{"id":11618,"date":"2024-10-27T21:06:28","date_gmt":"2024-10-28T00:06:28","guid":{"rendered":"https:\/\/www.beckerabogados.cl\/en\/?p=11618"},"modified":"2024-10-27T21:09:08","modified_gmt":"2024-10-28T00:09:08","slug":"the-proper-way-to-terminate-a-chilean-employee-legal-guidelines","status":"publish","type":"post","link":"https:\/\/www.beckerabogados.cl\/en\/blog\/the-proper-way-to-terminate-a-chilean-employee-legal-guidelines\/","title":{"rendered":"The proper way to terminate a chilean employee: Legal guidelines"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The <\/span><b>termination of an employee in Chile<\/b><span style=\"font-weight: 400;\"> is regulated by a set of <\/span><b>laws and standards<\/b><span style=\"font-weight: 400;\"> that protect both employees and employers. For this reason, <\/span><b>ending an employment contract<\/b><span style=\"font-weight: 400;\"> must be handled carefully, as improper termination can lead to <\/span><b>legal penalties and complications<\/b><span style=\"font-weight: 400;\"> for the employer.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, we explain <\/span><b>step-by-step<\/b><span style=\"font-weight: 400;\"> how to properly terminate an employee in Chile in accordance with <\/span><b>current regulations<\/b><span style=\"font-weight: 400;\">, and outline the aspects every employer should consider to <\/span><b>comply with the law and protect their rights<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><div class=\"row \"><div class=\"wpv-grid grid-1-1  wpv-first-level first unextended\" style=\"padding-top:0px;padding-bottom:0px\" id=\"wpv-column-34215dce673021d3c0c76d3a24be2939\" ><\/span><\/p>\n<p><span style=\"font-weight: 400;\">\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f9612-o1\" lang=\"en-US\" dir=\"ltr\" data-wpcf7-id=\"9612\">\n<div class=\"screen-reader-response\"><p role=\"status\" aria-live=\"polite\" aria-atomic=\"true\"><\/p> <ul><\/ul><\/div>\n<form action=\"\/en\/wp-json\/wp\/v2\/posts\/11618#wpcf7-f9612-o1\" method=\"post\" class=\"wpcf7-form init\" aria-label=\"Contact form\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"9612\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.1.5\" \/><input type=\"hidden\" name=\"_wpcf7_locale\" value=\"en_US\" \/><input type=\"hidden\" name=\"_wpcf7_unit_tag\" value=\"wpcf7-f9612-o1\" \/><input type=\"hidden\" name=\"_wpcf7_container_post\" value=\"0\" \/><input type=\"hidden\" name=\"_wpcf7_posted_data_hash\" value=\"\" \/><input type=\"hidden\" name=\"_wpcf7_recaptcha_response\" value=\"\" \/>\n<\/fieldset>\n<div class=\"row\">\n\t<div class=\"grid-1-3\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"name-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Name\" value=\"\" type=\"text\" name=\"name-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-3\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"email-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"E-mail\" value=\"\" type=\"email\" name=\"email-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-3\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"phone-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Phone\" value=\"\" type=\"text\" name=\"phone-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-1\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"asunto-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Subject\" value=\"\" type=\"text\" name=\"asunto-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-1\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"mensaje-507\"><textarea cols=\"40\" rows=\"6\" maxlength=\"2000\" class=\"wpcf7-form-control wpcf7-textarea wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Case Description...\" name=\"mensaje-507\"><\/textarea><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div style= \"text-align: center;\">\n\t\t<p><input class=\"wpcf7-form-control wpcf7-submit has-spinner\" type=\"submit\" value=\"Send request \u2192\" \/>\n\t\t<\/p>\n\t<\/div>\n<\/div><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><\/div><\/div><\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Legal grounds for termination in Chile<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Articles 159 to 163 bis of the <\/span><b>Chilean Labor Code<\/b><span style=\"font-weight: 400;\"> outline various <\/span><b>grounds for termination<\/b><span style=\"font-weight: 400;\">, which determine the obligations and rights of both the <\/span><b>employee and the employer<\/b><span style=\"font-weight: 400;\">. The main grounds include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Business needs<\/b><span style=\"font-weight: 400;\">: This applies when a company faces <\/span><b>economic issues<\/b><span style=\"font-weight: 400;\"> or restructuring, though it must meet specific criteria.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Misconduct and inappropriate behavior<\/b><span style=\"font-weight: 400;\">: This includes <\/span><b>theft, fraud<\/b><span style=\"font-weight: 400;\">, or improper conduct that undermines the employer&#8217;s trust in the employee.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Breach of contract<\/b><span style=\"font-weight: 400;\">: The employer may terminate the contract if the employee fails to meet <\/span><b>agreed-upon obligations<\/b><span style=\"font-weight: 400;\">, such as consistent <\/span><b>tardiness or poor performance<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">To ensure the termination is considered legal, the reason must be <\/span><b>documented and justified<\/b><span style=\"font-weight: 400;\"> with Chile\u2019s <\/span><b>Labor Directorate<\/b><span style=\"font-weight: 400;\">, following the <\/span><b>standards established by Chilean law<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Employee rights upon termination<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Both the employer and the employee must be aware of the <\/span><b>employee&#8217;s rights<\/b><span style=\"font-weight: 400;\"> when termination occurs. Respecting these rights is essential to <\/span><b>avoid claims or legal actions<\/b><span style=\"font-weight: 400;\"> that could affect the organization\u2019s <\/span><b>operations and reputation<\/b><span style=\"font-weight: 400;\">. These rights include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Severance for years of service<\/b><span style=\"font-weight: 400;\">: In cases of termination due to <\/span><b>business needs<\/b><span style=\"font-weight: 400;\">, the employer must pay severance <\/span><b>equivalent to one month&#8217;s salary<\/b><span style=\"font-weight: 400;\"> for each year worked.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Proportional vacation pay<\/b><span style=\"font-weight: 400;\">: The employer must pay for any <\/span><b>unused vacation days<\/b><span style=\"font-weight: 400;\"> the employee has accrued.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Final settlement document<\/b><span style=\"font-weight: 400;\">: This formalizes the end of the <\/span><b>employment relationship<\/b><span style=\"font-weight: 400;\"> and must be signed before a <\/span><b>notary or labor inspector<\/b><span style=\"font-weight: 400;\"> to be valid.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Formal procedure for termination<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In Chile, a termination must follow certain <\/span><b>formal procedures<\/b><span style=\"font-weight: 400;\"> to be considered <\/span><b>legal and valid<\/b><span style=\"font-weight: 400;\">. For example:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Written notification<\/b><span style=\"font-weight: 400;\">: The employer must <\/span><b>notify the employee of their termination<\/b><span style=\"font-weight: 400;\"> in writing, with a letter detailing the reason. This letter should be delivered on the <\/span><b>effective date<\/b><span style=\"font-weight: 400;\"> of the contract\u2019s termination.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Notification to the labor directorate<\/b><span style=\"font-weight: 400;\">: At the same time, the employer must inform the <\/span><b>Labor Directorate<\/b><span style=\"font-weight: 400;\"> of the termination and submit a <\/span><b>copy of the termination letter<\/b><span style=\"font-weight: 400;\">, including the date and reason for ending the contract. Additionally, the <\/span><b>final settlement<\/b><span style=\"font-weight: 400;\"> must be approved by both parties and <\/span><b>formalized with the Labor Directorate or a notary<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Payment of outstanding wages<\/b><span style=\"font-weight: 400;\">: Along with the notification, the employer must calculate and deliver <\/span><b>outstanding payments<\/b><span style=\"font-weight: 400;\">, such as <\/span><b>proportional vacation pay<\/b><span style=\"font-weight: 400;\"> and <\/span><b>days worked<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Recommendations for terminating an employee properly<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">To avoid <\/span><b>legal issues<\/b><span style=\"font-weight: 400;\"> when terminating an employee, it is advisable to follow these additional steps:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Seek legal advice<\/b><span style=\"font-weight: 400;\">: Consulting a <\/span><b>lawyer specialized in labor law<\/b><span style=\"font-weight: 400;\"> can help assess the <\/span><b>justification and proper procedures<\/b><span style=\"font-weight: 400;\"> for termination.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Document the process<\/b><span style=\"font-weight: 400;\">: Keep a <\/span><b>detailed record of performance evaluations<\/b><span style=\"font-weight: 400;\">, warnings, or issues related to the employee. This documentation <\/span><b>supports the termination<\/b><span style=\"font-weight: 400;\"> if any claims arise.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Respectful and transparent communication<\/b><span style=\"font-weight: 400;\">: Notify the employee <\/span><b>clearly and respectfully<\/b><span style=\"font-weight: 400;\">, avoiding unnecessary conflict and facilitating a <\/span><b>peaceful exit<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Following these recommendations not only <\/span><b>ensures compliance<\/b><span style=\"font-weight: 400;\"> with regulations but also contributes to maintaining a <\/span><b>respectful and professional<\/b><span style=\"font-weight: 400;\"> work environment.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">How to handle termination due to poor performance: guidelines and considerations<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">For termination due to <\/span><b>poor performance<\/b><span style=\"font-weight: 400;\">, the employer must follow several steps. First, it is recommended to conduct <\/span><b>periodic performance evaluations<\/b><span style=\"font-weight: 400;\"> and document them, giving the employee an <\/span><b>opportunity to improve<\/b><span style=\"font-weight: 400;\">. If performance remains unsatisfactory, <\/span><b>formal written warnings<\/b><span style=\"font-weight: 400;\"> should be issued, specifying <\/span><b>areas for improvement<\/b><span style=\"font-weight: 400;\"> and <\/span><b>expectations<\/b><span style=\"font-weight: 400;\">, with both parties signing off.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is also advisable to <\/span><b>offer training opportunities<\/b><span style=\"font-weight: 400;\"> to help improve the employee\u2019s performance, which <\/span><b>reinforces the justification<\/b><span style=\"font-weight: 400;\"> for termination if no improvement occurs. The employer must <\/span><b>document the entire process<\/b><span style=\"font-weight: 400;\">, including evaluations and warnings, as <\/span><b>support in case of a claim<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When notifying the termination, the <\/span><b>poor performance<\/b><span style=\"font-weight: 400;\"> should be detailed in a <\/span><b>formal letter<\/b><span style=\"font-weight: 400;\"> and delivered to the employee, ensuring their <\/span><b>labor rights<\/b><span style=\"font-weight: 400;\"> are respected. This <\/span><b>documented, transparent process<\/b><span style=\"font-weight: 400;\"> minimizes the risk of <\/span><b>subsequent claims<\/b><span style=\"font-weight: 400;\"> and ensures the termination is conducted <\/span><b>in accordance with the law<\/b><span style=\"font-weight: 400;\">, maintaining respectful treatment.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Consequences of unjustified termination<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In Chile, terminations that lack <\/span><b>justification<\/b><span style=\"font-weight: 400;\"> or do not comply with <\/span><b>legal procedures<\/b><span style=\"font-weight: 400;\"> can lead to various <\/span><b>(legal, financial, and reputational) consequences<\/b><span style=\"font-weight: 400;\"> for the company.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Some of the <\/span><b>consequences of unjustified termination<\/b><span style=\"font-weight: 400;\"> include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Additional Severance<\/b><span style=\"font-weight: 400;\">: If the termination is declared <\/span><b>unjustified<\/b><span style=\"font-weight: 400;\">, the employer may be required to pay <\/span><b>additional severance<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reinstatement<\/b><span style=\"font-weight: 400;\">: In some cases, the <\/span><b>court may require<\/b><span style=\"font-weight: 400;\"> the employee to be reinstated, especially if the <\/span><b>termination is declared null<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Fines for Non-Compliance<\/b><span style=\"font-weight: 400;\">: The <\/span><b>Labor Directorate<\/b><span style=\"font-weight: 400;\"> may impose <\/span><b>financial penalties<\/b><span style=\"font-weight: 400;\"> if it is shown that the employer did not comply with procedures.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">On the other hand, a <\/span><b>properly conducted termination<\/b><span style=\"font-weight: 400;\"> protects the employer from these consequences and ensures that the <\/span><b>employee\u2019s rights<\/b><span style=\"font-weight: 400;\"> are respected.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Need advice on conducting a proper termination?<\/span><\/h2>\n<p><b>Contact Becker Abogados.<\/b><span style=\"font-weight: 400;\"> Our team of <\/span><b>labor law specialists<\/b><span style=\"font-weight: 400;\"> is here to guide you through the <\/span><b>termination process<\/b><span style=\"font-weight: 400;\">, ensuring that all <\/span><b>legal requirements<\/b><span style=\"font-weight: 400;\"> are met to protect the <\/span><b>rights and interests<\/b><span style=\"font-weight: 400;\"> of both your company and the employee.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><div class=\"row \"><div class=\"wpv-grid grid-1-1  wpv-first-level first unextended\" style=\"padding-top:0px;padding-bottom:0px\" id=\"wpv-column-96e090f94752b6c3c2f7fd2b724a1375\" ><\/span><\/p>\n<p><span style=\"font-weight: 400;\">\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f9612-o2\" lang=\"en-US\" dir=\"ltr\" data-wpcf7-id=\"9612\">\n<div class=\"screen-reader-response\"><p role=\"status\" aria-live=\"polite\" aria-atomic=\"true\"><\/p> <ul><\/ul><\/div>\n<form action=\"\/en\/wp-json\/wp\/v2\/posts\/11618#wpcf7-f9612-o2\" method=\"post\" class=\"wpcf7-form init\" aria-label=\"Contact form\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"9612\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.1.5\" \/><input type=\"hidden\" name=\"_wpcf7_locale\" value=\"en_US\" \/><input type=\"hidden\" name=\"_wpcf7_unit_tag\" value=\"wpcf7-f9612-o2\" \/><input type=\"hidden\" name=\"_wpcf7_container_post\" value=\"0\" \/><input type=\"hidden\" name=\"_wpcf7_posted_data_hash\" value=\"\" \/><input type=\"hidden\" name=\"_wpcf7_recaptcha_response\" value=\"\" \/>\n<\/fieldset>\n<div class=\"row\">\n\t<div class=\"grid-1-3\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"name-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Name\" value=\"\" type=\"text\" name=\"name-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-3\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"email-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"E-mail\" value=\"\" type=\"email\" name=\"email-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-3\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"phone-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Phone\" value=\"\" type=\"text\" name=\"phone-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-1\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"asunto-507\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Subject\" value=\"\" type=\"text\" name=\"asunto-507\" \/><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div class=\"grid-1-1\">\n\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"mensaje-507\"><textarea cols=\"40\" rows=\"6\" maxlength=\"2000\" class=\"wpcf7-form-control wpcf7-textarea wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Case Description...\" name=\"mensaje-507\"><\/textarea><\/span>\n\t\t<\/p>\n\t<\/div>\n\t<div style= \"text-align: center;\">\n\t\t<p><input class=\"wpcf7-form-control wpcf7-submit has-spinner\" type=\"submit\" value=\"Send request \u2192\" \/>\n\t\t<\/p>\n\t<\/div>\n<\/div><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><\/div><\/div><\/span><b><\/b><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The termination of an employee in Chile is regulated by a set of laws and standards that protect both employees and employers. For this reason, ending an employment contract must be handled carefully, as improper termination can lead to legal penalties and complications for the employer. In this article, we explain step-by-step how to properly&#8230;<\/p>\n","protected":false},"author":6,"featured_media":11620,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[49],"tags":[],"class_list":["post-11618","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-es"],"_links":{"self":[{"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/posts\/11618","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/comments?post=11618"}],"version-history":[{"count":3,"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/posts\/11618\/revisions"}],"predecessor-version":[{"id":11622,"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/posts\/11618\/revisions\/11622"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/media\/11620"}],"wp:attachment":[{"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/media?parent=11618"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/categories?post=11618"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.beckerabogados.cl\/en\/wp-json\/wp\/v2\/tags?post=11618"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}