How to pay bonuses without affecting your business: key guidelines for smes

Small and medium-sized enterprises (SMEs) play a crucial role in the Peruvian economy. However, many face challenges when meeting labor obligations, especially the payment of bonuses. Without proper financial planning, this expense can disrupt cash flow, create liquidity problems, and even result in legal sanctions.

 

Understanding how bonuses work and planning ahead is essential to ensure compliance while maintaining financial stability. For students pursuing professional careers in Perú or those interested in university degrees related to accounting, business administration, or finance, this topic offers practical insights into one of the most relevant challenges for SMEs today.

 

What is a bonus and why it matters

 

A bonus, or gratificación, is a mandatory financial benefit that Peruvian employers must pay their workers twice a year—typically in July and December. For SMEs, this represents an additional payroll obligation that must be considered within annual financial planning.

 

The importance of bonuses goes beyond legal compliance:

 

• Employee motivation and commitment. Receiving a bonus strengthens workers’ trust in the company, improving morale and overall productivity.

 

• Talent retention. Companies that respect labor obligations are more likely to retain skilled staff, reducing turnover and recruitment costs.

 

• Business reputation. Timely compliance builds credibility, which is especially valuable for SMEs seeking growth opportunities or partnerships.

 

For those studying professional university careers in business or considering online universities to strengthen their financial knowledge, understanding how bonuses impact both employees and organizations is a key skill for future leaders.

 

Legal framework of bonuses in Peru

 

Peruvian labor law clearly establishes the obligation to pay bonuses. According to national regulations, every worker on payroll in an SME is entitled to receive half a monthly salary in July and another half in December.

 

Failure to comply with this obligation is considered a serious infraction. The National Superintendency of Labor Inspection (SUNAFIL) enforces penalties based on company size:

 

• For micro and small enterprises: fines range from 11% of one UIT (S/ 588.50) up to 4.5 UIT (S/ 24,075.00).

 

• For medium and large companies: penalties are even higher and can reach S/ 139,742.00, depending on the number of affected workers.

 

These sanctions are not only financial but also reputational. Companies that fail to meet obligations may lose tax benefits, face lawsuits, and harm their employer brand. For professionals studying professional careers in Peru focused on law, human resources, or finance, this framework highlights the connection between regulatory compliance and sustainable business management.

 

Who is entitled to receive them?

 

Understanding who qualifies for bonuses is crucial for correct application in SMEs. Bonuses are not discretionary—they apply to specific categories of workers.

 

• Formal employees. Any worker registered on the company’s official payroll is entitled to bonuses, regardless of contract duration.

 

• Part-time workers. They also receive bonuses, but the amount is calculated in proportion to the hours worked.

 

• Temporary or fixed-term employees. These workers are entitled to bonuses as long as they have worked at least one full month during the corresponding semester.

 

For students pursuing professional careers in accounting or management, knowing how to correctly determine eligibility ensures compliance and protects both workers and employers.

 

How to calculate bonuses in SMEs?

 

One of the most frequent mistakes SMEs make is miscalculating the amount to be paid. The formula for bonuses is relatively straightforward, but it requires accuracy and consistency.

 

The bonus equals half of the worker’s monthly salary, plus an additional 9% corresponding to the contribution to EsSalud (or 6.75% if the worker is affiliated with an EPS). To ensure accuracy, SMEs must:

 

• Keep updated payroll records. Any changes in salary, allowances, or working hours must be properly documented.

 

• Plan with anticipation. Specialists recommend projecting bonus expenses at least 2–3 months before the payment deadline. This prevents liquidity issues and allows SMEs to adjust costs or seek additional income if needed.

 

• Separate funds. Companies should avoid mixing bonus reserves with operational budgets. Opening a dedicated account for payroll obligations helps maintain clarity and prevents misuse of funds.

 

Using tax benefits in SMEs

 

For SMEs, proper use of tax benefits can significantly reduce the impact of bonus payments. Peruvian regulations allow small businesses under certain regimes to access deductions and simplified procedures, but many companies fail to take advantage of them due to lack of information.

 

Key strategies include:

 

• Maintaining compliance with tax regimes. SMEs that respect formal obligations can access benefits such as reduced fines or incentives for timely payments.

 

• Leveraging deductions. Properly documented bonus payments can be deducted as business expenses, reducing the company’s taxable income.

 

• Using professional advisory. Partnering with accountants or consultants ensures that SMEs maximize their tax benefits and avoid errors that could lead to penalties.

 

Paying bonuses without affecting business stability is possible if SMEs incorporate planning, legal compliance, and financial strategies into their management. For entrepreneurs, the key lies in anticipating obligations and using tools such as specialized accounting software, structured spreadsheets, and ongoing professional advisory.

 

At César Vallejo University, students can prepare to address these challenges directly. By pursuing university degrees or professional careers in Perú, future professionals gain the knowledge and skills to strengthen small businesses, generate growth, and contribute to the country’s economic development. For those balancing work and study, UCV also offers flexible alternatives, including online universities and programs tailored to university careers for adults.