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Norkent

Last updated: 09/08/2026

Norkent for Paraguay

The general data law (7593/2025) is not yet in force (24-month vacatio legis). MTESS promotes digitalization.

ISOPY
CurrencyGuaraní (PYG)
LanguageSpanish and Guaraní
Weekly hours48 h (daytime) / 42 h (nighttime)
OvertimeMax. 3 hours per day
Vacation12 to 30 working days depending on seniority

Working hours and overtime

Maximum weekly hours: 48 hours for daytime work; 42 for nighttime; 36 for unhealthy work (arts. 197 to 199 of the Labor Code).
Maximum daily hours: 8 hours (daytime), 7 hours (nighttime) and 7.5 hours (mixed), under the Labor Code.
Limit (overtime): Maximum 3 hours per day and up to a total that does not exceed the ordinary workday (art. 205 of the Labor Code).
Overtime premium / compensation: 50% surcharge on the ordinary hourly wage for daytime overtime; 100% for nighttime overtime or on rest days (art. 208 of the Labor Code).

Breaks and leave

Weekly rest: Minimum one rest day per week, preferably Sunday (art. 218 of the Labor Code).
Rest between shifts: No single general minimum for rest between workdays was found in the official sources consulted in the Paraguayan Labor Code.
Vacation: 12 to 30 working days depending on seniority: up to 5 years, 12 days; 6 to 10 years, 18 days; 11 years and over, 30 days (art. 218 of the Labor Code).
Maternity: Paid leave of 18 weeks (6 prenatal + 12 postnatal), under art. 183 of the Labor Code.
Paternity: Paid leave of 2 days for the birth of a child, under the Labor Code.

Personal data protection

Data protection law: Law No. 6534/2020 (credit data) and Law No. 7593/2025 (general regime, in a 24-month vacatio legis since November 2025).
Competent authority: As of the date of this document, no specific authority had been constituted for the general regime; Art. 33 of the National Constitution applies (right to privacy).
Geolocation: There is no specific regulation; Art. 33 of the Constitution (privacy) and the general principles of good faith apply.
Biometric data: No specific regulation in current legislation; the future Law No. 7593/2025 will introduce GDPR-like obligations, including a sensitive-data regime.
Workplace monitoring: Limited by Art. 33 of the Constitution; under Law No. 7593/2025, purpose, necessity and proportionality will be required.

Digital attendance systems

Digital recording allowed: Yes. The Labor Code does not restrict recording technology; the MTESS promotes the digitalization of labor books.
QR recording: Yes, allowed.
Mobile device recording: Yes, allowed.
Manual recording: Yes, allowed (employee, wage and vacation books).

Status of Norkent in Paraguay

Allowed with conditions
Paraguay presents a flexible environment: the Labor Code does not impose specific technology for attendance recording and there is no comprehensive data protection regime in force to date. Norkent is compatible with the digitalization of labor documents promoted by the MTESS. Before its implementation, a company should consider: 1. Integration with labor books: coordinate Norkent with the Employee, Wage and Annual Vacation Books and with the MTESS REOP system. 2. Information to workers: inform workers about the collection and use of their personal data, in line with Art. 33 of the Constitution. 3. Record retention: keep records for at least 5 years (by analogy with the Commercial Code, given the absence of a specific period in the Labor Code). 4. Anticipate Law No. 7593/2025: prepare compliance with this general data protection law before its approximate entry into force in November 2027. 5. Traceability: Norkent must ensure adequate traceability; prior approval by the MTESS is not required. 6. Biometric data: since Norkent does not use biometric data, the need for reinforced processing is avoided.