Dec 5, 2025
The general 1.63% increase applies to most occupational categories in the private sector. However, the CNS also approved differentiated adjustments for specific groups that historically present wage vulnerabilities or distinct labor market dynamics. These include:
Domestic workers, who will receive a 3.96% increase, reinforcing national efforts to reduce structural pay gaps and strengthen formalization.
Generic specialized occupations, which will receive an additional 2.18% adjustment.
Mid-level technical roles (educational diversification track), projected to receive an approximate 2.50% adjustment according to official technical criteria.
The minimum wage adjustment not only increases direct payroll costs. It also affects the full set of mandatory employer contributions —including CCSS social security, INA, Banco Popular, IMAS, FCL, and INS insurance premiums. As a result, the real financial impact on companies is significantly higher than the nominal wage increase, making it necessary to revise payroll-related budgets for 2026 in a comprehensive manner.
For businesses structured around salary bands (e.g., retail, manufacturing, hospitality, call centers, administrative services), the new minimum wage may require internal realignment to avoid salary compression and to maintain market competitiveness.
Operationally, employers must update employment contracts, payroll systems, salary scales, benefit structures, and any compensation component directly or indirectly tied to the base wage. Delayed implementation may lead to retroactive liabilities, administrative penalties, or labor claims.
From a financial standpoint, companies should adjust cash-flow projections, labor-cost models, and contribution schedules to anticipate the full impact of the wage update.
Strategic relevance for 2026
Although mandatory, the wage adjustment offers a strategic opportunity to strengthen talent management and long-term planning. Companies that approach the change not only as a compliance obligation but as part of a broader compensation strategy typically show better employee engagement, lower turnover, and more stable operating performance.
In an economic environment characterized by a stable exchange rate, moderate inflation, and persistent productivity challenges, implementing the new minimum wage effectively should go hand-in-hand with:
improvements in operational efficiency,
workforce training and upskilling,
process automation,
periodic review of compensation structures, and
financial planning aligned with business goals.
The minimum wage adjustment for 2026 is a necessary update within Costa Rica’s labor framework, but it also presents relevant challenges for companies. Proper implementation requires a thorough review of salary structures, stronger internal controls, and proactive financial planning to absorb increases in wages and social contributions.
Organizations that take a strategic and forward-looking approach —beyond basic compliance— will be better positioned to maintain competitiveness, operational stability, and an aligned, motivated workforce.
Sources
Ministry of Labor and Social Security (MTSS). Official statement of the National Wage Council, October 2025.
Observador.cr: “Aprobado aumento del 1,63% para los salarios mínimos en el 2026,” October 2025.
El Financiero (2025): Analysis of wage adjustments for university-educated workers.