Resume rules in Guatemala
What employers in Guatemala expect on a Currículum Vitae, what the law lets them ask for, and where the two disagree.
Call it a CV for Guatemala, a resume for Guatemala, or Currículum Vitae: it's the same document.
This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.
Law and practice, side by side
The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.
Photo: Common
Common; professional photo expected in many sectors
What the law says: No specific law restricting or requiring photos on applicant CVs
Date of birth: Common
Common; date of birth and age commonly included
What the law says: No specific law restricting or requiring date of birth
Marital status: Common
Common; marital status often included
What the law says: No specific law
Sex or gender: Common
Common; gender/sex commonly stated
What the law says: No specific law on CV
Nationality: Common
Common; nationality stated on CV
What the law says: Foreign workers must demonstrate position requires specialized skills not available locally; passport/ID proof needed for work verification
National ID number: Uncommon
Uncommon on CV; verified during employment/legal process
What the law says: No specific law on CV
The rest of the entry
- Local name of the document
- Currículum Vitae
- Language to submit in
- Spanish typically; English acceptable for multinational companies
- Typical length
- 2-3 pages typical, especially for managerial roles
- Address detail expected
- Full address or city typical
- Religion, ethnicity or caste
- Labor code prohibits discrimination affecting access to work including based on personal characteristics
- Health, disability or pregnancy
- Labor code prohibits discriminatory medical screenings (e.g., pregnancy, HIV tests); health information may not be used for hiring decisions
- Other customary attachments
- For employment: job offer from registered company demonstrating need for specialized skills
- Employer may not ask for
- Employer cannot request or use medical records, pregnancy status, financial history, indebtedness, or information that constitutes discrimination
- Named statutes
- Labor code (Código de Trabajo); Constitution of Guatemala 1985 Article 31 (right to access/correct personal data in government files)
- Data protection regime
- No comprehensive data protection law; draft Bill No. 6105 (June 2022) under consideration; constitutional right to privacy recognized
- Anti-discrimination statutes
- Labor Code prohibits discrimination affecting access to work
- Local language source
- Spanish
Where this came from
Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Confirmed.
Notes: Guatemala has no comprehensive data protection law yet; draft legislation is pending. Labor code prohibits discriminatory medical/personal screening. CVs commonly include personal information (photo, age, marital status, nationality) but no legal requirement exists.
Researched with AI assistants working from a written checklist, then independently checked. How we researched this