Contract Amendment (Anexo de Contrato de Trabajo)

CONTRACT AMENDMENT (ANEXO DE CONTRATO DE TRABAJO)

Employer: ✓Employer name Employee: ✓Employee name (RUT: Employee RUT) Original contract dated: Original contract date

1. LEGAL BASIS 1.1. Under Article 11 of the Código del Trabajo (CT), any modification to the individual employment contract must be agreed IN WRITING, on the back of the original contract or in a separate document, and signed by BOTH parties. 1.2. ⭐ 2026 CONTEXT: this type of anexo is being used industry-wide to record the transition to the 42-hour workweek that took effect 26.04.2026 under Ley 21.561 (Ley de 40 horas). 1.3. Under Article 11, subsection 2 CT, remuneration must be actualised in the written text of the contract at least once a year — this anexo may also be used for that purpose.

2. CLAUSE AMENDED 2.1. Clause being amended: Clause being amended 2.2. Previous wording (redacción anterior): Previous wording (redacción anterior) 2.3. New wording (redacción nueva): New wording (redacción nueva)

3. EFFECTIVE DATE 3.1. This amendment takes effect on: Effective date of the amendment

4. ⚠️ DT REGISTRATION 4.1. This anexo must also be registered in the Registro Electrónico Laboral of the Dirección del Trabajo (Mi DT portal), as required by Ley 21.327.

SIGNATURES Employer ______________ / ✓Employer name / Employee ______________ / ✓Employee name / Date: Anexo signing date

— — — ⚠️ This is a boilerplate template, not legal advice. Chilean labour, social-security, data-protection and consumer-protection law (the Código del Trabajo — CT — including its Article 9 written-form deadlines, Article 11 amendment rule, Article 154 No. 10 RIOHS-based sanctions, Articles 159–163 bis termination regime, Article 162 aviso de término formalities, Article 168 increased indemnización for a wrongly invoked causal, Article 177 finiquito/ratificación ante ministro de fe requirement, and Article 211-A Ley Karin mandate; Ley 21.327 — Registro Electrónico Laboral / Mi DT; Ley 21.361 — finiquito, 10-business-day deadline, "Ley Bustos"; Ley 21.561 — Ley de 40 horas, phased 45→44→42→40h; Ley 21.643 "Ley Karin" and its DS 21/2024 investigation procedure; Ley 16.744 and DS 44/2024 — gestión preventiva, in force since 01.02.2025; DS 977/96 — Reglamento Sanitario de los Alimentos; Ley 19.628 and its successor Ley 21.719 — protección de datos personales, fully in force from 01.12.2026, Agencia de Protección de Datos Personales; Ley 19.496 and Ley 21.398 — Ley del Consumidor / LPC — and DS 6/2021 — Reglamento de Comercio Electrónico; Ley 21.368 — plásticos de un solo uso, fully in force since 13.02.2026; and Ley 20.918 — propina sugerida) is highly procedural, tied to fixed statutory deadlines (e.g. 15 business days — 5 for obra/faena — to put a contract in writing and register it in Mi DT, 10 business days for a finiquito, 3 business days to send a copy of a termination letter to the Inspección del Trabajo, 30 days for a Ley Karin investigation) and to penalties denominated in UTM (Unidad Tributaria Mensual, re-indexed monthly by the SII), not in ingreso mínimo. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) the statutory workweek is being cut in stages under Ley 21.561 — 45h until 25.04.2024, 44h from 26.04.2024, 42h from 26.04.2026 (already in force), 40h from 26.04.2028 — confirm your contracts and anexos reflect the stage in force and that pay was not reduced; (2) Ley Karin (in force since 01.08.2024) requires EVERY employer, including a single-worker business, to have a written harassment-prevention protocol and investigation procedure — confirm yours is current with DS 21/2024; (3) DS 44/2024 replaced DS 40/1969 and DS 54/1969 on 01.02.2025 and offers simplified tools for employers with fewer than 25 workers, while the RIOHS itself is only mandatory from 10 workers (Art. 153 CT) — confirm which regime applies to you; (4) Ley 21.719 fully replaces Ley 19.628 from 01.12.2026 and creates the Agencia de Protección de Datos Personales, with fines up to 20,000 UTM (up to 4% of annual turnover on repeat breaches); empresas de menor tamaño (Ley 20.416) get a 12-month written-warning grace period from 12.2026 to 12.2027 — this is not a blanket exemption; (5) Ley 21.368 fully bans non-certified single-use plastics in dine-in service from 13.02.2026, with fines of 1–5 UTM PER ITEM handed out, enforced by municipalities; (6) boleta/factura electrónica, DTE and SII filings are issued through your accountant's (contador) authorised systems and are OUT OF SCOPE for this template — a contador is a de facto mandatory partner for any business with employees. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Spanish where required for validity/enforceability, and adapted by a Chilean labour/commercial lawyer (abogado) and accountant (contador) — and checked against current guidance from the Dirección del Trabajo (DT), the SEREMI de Salud, SERNAC and (from 01.12.2026) the Agencia de Protección de Datos Personales — before use.