Remote’s guide to employing in Argentina.
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While Argentina may no longer be one of the wealthiest countries in the world, as it was during the early 1900s, the country remains a top spot for international talent. The largest Spanish-speaking country on Earth, Argentina boasts one of the top economies in South America. Visitors enjoy a community with a passion for great food, but don’t skip the afternoon merienda meal, or you will be hungry before dinner is served after 9 p.m.
Ease of doing business
Cost of living index
$$ (107 of 139 nations)
VAT - standard rate
GDP - real growth rate
Looking to employ workers in Argentina? Companies hiring in Argentina must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services. Remote can employ your team in Argentina on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Argentina team.
Argentina’s Constitution, several international treaties, employment contract laws, various federal statutes, and collective bargaining agreements all play a role in Argentina’s employment regulations. Any company looking to employ people in the country must abide by all of Argentina’s labor-friendly laws. Because these regulations evolve over time, companies must stay vigilant to stay compliant.
To employ workers in Argentina, contact Remote to learn more about your options.
|Saturday, January 1, 2022||New Year’s Day|
|Monday, February 28, 2022||Carnival|
|Tuesday, March 1, 2022||Carnival/Shrove Tuesday|
|Thursday, March 24, 2022||Truth and Justice Memorial Day|
|Saturday, April 2, 2022||Day of the Veterans (Malvinas Day)|
|Friday, April 15, 2022||Good Friday|
|Sunday, May 1, 2022||Labor Day|
|Wednesday, May 25, 2022||May Revolution Day|
|Friday, June 17, 2022||Anniversary of the Passing of General Martín Miguel de Güemes|
|Monday, June 20, 2022||General Manuel Belgrano Memorial Day|
|Saturday, July 9, 2022||Independence Day|
|Wednesday, August 17, 2022||St. Martins Day|
|Wednesday, October 12, 2022||Day of Respect for Cultural Diversity|
|Sunday, November 20, 2022||National Sovereignty Day|
|Thursday, December 8, 2022||Immaculate Conception Day|
|Sunday, December 25, 2022||Christmas|
In Argentina, the minimum wage is 20,587 Argentine pesos (ARS) per month.
Unless a collective bargaining agreement states otherwise, overtime pay is either 50% more than normal wages or 100% if working during a holiday/rest period.
Argentines enjoy an Aguinaldo (SAC - Sueldo anual complementario), otherwise known as a 13th-month salary. This is statutory, and typically paid in two instalments, one in June and one in December. Each instalment must be half of the highest monthly wage the employee received in the previous six months.
For customers of Remote, all employee payments will be made in equal monthly instalments on or before the last working day of each calendar month, payable in arrears.
For the mandatory bonus scheme in Argentina known as the 13th month Salary, half the employee’s monthly salary is paid mid-year and the other half at the end of the year.
We can help you get a new employee started in Argentina fast. The minimum onboarding time we need is only 17 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
Beyond statutory benefits, employers should consider offering additional benefits for employees in Argentina to attract and retain the best talent. A competitive benefits package may include perks such as:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Argentina.
12.35% - Argentine Integrated Pension System
1.58% - Public health insurance (PAMI)
6% - Social health fund
1.07% - National Employment Fund
0.03% - Life insurance
25.53 % - Total Cost of Employment
11% - Pension
3% - Public health insurance (PAMI)
3% - Social health fund
In Argentina, residents and nonresidents are taxed at progressive income tax rates ranging from 5% to 35%, as per the following details:
5% - ARS 0-64,532.64
9% - ARS 64,532.64 - 129,065.29
12% - ARS 129,065.29 - 193,597.93
15% - ARS 193,597.93 - 258,130.58
19% - ARS 258,130.58 - 387,195.86
23% - ARS 387,195.86 - 516,261.14
27% - ARS 516,261.14 - 774,391.71
31% - ARS 774,391.71 - 1,032,522.30
35% - ARS 1.032.522,30 and above
For employees in Argentina, guaranteed leave depends on the employee’s years of service at the company.
The minimum and continued period of paid annual vacations employees are entitled to are:
Employers may also choose to extend the vacations of their employees.
Employers must also pay salary and other benefits to the employee during annual leave. This payment is calculated by dividing the salary by 25 and multiplying it by the number of days of holiday entitlement. Payment must be made in advance, and leave must begin on a Monday.
All employees are entitled to 15 paid public holidays, plus a few “bridge holidays” added by the Argentine government each year. The amount of holiday entitlement increases with the length of continuous employment, up to a maximum of 5 weeks or 35 days.
Employees who give birth in Argentina are entitled to 90 days of leave, paid at 100% salary by the government. This leave can be taken half before the due date and half after, though some employees choose to take their leave unevenly (e.g., 30 days prior to the due date and 60 days after). The employee who gives birth may request additional unpaid leave of up to six months.
Argentina provides two days of paid paternity leave, paid at 100% salary by the government.
Employees in Argentina are entitled to sick leave depending on years of service at the company. Sick leave changes depending on whether the condition is a work-related illness or injury.
If an employee remains ill after 12 months of leave, the employer may stop making payments but is still required to retain the employee for an additional 12 months. Beyond that timeframe, the employer and employee must discuss long-term disability arrangements or severance pay, depending on the work required and the nature of the disability.
Employers in Argentina must provide written notice to terminate an employee. Reasons for termination may include employee conduct, economic factors, or inability to perform the work required. The employer may not modify the reason for termination after the fact, so it is important to provide accurate information throughout the termination process.
Terminations in Argentina can be complicated. Different situations and justifications for termination can have significant effects on factors such as severance pay.
Notice periods for termination in Argentina depend on how long the employee has worked for the company.
In lieu of notice, Argentine employers may pay employees for the same number of days as the notice period. For example, a company in Argentina could terminate an employee with 10 years of service immediately as long as the company paid the employee two months’ wages, in addition to any required severance pay.
Severance pay in Argentina depends on the tenure of the employee and the conditions of dismissal. Employees terminated without cause are entitled to several forms of severance pay, including:
By law probation period of new permanent employees is 3 months. We advise against using fixed term agreements. An extraordinary requirement is required by law in order to duly justify a fixed term contract. Continuous use of such fixed term contracts or in excess of legal requirements will automatically convert it into a permanent labor contract. No probation period is required for these fixed term agreements.