Chair/Booth Rental Agreement — Salon (Contrato de Arriendo de Sillón)

CHAIR/BOOTH RENTAL AGREEMENT — SALON (CONTRATO DE ARRIENDO DE SILLÓN)

Salon (arrendador): Salon (arrendador) name Stylist/professional (arrendatario): Stylist/professional (arrendatario) name (RUT: Stylist/professional RUT) Chair/booth: Chair/booth or module identifier (sillón/módulo) Signing date: Agreement signing date

1. NATURE OF THE AGREEMENT 1.1. This is a CIVIL LEASE (arrendamiento) governed by the Código Civil. ⚠️ There is NO specific Chilean statute for the "arriendo de sillón" practice (unlike, for example, Brazil's Salão Parceiro law) — this is a well-established but purely contractual industry practice. 1.2. Term of the agreement (plazo): Term of the agreement (plazo).

2. RENT AND CONSUMABLES 2.1. Rent (renta): Rent (renta) — fixed amount or % of revenue. 2.2. Services included in the rent (servicios incluidos): Services included in the rent (servicios incluidos) 2.3. Consumables (insumos): Who supplies consumables (insumos) 2.4. Access hours (horario de acceso): Access hours (horario de acceso)

3. ⚠️ AUTONOMY — AVOIDING RECLASSIFICATION AS AN EMPLOYMENT RELATIONSHIP 3.1. Autonomy markers (marcadores de autonomía): Autonomy markers (marcadores de autonomía) 3.2. If the salon sets the stylist's prices, assigns clients, or dictates a fixed work schedule, the Dirección del Trabajo or a labour court may RECLASSIFY this relationship as an ordinary employment contract (subordinación y dependencia), with retroactive payroll and social-security exposure. Preserve, in practice and not only on paper, the stylist's own pricing, own clientele and freedom to set their own schedule.

4. ⚠️ TAX TREATMENT 4.1. The rent is subject to IVA — the salon (arrendador) must issue a factura for the rental income. 4.2. The stylist (arrendatario) issues a boleta de honorarios to their own clients for the services rendered; withholding on boletas de honorarios is scaling up progressively toward 17% by 2028 — verify the current rate with your contador.

SIGNATURES Salon (arrendador) ______________ / Salon (arrendador) name / Stylist/professional (arrendatario) ______________ / Stylist/professional (arrendatario) name /

— — — ⚠️ 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.