 9% of the total salaries and bonuses that are not treated as salary, paid by the employer to its employees.
若未履行申报这项特殊缴费的义务，将处以相当于最高价值货币（目前为 1000 欧元）官方汇率 1000 倍的罚款。如果公司未支付特殊缴费，则适用《税务组织法》规定的制度。也就是说，将处以未缴纳或未及时缴纳的特殊缴费金额 200% 的罚款。延迟支付将处以未缴纳税款 150% 的罚款，以及按委内瑞拉中央银行设定的利率上浮 20% 计算的滞纳金。
Failure to comply with the obligation to declare this special contribution will be sanctioned with a fine of 1,000 times the official exchange rate of the highest value currency (currently EUR 1,000). In the event that the company fails to pay the special contribution, the regime provided for in the Organic Tax Code applies. That is, it would be subject to a fine of 200% times the value of the special contribution omitted or not paid timely. Delay in payment is subject to a fine of 150% times the omitted tax and default interests established at the rate set by the Venezuelan Central Bank increased by 20%.
（二）解决外币支付问题的判例法不断增加 Growing Case Law Resolving Matters on Payments in Foreign Currency
随着为减轻恶性通货膨胀对员工薪酬结构的影响而采用外币支付的雇主数量不断增多，最高法院对这类薪酬结构相关案件的裁决数量也在增加。2024年的裁决要点如下：
以外国货币定期且固定发放的奖金应被视为工资，并应纳入法定劳动福利的计算范围。
外币支付属于过高支付，雇员必须对此进行证明。
某些当地官方利率（以玻利瓦尔进行的交易产生的利率）不适用于以外币表示的金额。
外币支付必须事先与雇主达成书面协议，雇主才会被强制以该外币支付。
As the number of employers who resort to making payments in foreign currency to mitigate the impact of hyperinflation on the compensation structures of their employees, grows, so does the number of Supreme Court rulings resolving on these types of structures. Highlights of the 2024 rulings were:
Recurring and fixed payment of bonuses in foreign currency should be treated as salary and should be included in the calculation of statutory labor benefits.
Payments in foreign currency are exorbitant payments that must be proved by the employee.
Certain local official interest rates (resulting from transactions in bolivars) cannot be applied to amounts expressed in foreign currency.
Payments in foreign currency must be previously agreed in writing with the employer for the employer to be compelled to pay in such currency.
（三）食品券的“真实”价值 The "True" Value of the Food Stamps
最高法院最近公布了一项有争议的裁决（2024年12月19日的“圣纳特里克斯诊所案”），对食品福利津贴的当前价值进行了分析。
The Supreme Court of Justice recently published a controversial ruling dated December 19, 2024, (the Clínica Sanatrix case), where the Food Benefit Allowance's current value was analyzed.
该裁决认为，总统的电视讲话宣布了食品券以玻利瓦尔计算相当于每月40 美元的调整，这是一个公开且广为人知的事件，因此必须按照这些条件进行支付。
The ruling concluded that the Presidential televised speech, by means of which adjustment in the Food Stamps at the equivalent in bolivars to US$ 40/month was announced, is a public and notorious event, and so the payment must be made in those terms.
这项裁决是在全国范围内就法定食品券的强制性价值应如何理解的讨论中作出的。因为现行的法律规定是第4805号法令（2023年5月1日第6746号官方公报），该法令规定食品券的金额为每月1000玻利瓦尔。此外，总统讲话中宣布的食品券价值的变化尚未在官方公报上公布，这意味着从严格的法律角度来看，其价值仍然是每月1000玻利瓦尔（目前相当于14.70美元）。
This ruling was passed in the middle of a nationwide discussion regarding what is to be understood as the mandatory value of the statutory Food Stamp since the legal regulation in force is Decree No. 4,805 (Official Gazette No. 6,746 dated May 1, 2023), which establishes that the amount of the Food Stamp is Bs. 1,000/month. Furthermore, the change in the value of the Food Stamp announced in the Presidential speech, has not been published in the Official Gazette so far, which means that from a strictly legal standpoint the value is still at Bs. 1,000/month (currently equal to US$ 14.70).
四、雇佣条款 Terms of Employment
（一）工作时间与加班 Working Hours and Overtime
一周的工作时间为五天，雇员每周有权享受两个连续的休息日，每日和每周的工时限制因班次是常规白班、常规夜班还是混合班而有所不同。
The working week consists of 5 days. Employees are entitled to 2 continuous rest days per week. The limits on daily and weekly hours differ depending on whether the shift is a regular daytime shift, a regular nighttime shift or a mixed shift.
常规白班的工作时间为早上5点至下午5点。白班每天工作时长不得超过8小时，每周不得超过40小时。On a regular daytime shift, work is performed between 5:00am and 5:00pm. This shift cannot exceed 8 hours per day and 40 hours per week.
常规夜班指的是晚上7点至早上5点安排的工作。夜班每天工作时长不得超过7小时，每周不得超过35小时。夜班工时的报酬必须比适用于白班的报酬至少高出30%。A regular nighttime shift consists of any work scheduled between 7:00pm and 5:00am. It cannot exceed 7 hours per day and 35 hours per week. Nighttime shift hours must be paid with a surcharge of at least 30 percent above the rate applicable for daytime shifts.
混合班的工作时间涵盖白天和夜晚，但如果在夜班期间混合班的工作时长超过4小时，则被视为夜班。混合班的雇员每天工作时长不得超过7.5小时，每周不得超过37.5小时。Mixed-shift work is performed during both daytime and nighttime shifts, but a mixed shift of more than 4 hours during a nighttime shift is regarded as a nighttime shift. A mixed shift employee cannot work more than 7.5 hours per day and 37.5 hours per week.
雇员在轮班期间每天有权享受至少1小时的休息时间，且连续工作时间不得超过5小时。如果雇员在休息期间必须留在工作岗位上，那么至少一半的休息时间将被视为工作时间。
Employees are entitled to a daily break of at least 1 hour during their shift and cannot work more than 5 consecutive hours. If the employee must remain at their workstation during the break, at least half of the break will be deemed as time worked.
加班工作（即超出正常工作班次的任何工作）只有在得到劳动部授权的情况下才能进行。如果由于不可预见的紧急情况，雇主无法申请加班授权，则必须在加班后的第二天通知劳动部，并必须提供加班原因的证据。
Overtime work (i.e., any work performed in excess of the regular working shift) may only be done if authorized by the Labor Ministry. If, as a result of unforeseen and urgent circumstances, the employer cannot request authorization for overtime work, it must notify the Labor Ministry the day after the overtime was performed and must provide evidence of the reasons for the overtime.
包括加班在内的工作班次，每天工作时长不得超过 10 小时。雇员每周加班时长不得超过 10 小时，每年加班时长不得超过 100 小时。
Working shifts, including overtime, cannot exceed 10 hours per day. Employees cannot work more than 10 overtime hours per week and more than 100 overtime hours per year.
雇主必须记录加班时间，包括哪些人加班、加班期间执行的具体任务以及支付的加班报酬。
The employer must keep a record of overtime hours concerning who worked overtime, the specific tasks carried out during such time and what compensation was paid for overtime work.
（二）试用期 Probationary Periods
雇主利用试用期来考察雇员是否适合某一工作，雇员也可借此评估工作条件。试用期仅适用于无固定期限合同，最长为1个月。在试用期内，雇员和雇主均可无需通知且无需理由地终止雇佣关系。试用期无需在雇佣合同中明确规定，因为其效力由法律规定。
Probationary periods are used by employers to test the suitability of an employee for a job and by the employee to assess working conditions. Probationary periods may only be used for indefinite-term contracts, for a maximum of 1 month. During the probationary period, both the employee and employer may terminate the employment relationship without notice and without cause. It is not necessary for the probationary period to be expressly set in the employment contract as it has effect by operation of law.
（三）公共假期及其他休假 Public Holiday and Other Leaves
1. 公共假期 Public Holiday
在委内瑞拉，所有雇员都有权在公共假期享受带薪休假。委内瑞拉每年有十四个公共假期，分别是：元旦、狂欢节的周一和周二、濯足节和耶稣受难日、迈向独立的第一步纪念日、劳动节、卡拉沃沃战役纪念日、独立日、西蒙・玻利瓦尔诞辰日、原住民抵抗日、平安夜、圣诞节、新年前夜。周日也被视为假期。
In Venezuela all employees have the right to paid time off for public holidays. There are fourteen public holidays each year in Venezuela, these are: New Year's Day; Monday and Tuesday of Mardi gras; Holy Thursday and Holy Friday; First step towards Independence; Workers'Day; Carabobo Battle Day; Independence Day; Birth of Simon Bolívar; Indigenous Resistance Day; Christmas Eve; Christmas Day; New Year's Eve. Sundays are also considered as holidays.
2. 年假 Annual Leave
如果雇员为雇主工作超过一年，他们有权享受至少 15 个工作日的带薪休假，此后每多工作一年，年假增加一个工作日，每年最多 30 个工作日。
Employees also have the right to a minimum of 15 working days of paid leave if they have worked for the employer for more than one year, plus one extra working day for each additional year of employment up to a maximum of 30 working days per year.
3. 产假、陪产假、额外生育假和哺乳期 Maternity Leave, Paternity leave, Additional Birth Leave and Breastfeeding
所有雇员都有权享受产前六周和产后二十周的产假。雇主可以要求雇员提供怀孕的医学证明。在产假期间，雇主必须支付雇员工资的33%，其余66%由委内瑞拉社会保障局支付。在此期间，委内瑞拉社会保障局按雇员全额缴费基本工资进行支付。
All employees are entitled to maternity leave for six weeks before birth and 20 weeks after birth. Employers may require employees to provide medical certification of the pregnancy. The employer must pay 33% of the employee's salary and the remaining 66% will be paid by the Venezuelan Social Security Institute, for the duration of the maternity leave. The Venezuelan Social Security Institute pays the employee's full contribution base salary during this period.
4. 病假 Sick Leave
如果得到委内瑞拉社会保障局的批准，雇员因疾病或与工作相关的病症缺勤时间最长可达 52 周。如果在此期间结束后，雇员的健康状况没有改善，雇主可以因 “不可预见” 的原因解除雇佣合同。
Employees may be absent for illness or labor-related sickness for up to 52 weeks, if approved by the Venezuelan Social Security Institute. If, after this time, there is no improvement in the employee's health, the employer may terminate the employment contract for "unforeseen" reasons.
在病假的前三天，雇主必须支付雇员全额工资。在此之后，雇主必须支付雇员工资的 33%，其余 66% 由委内瑞拉社会保障局支付。这种支付将持续 52 周。
During the first three days of sickness leave, the employer must pay the employee's full salary. Thereafter, the employer must pay 33% of the employee's salary and the remaining 66% will be covered by the Venezuelan Social Security Institute. This is payable for 52 weeks.
作者简介/About the Authors
维克托里诺・马尔克斯 Victorino Márquez
维克托里诺・马尔克斯律师是D'Empaire 律师事务所的合伙人，同时担任该所劳动法部门的联合主管。他的专业领域涵盖因商业交易引发的劳动问题、敏感的解雇事务、高管薪酬、全球人员流动、劳动审计与尽职调查，以及集体谈判协议、劳动争议解决、劳动冲突管理和劳动诉讼等方面。
维克托里诺律师在为客户提供劳动事务方面的咨询服务上拥有丰富经验，被评为委内瑞拉的顶尖劳动法律专家。维克托里诺还曾在2005年至2006年、2008 年至2009年担任安德烈斯・贝略天主教大学的宪法学研究生院宪法学（经济学方向）教授，曾在2009年担任安德烈斯・贝略天主教大学劳动法部门的负责人。
Victorino Márquez is the partner of D'Empaire. His areas of expertise range from labor issues arising out of business transactions, sensitive terminations, executive compensation, global mobility, labor audits and due diligence, to collective bargaining agreements, labor dispute resolution, labor conflict management and labor litigation.
Victorino has extensive experience advising clients on labor matters and is ranked as a leading labor expert in Venezuela. Victorino has been a professor in Constitutional Law (Economy) of the Postgrad School of Constitutional Law, Universidad Católica Andrés Bello (2005-2006; 2008-2009) and Head of the Labor Law Department, Universidad Católica Andrés Bello, (2009).
比巴・阿尔西涅加斯 Biba Arciniegas
比巴・阿尔西涅加斯律师是D'Empaire律师事务所劳动与就业业务的合伙人，在解雇谈判、补偿金协议和股权激励协议方面拥有丰富经验。
比巴律师为国内和国际客户就所有劳动法相关事务提供咨询，包括公司交易中雇员福利和高管薪酬方面的事务。自2022年起，她担任委内瑞拉中央大学法学院的劳动法教授，并且在2016年至2017年期间，担任委内瑞拉中央大学国际私法研究生院“欧洲劳动法概论”的讲师。
Biba Arciniegas is a partner in D'Empaire's Labor and Employment practice. Biba has extensive experience in the preparation, negotiation and termination of employment, severance and equity incentive agreements.
Biba advises national and international clients in all matters of employment law, including employee benefits and executive compensation aspects of corporate transactions. She is currently professor of Labor Law, at the Law Faculty of the Universidad Central de Venezuela since 2022 and was a lecturer on "An approach to European labor law" at the postgrad school International Private Law, Universidad Central de Venezuela (2016-2017).
陈静 Chen Jing
陈静实习律师毕业于中央民族大学法学院，取得法律硕士学位。专业领域为劳动法、社会保障法。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务，并协助合伙人处理多起劳动争议案件。
Chen Jing graduated from Minzu University of China with a Master of Laws (LL.M.). Her professional interests predominantly lie in labor law and social security law. She has provided specialized legal advisory and consultancy services to multiple large-scale central state-owned enterprises and listed companies. She has also assisted partners in handling multiple labor disputes.
