CTS November 2026: Calculation, Example, and Deposit Deadline

What is CTS, and why is it crucial for businesses in Peru?

Companies must make two deposits per year, within the first 15 calendar days of May and November, to a financial institution chosen by the employee. The amount to be deposited depends on the taxable earnings and the time worked during each half-year.

Who is eligible for the CTS?

• Workers in the private sector with permanent, fixed-term, or part-time contracts who work at least 4 hours a day.
• It excludes workers at microenterprises registered with REMYPE, trusted staff and management (under certain conditions), and public-sector workers covered by other systems.

For questions about inclusion or exclusion, refer to the official MTPE guide.

When should the CTS be deposited?

• First payment: Between May 1 and May 15 (for the November–April period).
• Second payment: Between November 1 and 15 (for the May–October period).

The deposit must be made into the CTS account chosen by the employee. If the employee does not indicate a preference, the company may open the account at an authorized financial institution.

Calculating CTS in Peru: Key Elements and Steps

The calculation of CTS in Peru is based on the taxable earnings and the time actually worked during the semester. Below, we detail each component:

1. Earnings Countable Toward CTS

• Base pay: The fixed monthly salary.
• Family allowance: S/ 123 starting in October 2026, if applicable (for having children under 18 or older children with disabilities).
• Variable or supplemental compensation: Average overtime pay, commissions, or other items paid on a regular basis.
• 1/6 of the bonus: One-sixth of the most recent bonus received (July or December, depending on the semester) is added.

For example, for a worker who receives the RMV (S/ 1,230 as of October 2026) and family allowance, the taxable income would be:

• RMV: S/ 1,230
• Family Allowance: S/ 123
• 1/6 of the bonus (if the bonus was S/ 1,353, including the special bonus): S/ 225.50
• Total taxable compensation: S/ 1,230 + S/ 123 + S/ 225.50 = S/ 1,578.50

Remember that the bonus includes an extraordinary bonus equal to 9% of the employee's compensation (6.75% if the employee is enrolled in an EPS), according to SUNAFIL.

2. Countable time

• It is calculated for each full month worked during the semester (November–April or May–October).
• If the employee worked for less than a month, the amount is calculated in thirtieths (1/30 for each day).
• Vacation days, paid leave, and sick leave due to an accident or illness are counted toward the total.

3. Formula for Calculating CTS in Peru

The general formula is:

CTS = (Calculable earnings × Full months worked) / 12

If there are additional days, add them:

CTS days = (Calculable pay × Days worked) / 360

Practical example: Calculating CTS in Peru for a worker earning the RMV

Let’s assume that Juan Pérez works in Lima, earns the minimum wage (RMV; S/ 1,230 as of October 2026), has a minor child (family allowance of S/ 123), and received a bonus of S/ 1,353 in December 2026 (including an extraordinary bonus). He worked the full 6 months of the November 2026–April 2027 period.

• Months worked: 6
• CTS to be deposited: (1,578.50 × 6) / 12 = S/ 789.25

This amount must be deposited into Juan's CTS account between May 1 and May 15, 2027.

Which items are not included in the taxable compensation?

• Relocation subject to assistance, travel allowances, education allowances, and bonuses for marriage or the birth of a child.
• Bonuses, special bonuses, severance pay, and any other non-recurring or unusual payments.
• Compensation for overtime work, unless it is regular and permanent.

For more details, see the MTPE guide.

How do I report the CTS on the electronic tax return?

The CTS is reported on the electronic form via the PLAME (Monthly Payroll Form) and the T-Registro (employee enrollments, terminations, and changes). It is essential to keep information on wages, family allowances, and bonuses up to date to avoid objections from SUNAT and SUNAFIL.

Remember that SUNAFIL may also request CTS data during a labor audit. The pay stub must accurately reflect the items that are part of the computable compensation.

Obligations and Penalties for Failure to Deposit CTS Funds

• An employer who fails to make the deposit within the legally prescribed time frame may be subject to fines imposed by SUNAFIL, which vary depending on the size of the company and the number of affected employees.
• The employee may demand payment of statutory interest, and in the event of termination, the outstanding severance pay must include the accrued interest.
• Repeated noncompliance may lead to legal action and damage the company's reputation.

To avoid risks, many companies choose to outsource payroll or use human resources consulting services to ensure compliance with regulations.

Frequently asked questions

What happens if the employer does not deposit the CTS on time?

The employer may be fined by SUNAFIL and must pay statutory interest to the employee. In addition, the employee may demand immediate payment, and in the event of termination, the outstanding severance pay must include any accrued interest.

Does the CTS include bonuses and family allowances?

Yes. The calculation of CTS takes into account base pay, family allowances (if applicable), and 1/6 of the most recent bonus received. Other regular payments may also be included, depending on the circumstances.

How is the CTS calculated for commission-based employees?

The amount of commissions and other variable income received during the six months prior to the deposit is averaged. This average is added to the taxable income to calculate the amount to be deposited.

When is the prorated CTS due?

The prorated severance pay is paid within 48 hours of the employee's termination, with the benefit calculated based on the months and days actually worked since the last paycheck.

Can the CTS be garnished or deducted?

The CTS is not subject to garnishment as long as it remains with the financial institution, except by court order in cases of child support debts. It cannot be garnished to satisfy debts owed to an employer.