Indefinite-Term Employment Contract (Contrato de Trabajo Indefinido)

INDEFINITE-TERM EMPLOYMENT CONTRACT (CONTRATO DE TRABAJO INDEFINIDO)

Between: ✓Employer (empleador) name (RUT: Employer RUT), the "Employer" (Empleador), and: ✓Employee (trabajador) name (RUT: Employee RUT), the "Employee" (Trabajador).

1. LEGAL BASIS AND WRITTEN FORM 1.1. This contract is governed by the Código del Trabajo (CT). Under Article 9 CT, it must be put IN WRITING within 15 (fifteen) days of the actual start of work (5 days for obra o faena work and for contracts of under 30 days). 1.2. ⚠️ Failure to sign a written contract within that deadline exposes the Employer to a fine of 1–5 UTM and creates a legal PRESUMPTION that the terms declared by the Employee are the correct ones. 1.3. ⚠️ Under Ley 21.327 (in force since 01.10.2021), the Employer must additionally REGISTER this contract in the Registro Electrónico Laboral of the Dirección del Trabajo (DT — Mi DT portal) within the same 15-day deadline.

2. POSITION AND PLACE OF WORK 2.1. Position/function (cargo o función): Position/function (cargo o función). 2.2. Place of work (lugar de trabajo): Place of work (lugar de trabajo).

3. ⚠️ WORKING HOURS (JORNADA) — LEY 21.561 (LEY DE 40 HORAS) 3.1. Weekly hours: Weekly working hours (jornada semanal). The statutory maximum is being phased down: 45→44h since 26.04.2024, 44→42h since 26.04.2026 (already in force), and 42→40h from 26.04.2028. A reduction in hours may NOT reduce pay. 3.2. Distribution of the working day (distribución de jornada): Distribution of the working day (distribución de jornada)

4. REMUNERATION 4.1. Base salary (sueldo): Base salary (sueldo base) — must not be lower than the ingreso mínimo mensual in force at the time of payment (a figure re-indexed by law; verify the current amount). 4.2. Legal gratification (gratificación): Legal gratification (gratificación).

5. START DATE 5.1. Actual start of work (fecha de ingreso): Actual start-of-work date (fecha de ingreso).

6. ⚠️ REGISTRATION REMINDER 6.1. Register this contract — and any future anexo, aviso de término or finiquito — on the Mi DT portal within the statutory deadlines (Ley 21.327, Ley 21.361).

SIGNATURES Employer ______________ / ✓Employer (empleador) name / Employee ______________ / ✓Employee (trabajador) name / Date: Contract 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.