He National Holidays Bonus This is a benefit that many workers in Chile have come to expect, as it provides significant economic relief during the celebrations of the 18th of September. This bonus is awarded both in the public sector and, in some cases, in the private sector, and represents a tradition deeply rooted in the country’s work culture. However, not all workers receive this benefit automatically; some must complete a prior procedure to ensure their payment.
In particular, Law No. 21,647 establishes that certain workers in the education sector, specifically those employed in subsidized private establishments and those under delegated administration, must register to receive the bonus. This group of workers, although they meet the requirements, requirementsyou need to register your data in the system to access the payment, which is made in September. This procedure is essential for the Ministry of Education (Mineduc) to be able to distribute the necessary funds to the providers, who in turn will deliver the bonus to the beneficiaries.
Registration, if the following are met requirements It is not a complex process, but it is crucial to ensure that these workers receive their benefits on time. Article 5 of the aforementioned law guarantees that employees of state-subsidized establishments are entitled to this bonus, funded by the treasury. In addition, Article 8 establishes that it is the employer’s responsibility to make the payment, after receiving the corresponding funds from the Mineduc. This process ensures that the bonus reaches those to whom it is due, avoiding confusion or unnecessary delays.
On the other hand, in the private sector, the situation is different. There is no law that obliges companies to deliver National Holidays Bonusunlike legal bonuses, which are mandatory. In this case, the payment of the bonus depends entirely on the will of the employer and the economic situation of the company. Despite this, many workers in the private sector also receive this benefit, either because it is stipulated in their employment or collective contracts, or because the bonus has become a custom within the company.
In those cases where the National Holidays Bonus If the bonus has been paid regularly in previous years, employees may be entitled to continue receiving it, even if it is not explicitly stated in their contract. This is known as a tacit clause, where the repeated payment turns the bonus into an acquired right. Therefore, it is essential that employees know their rights and the conditions of their contract to ensure they receive this benefit.
