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Search Salaries > Java Developer > Latvia
Job Description
How much does a Java Developer in Latvia ?

The base salary for a Java Developer in Latvia is 49,100
Also known as: Java Programmer, Java Engineer, Java Software Developer, Java Software Engineer.

49,100

Median Base Salary (Percentile 50)
908 observations
(Updated: 27 Sep 2023)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Java Developer earns register to see pay in Latvia, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

83%

Female

17%

Benefits

There are statutory benefits associated with a Java Developer in Latvia according to ...

Most Common Benefits

Competitive advantages associated with a Java Developer in Latvia
Choose Your Own Equipment | 500€ one-time
Allowing employees to choose their own equipment enables them to work with tools they are comfortable with, enhancing productivity and job satisfaction. This flexibility can lead to increased efficiency and a more personalized work experience, which is especially valuable in roles requiring specific technical needs.
Health Insurance | 1200€ annual
Comprehensive health insurance plans offered by companies in Latvia provide employees with coverage for medical expenses, including doctor visits, hospital stays, and prescription medications. This benefit ensures financial protection in case of health issues, promoting employee well-being and reducing absenteeism.
Professional Development | 500€ annual
Latvian companies offer professional development opportunities, such as workshops, seminars, and online courses, to help employees enhance their skills and advance in their careers. This investment in employee growth boosts job satisfaction and retention, while also improving the company’s overall performance.
Cutting Edge Technology | 2000€ annual
Latvian companies provide access to cutting-edge technology, enabling employees to work efficiently and stay ahead in the industry. This includes the latest hardware, software, and tools that enhance productivity and innovation, attracting tech-savvy talent and fostering a dynamic workplace.

Side Benefits to attract & retain talent

Additional perks for a Java Developer in Latvia
Dog Friendly Office
Disability Leave
Work-Life Balance
Flexible Working Hours
Great Team
Comfortable Office

Statutory Benefits

Mandatory benefits in Latvia
Latvian employees are entitled to sick leave, which is partially compensated by the employer and the state. This benefit ensures that employees can take time off to recover from illness without suffering financial hardship. The employer covers the initial days, while the state provides compensation for extended sick leaves.
Employees in Latvia are entitled to a minimum of four weeks of paid annual leave. This benefit is designed to provide workers with necessary rest and recuperation time, contributing to their overall health and productivity. The leave can be taken all at once or split into parts, depending on the agreement with the employer.
Employers in Latvia are required to contribute to the social security system, which covers pensions, health insurance, unemployment benefits, and other social benefits. These contributions ensure that employees have access to necessary social services and support in times of need, such as retirement, health issues, or unemployment.
The minimum wage in Latvia is the lowest remuneration that employers can legally pay their workers. It is set by the government and aims to ensure a basic standard of living for employees. This wage is periodically reviewed and adjusted to reflect economic conditions, cost of living, and inflation rates to protect the purchasing power of workers.
In Latvia, personal income tax is deducted from employees’ salaries at a flat rate. This tax is used to fund public services such as healthcare, education, and infrastructure. Employers are responsible for withholding this tax from their employees’ wages and remitting it to the government.
Maternity leave in Latvia provides expectant mothers with time off work before and after childbirth. This leave is fully compensated, allowing mothers to recover and bond with their newborns without financial stress. The leave duration includes prenatal and postnatal periods, ensuring comprehensive support for maternal health.
Unemployment insurance in Latvia provides financial support to workers who lose their jobs involuntarily. This benefit helps individuals maintain their standard of living while they search for new employment opportunities. Employers contribute to a fund that supports unemployment benefits, ensuring a safety net for workers.
Fathers in Latvia are entitled to paternity leave, allowing them to support their partners and bond with their newborns. This leave is fully compensated, ensuring that fathers can participate in early childcare without financial concerns. It promotes gender equality by encouraging shared parental responsibilities.
Employers in Latvia are required to provide health insurance to their employees. This benefit ensures that employees have access to necessary medical services and treatments, promoting overall health and well-being. The insurance covers a range of medical expenses, including doctor visits, hospital stays, and medications.
In Latvia, some employers provide an additional salary payment, often referred to as the 14th-month salary. This benefit is typically paid at the end of the year and serves as a bonus to reward employees for their contributions throughout the year. It is not legally mandated but is a common practice in many companies.
Taxes & Payrolls

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