Peru’s Congress has approved a measure to extend employment stability for healthcare and administrative workers who served during the COVID-19 pandemic. The legislation, approved on Thursday, March 19, 2026, allows for the unique, one-time conversion of “CAS-COVID” contracts to standard “CAS” (Contractual Administrative Services) contracts for eligible personnel. This move aims to recognize the contributions of these workers and provide them with greater job security after years of service under temporary arrangements. The approval addresses a gap in previous legislation, extending benefits to those who were initially excluded.
The decision, which passed with 80 votes in favor and 5 against in the first round, and was then exonerated from a second vote with 86 in favor and 4 against, impacts staff within the Ministry of Health, regional governments, the health services of the Armed Forces and National Police, and EsSalud, Peru’s social health insurance system. The change in contract status is particularly significant for workers at EsSalud who were employed under the CAS-COVID modality and did not previously qualify for benefits under Law 31539, originally passed in 2021. Law 31539 initially authorized the conversion of CAS-COVID contracts, but left some workers behind.
Eligibility Requirements and Implementation
To qualify for the contract conversion, workers must meet specific criteria. According to the congressional decree, eligible employees must have worked continuously for at least one year during the state of emergency declared in response to the pandemic. They must not have already benefited from previous iterations of the law, and they cannot currently hold another position in the public sector. However, the legislation does allow for exceptions if budgeted positions develop into available, prioritizing candidates based on their experience and length of service.
EsSalud has been given a 90-calendar-day deadline to implement the changes, and the initiative will be funded through the institution’s own resources, avoiding any additional burden on the national treasury. The congressional decision ensures that workers transitioning to CAS contracts will maintain equivalent labor conditions and compensation as those already under the standard CAS regime, reinforcing the principle of equal employment opportunities within the public sector.
Addressing a Long-Standing Concern
The move to expand contract conversions comes after years of uncertainty for healthcare workers employed under the temporary CAS-COVID contracts. These contracts were initially implemented to rapidly bolster the healthcare system during the peak of the pandemic, but left many workers in a precarious position as the health crisis subsided. As reported by Gestión, the approval recognizes the vital role these workers played in responding to the pandemic and aims to provide them with the stability they deserve.
The initial Law 31539, passed in 2021, provided a pathway to permanent employment for many healthcare workers, but a significant number were excluded due to specific criteria. This latest legislative action seeks to rectify that oversight and ensure that all those who dedicated their services during the pandemic are given the opportunity to secure their employment future. The Congressional Communications Office detailed the process and the votes taken on March 19, 2026.
What’s Next?
With the law now approved, EsSalud will commence the process of identifying eligible employees and facilitating the contract conversions within the 90-day timeframe. Workers are encouraged to consult with their respective institutions for specific guidance on the application process and required documentation. The implementation of this law represents a significant step towards recognizing the contributions of frontline healthcare workers and ensuring a more stable and equitable workforce within Peru’s public health system.
The congressional approval underscores a commitment to supporting those who served during a critical period in the nation’s history. As EsSalud moves forward with implementation, continued transparency and clear communication will be essential to ensure a smooth transition for all affected employees.
Disclaimer: This article provides information for general knowledge and informational purposes only, and does not constitute medical or legal advice.
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