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Search Salaries > Interior Designer > Bolivia
Job Description
How much does a Interior Designer in Bolivia ?

The base salary for a Interior Designer in Bolivia is 90,300
Also known as: Space Planner, Home Decor Designer, Residential Design Consultant, Commercial Interior Designer.

90,300

Median Base Salary (Percentile 50)
45 observations
(Updated: 13 Dec 2024)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Interior Designer earns register to see pay in Bolivia, 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

Balanced

Male

57%

Female

42%

Benefits

There are statutory benefits associated with a Interior Designer in Bolivia according to ...

Most Common Benefits

Competitive advantages associated with a Interior Designer in Bolivia
Cutting Edge Technology | 14334€ annual
Access to cutting-edge technology is a significant draw for tech-savvy professionals in Bolivia. Companies that provide the latest tools and software not only enhance productivity but also attract top talent eager to work with advanced technologies, fostering a culture of innovation and efficiency.
Professional Development | 3583€ annual
Bolivian companies often invest in the professional growth of their employees by offering training programs, workshops, and sponsorships for higher education. This benefit not only enhances the skill set of employees but also increases their productivity and job satisfaction, making it a valuable competitive advantage in the Bolivian job market.

Side Benefits to attract & retain talent

Additional perks for a Interior Designer in Bolivia
Work-Life Balance
Disability Leave
Equal Opportunity Employer
Happy Hours
Work From Home
Flexible Working Hours
Season Ticket Loan

Statutory Benefits

Mandatory benefits in Bolivia
The minimum wage in Bolivia is a legally mandated amount that employers must pay their employees. It is designed to ensure that workers receive a basic level of income to meet their living expenses. The government periodically reviews and adjusts the minimum wage to reflect economic conditions and inflation rates.
The Christmas Bonus, or Aguinaldo, is an additional salary payment in Bolivia that employers are required to pay to their employees at the end of the year. This bonus is equivalent to one month’s salary and is intended to provide financial support during the holiday season.
Bolivia recognizes several public holidays throughout the year, during which employees are entitled to a day off with pay. These holidays are established by the government and provide opportunities for rest, cultural celebration, and family time. Employers must compensate employees who work on these days with additional pay.
Bolivian labor law mandates that employees are entitled to paid annual leave, which increases with the length of service. The minimum is 15 days for those with 1 to 5 years of service, 20 days for those with 5 to 10 years, and 30 days for over 10 years of service. This leave allows employees to rest and recharge, promoting work-life balance.
Health insurance in Bolivia is a mandatory benefit that provides employees with access to medical services, including preventive care, treatment, and hospitalization. Employers contribute to health insurance programs to ensure their employees can receive necessary healthcare without financial hardship.
Bolivian law mandates maternity leave for female employees, providing them with time off work to recover from childbirth and care for their newborn. The leave period is typically 90 days, and during this time, employees receive their full salary.
In Bolivia, employees are entitled to an annual bonus equivalent to an extra month of salary, commonly referred to as the 13th month salary. This bonus is typically paid at the end of the year and is designed to help employees with additional financial needs during the holiday season.
In Bolivia, employees who are terminated without just cause are entitled to severance pay. This payment is intended to provide financial support during the transition period and is calculated based on the employee’s length of service and salary.
Bolivian labor law requires employers to compensate employees for overtime work. Overtime is typically paid at a higher rate than regular hours, often at 200% of the normal wage, providing additional income for employees who work beyond standard hours.
In Bolivia, employees are entitled to a 14th month salary, which is an additional payment made to employees during the year. This payment is designed to provide extra financial support and is equivalent to one month’s salary, typically paid in June.
Fathers in Bolivia are entitled to paternity leave, allowing them to take time off work to support their partners and care for their newborns. The leave period is shorter than maternity leave, typically lasting 3 days, and is fully paid by the employer.
Overtime pay in Bolivia compensates employees for hours worked beyond the standard workweek. Employers are required to pay a premium on top of the regular hourly rate for overtime hours. This ensures that employees are fairly compensated for additional work and encourages employers to manage work hours effectively.
Employers in Bolivia are required to make contributions to the social security system, which provides benefits such as healthcare, pensions, and unemployment support to employees. The contributions are calculated as a percentage of the employee’s salary and are essential for ensuring workers’ social protection and welfare.

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