Job Application Form Chile (Solicitud de Empleo)

A Job Application Form Chile (Solicitud de Empleo) is the standardized written document through which a job candidate (postulante) provides personal, educational, and professional information to a prospective employer as part of a formal employment selection process, governed by Código del Trabajo Article 5 and the personal data protection framework established by Ley 19.628 of 1999. Article 5 of the Código del Trabajo — as modified by Ley 19.759 of 2001 and Ley 20.005 of 2005 — establishes the fundamental principle that the employer's management prerogatives (facultad de administración) are limited by the constitutional rights of workers, particularly the right to privacy (derecho a la vida privada) enshrined in Article 19 No. 4 of the Constitución Política de la República de 1980, and the right to equal treatment and non-discrimination under Article 19 No. 2 and No. 16.

The Solicitud de Empleo operates within a strict Chilean anti-discrimination framework. Article 2 of the Código del Trabajo, as amended by Ley 20.940 of 2016 (Ley de Modernización de las Relaciones Laborales), prohibits employers from requesting, inquiring about, or considering in hiring decisions any information about candidates based on race (raza), colour, sex, maternal or paternal status, union membership (sindicación), religion, political opinion, national or social origin, economic status (situación socioeconómica), disability (discapacidad), or any other characteristic unrelated to the specific competencies required for the position. The Dirección del Trabajo enforces this prohibition through workplace inspections and Dictámenes, and candidates who face discriminatory hiring processes may file denuncias with the DT or judicial actions under Article 485 of the Código del Trabajo (tutela de derechos fundamentales) before the Juzgados de Letras del Trabajo.

Data protection obligations for Chilean job application forms derive from Ley 19.628 of 1999 on the Protection of Privacy of Personal Data (Ley sobre Protección de la Vida Privada) and, for organizations affected by international operations, from the General Data Protection Regulation (GDPR) framework that Chilean multinationals and their HR processes may be subject to. Ley 19.628 classifies employment candidate data as sensitive personal data (datos personales sensibles) when it concerns health conditions, disability status, family information, or financial background — and Article 9 of Ley 19.628 prohibits the creation of databases of sensitive personal data except for explicitly authorized purposes. The employer must obtain written consent (consentimiento expreso) from the applicant before processing any personal data collected through the job application, specifying the purpose (finalidad) of the data processing, the recipients of the data, the period of retention (plazo de conservación), and the applicant's right to access, rectification, cancellation, and opposition (derechos ARCO).

Chile's new comprehensive data protection law — Ley 21.719 of 2024 — replaced and significantly expanded the framework of Ley 19.628, entering fully into force in January 2026. Ley 21.719 aligns Chilean data protection standards with the GDPR and creates an independent supervisory authority (Agencia de Protección de Datos Personales, replacing the partial oversight previously exercised by the SII and the Consejo para la Transparencia). Under Ley 21.719, employers must implement data protection by design (protección de datos desde el diseño) in their recruitment processes, conduct Data Protection Impact Assessments (Evaluaciones de Impacto en la Protección de Datos) for high-risk processing activities involving large volumes of candidate data, and designate a Data Protection Officer (Delegado de Protección de Datos) when required by their processing volume or industry sector. Job application forms constituted or revised after Ley 21.719's effective date must comply with the enhanced transparency, minimization, and purpose-limitation principles of the new law.

The Servicio Nacional de la Discapacidad (SENADIS), established under Ley 20.422 of 2010 (Normas sobre Igualdad de Oportunidades e Inclusión Social de Personas con Discapacidad), supervises the mandatory hiring quota for people with disabilities in companies with 100 or more workers — at least 1% of the workforce must be persons with registered disabilities under Ley 21.015 of 2017 (Ley de Inclusión Laboral). Job application forms used by companies subject to this quota must contain a voluntary self-identification section for disability status (discapacidad) that is explicitly separated from merit-based assessment criteria, ensuring compliance with both Ley 20.422 and the anti-discrimination provisions of Código del Trabajo Article 2.

A Job Application Form Chile is required by any employer conducting a formal hiring process in Chile who needs to systematically collect candidate information while complying with Código del Trabajo Article 5 anti-discrimination requirements, Ley 19.628 data protection obligations, and the new Ley 21.719 of 2024 data protection framework.

The form is required when a Sociedad Anónima (SA) under Ley 18.046, Sociedad por Acciones (SpA) under Articles 424–446 of the Código de Comercio, Sociedad de Responsabilidad Limitada (SRL) under Ley 3.918, or any other employer registered with the Servicio de Impuestos Internos (SII) initiates a selection process for vacant positions and needs to establish a documented, legally defensible record of the candidate evaluation. Without a standardized Solicitud de Empleo, employers lack the documentation necessary to demonstrate compliance with anti-discrimination obligations under Article 2 of the Código del Trabajo in the event of a tutela de derechos fundamentales complaint filed with the Juzgados de Letras del Trabajo.

The form is needed when companies subject to the mandatory disability inclusion quota under Ley 21.015 of 2017 — those with 100 or more workers — conduct selection processes and need to include a voluntary disability self-identification section (Registro Nacional de la Discapacidad, maintained by the Servicio de Registro Civil e Identificación and SENADIS). Ley 21.015 requires these employers to file quarterly reports (informes de cumplimiento) with the Dirección del Trabajo demonstrating compliance with the 1% quota, and the job application form is the primary documentation source for these reports.

A Solicitud de Empleo is needed when employers use Empresas de Servicios Transitorios (EST) registered with the Dirección del Trabajo to fill temporary positions under Article 183-F of the Código del Trabajo and Ley 20.123 of 2006 — the EST must maintain application documentation for each temporary worker placed with empresa usuarias during the maximum 90-day or 180-day placement periods specified in Article 183-Ñ. The form establishes the baseline for the equal pay obligation of Article 183-W, documenting the candidate's qualifications for comparison with permanent workers performing equivalent functions.

The form is needed when companies with operations across multiple Regiones of Chile — from the Región Metropolitana de Santiago to the Región de Antofagasta or Región de Los Lagos — need a standardized document that ensures uniform data collection and compliance assessment across the entire organization. The Instituto Nacional de Estadísticas (INE) and the Ministerio del Trabajo y Previsión Social periodically review employer selection practices for systemic discrimination patterns through the Subsecretaría del Trabajo.

For public sector (sector público) employers — Ministerios, Servicios Públicos, Municipalidades, and other entities regulated by the Estatuto Administrativo (Ley 18.834 of 1989) — the Solicitud de Empleo must align with the merit-based selection principles of the Servicio Civil (Dirección Nacional del Servicio Civil, DNSC) and the transparency requirements of Ley 20.285 of 2008 (Ley de Acceso a la Información Pública, administered by the Consejo para la Transparencia), which make job application records potentially subject to public information requests.

A compliant Job Application Form Chile under Código del Trabajo Article 5 and Ley 19.628 must include specific sections that capture necessary candidate information while respecting constitutional privacy rights and anti-discrimination requirements.

Personal Identification Data: Full name (nombre completo), RUT (Rol Único Tributario issued by the SII), cédula de identidad number (issued by the Servicio de Registro Civil e Identificación), current address, telephone contact, and email address. Date of birth may be requested for administrative purposes, but must not be used as a selection criterion — age discrimination violates Article 2 of the Código del Trabajo and the general non-discrimination principle of Article 19 No. 2 of the Constitución Política.

Position Applied For: The specific cargo (position title), department, and work location. Where the employer has multiple establishments across different Regiones — for example, a retail chain with stores in the Región Metropolitana de Santiago, Región de Valparaíso, and Región del Biobío — the desired location and availability for transfer (disponibilidad de traslado) should be documented here, not in the personal identity section.

Educational Background: Completed and in-progress formal education, including institutions attended (universidades, institutos profesionales, centros de formación técnica accredited by CNED — the Consejo Nacional de Educación), degrees and technical certifications obtained, and dates. The Ministerio de Educación's MINEDUC verification system allows employers to confirm professional titles and degrees issued by recognized Chilean institutions. Foreign credentials must be recognized by the Chilean university system (validación) or the Ministerio de Educación under the applicable bilateral agreement.

Work Experience: Previous employment history including employer name, position held, nature of duties, start and end dates, reason for leaving, and contact information for professional references. Under Article 5 of the Código del Trabajo and the data minimization principle of Ley 21.719, employers should collect only the work experience information directly relevant to the competencies required for the advertised position — requesting entire employment histories spanning decades for junior positions is disproportionate and potentially discriminatory in impact.

Language and Technical Skills: Proficiency in Spanish (official national language) and any other languages relevant to the position, together with technical skills, software proficiencies, and professional certifications. Employers in sectors regulated by the Superintendencia de Bancos e Instituciones Financieras (SBIF, now CMF — Comisión para el Mercado Financiero), the Superintendencia de Pensiones, or the Superintendencia de Salud may require documented certifications as a condition of employment in regulated roles.

Salary Expectations and Availability: Desired remuneration (remuneración pretendida) and availability to start (fecha de incorporación). Article 10 No. 4 of the Código del Trabajo requires that the agreed remuneration be stated in the employment contract — but the salary requested in the application does not bind either party to a particular figure during the negotiation stage.

Data Protection Consent Clause: An explicit, separately signed consent section under Ley 21.719 of 2024 (replacing Ley 19.628) that clearly states: the identity of the data controller (empresa responsable del tratamiento), the specific personal data categories being collected, the purpose of data processing (evaluación de candidatura para el cargo X), the basis of lawfulness (consentimiento expreso), the data retention period (typically the duration of the selection process plus one year), the identity of any data processors or recipients (selection consultancies, background check providers, international group companies), and the candidate's rights of access, rectification, erasure, portability, and objection under Ley 21.719 Articles 14–20. Forms-legal.com provides this Solicitud de Empleo Chile template as a compliant starting point — employers should ensure the form is reviewed by a licensed Abogado and a Data Protection Officer (Delegado de Protección de Datos) to confirm full compliance with Ley 21.719 and applicable Código del Trabajo Dictámenes before use in active selection processes. Los usuarios de forms-legal.com pueden descargar este documento de forma gratuita en formato PDF o DOCX, completar los campos del formulario guiado y obtener un documento listo para firma.