I. Main Visa and Work Permit Types

The table lists the main types covered by this guide and is not an exhaustive list of all Chilean visa categories.

1. Short-Term Tourist and Business Visits

Permanencia Transitoria applies to short-term visits, generally for up to 90 days, and may be extended where the applicable conditions are met.

Short-term visitors are generally prohibited from carrying out paid work. Certain qualifying occasional activities require separate special work authorisation, while long-term employment should use the appropriate temporary-residence pathway for paid activities.

Whether an activity is a business visit should be determined from the actual work involved, rather than merely the itinerary name or where wages are paid. Equipment installation, repair, training and on-site client services should be assessed carefully to confirm whether a work permit or specific exemption is required.

2. Temporary Residence for Paid Activities Supported by a Formal Employment Contract

This category applies to foreign employees hired on a long-term basis by a genuine employer domiciled or established through a branch in Chile and who will work in Chile.

The initial application should generally be submitted to SERMIG by the applicant from outside Chile. The principal application requirements include:

1. A formal employment contract that complies with Chilean requirements;
2. An employer with continuing legal status and adequate solvency;
3. A valid passport;
4. A criminal-record certificate; and
5. Qualifications appropriate to the proposed position.

Applicants in regulated professions must also obtain the applicable recognition or licence.

Initial temporary residence may be approved for up to two years. Where the holder continues to perform lawful paid activities, each extension may be granted for up to two years. The actual period is subject to the approval document.

During the validity of the formal permit, changing or losing an employer does not normally cause the permit to be automatically revoked, and the SERMIG page does not require a general employer-change notification. The applicant must nevertheless complete the labour, tax, social-security and regulated-profession procedures associated with the new employment relationship.

Before renewal, the applicant must prove that they continue to carry out paid activities. Residence arrangements following the end of employment should be assessed according to the applicable law and the individual permit granted.

3. 90-Day Transitional Residence Supported by an Employment Offer

This pathway applies to an applicant outside Chile who has accepted a clear employment offer from a Chilean employer but has not yet signed the final employment contract.

The offer must be made by a genuine Chilean employer and specify the position and relevant conditions. After entering Chile under the approved status, the applicant must sign an employment contract with the same employer within 45 days and submit the compliant contract documentation.

The initial residence period is 90 calendar days. An individual who signs with the same employer and meets the other conditions within 45 days after entry may apply for a one-year extension.

Failure to complete the contract and document submission as required may result in revocation of the permit and an order to leave Chile. The employer-change rules under the formal employment-contract pathway cannot be applied directly during this transitional stage.

4. Special Work Authorisation Under Permanencia Transitoria

This authorisation applies to performers, athletes, speakers, consultants or technical experts undertaking a clear, specific and occasional paid activity in Chile.

The applicant must first hold lawful short-stay status or the relevant prior entry basis and submit a notarised letter or contract identifying the parties, assignment, location, dates and remuneration. The special work authorisation must be approved before work begins.

The authorisation covers only the specific approved activity and cannot extend beyond the actual period of stay under the short-term status. A change to the assignment, inviting party, work location or dates requires a new application or confirmation.

If an occasional assignment becomes ongoing work, the applicant must move to the applicable principal temporary-residence pathway.

II. Entry, Family and Other Arrangements

1. Entry and Stay

Visa, work-approval and residence documents should reflect the genuine activity, and their validity periods should align.

An application under review, employment contract or invitation letter does not itself prove that entry, residence or work has been approved.

2. Accompanying Family Members

Eligible spouses, partners and children of a temporary-residence holder for paid activities supported by a formal employment contract may apply for dependent temporary residence. Whether a family member has the right to work depends on the electronic permit or status granted to that family member.

When the principal applicant holds 90-day transitional residence supported by an employment offer, family applications must be assessed according to the principal applicant’s current 90-day status and the conditions for subsequent residence. Family members do not automatically obtain long-term accompanying residence or work rights.

Special work authorisation under Permanencia Transitoria does not provide a stable route for accompanying family residence or family-member work rights.

Family, study, transit and other personal statuses must independently meet their applicable requirements; the principal applicant’s permit cannot be used directly as a family member’s entry or employment document.

III. Renewals, Changes, Departure and Status Maintenance

When the employer, position, work location, contract or assignment arrangement changes, the labour and immigration requirements applicable to the individual’s specific pathway should be checked together. The employment contract should not be amended while immigration formalities are ignored.

IV. How sailglobal Can Help

If your company plans to send personnel to Chile for a business visit, local employment, a short-term professional assignment or accompanying family arrangements, sailglobal can help you understand the applicable pathway and application requirements based on the individual’s status, role responsibilities, employer or inviting party, and itinerary.

Visa, work-permit and residence applications are independently assessed by the competent Chilean authorities. sailglobal does not guarantee approval outcomes or fixed issuance dates.