Remote makes employment in Argentina easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
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. You can also pay contractors now in Argentina with Remote.
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.
Below are national public holidays applicable for all regions in this country. Remote customers have access to a detailed list of regional public holidays within the Remote platform. Sign up now to access all public holiday information.
|Sunday, January 1, 2023||New Year's Day (Año Nuevo)|
|Monday, February 20, 2023||Carnival (Carnaval)|
|Tuesday, February 21, 2023||Carnival (Carnaval)|
|Friday, March 24, 2023||Truth and Justice Memorial Day (Día Nacional de la Memoria por la Verdad y la Justicia)|
|Sunday, April 2, 2023||Day of the Veterans - Malvinas Day (Día del Veterano y de los Caídos en la Guerra de Malvinas)|
|Friday, April 7, 2023||Good Friday (Viernes Santo)|
|Monday, May 1, 2023||Labor Day (Día del Trabajador)|
|Thursday, May 25, 2023||May Revolution Day (Día de la Revolución de Mayo)|
|Friday, May 26, 2023||Tourism Day (Feriado con fines turisticos)|
|Monday, June 19, 2023||Tourism Day (Feriado con fines turisticos)|
|Tuesday, June 20, 2023||General Manuel Belgrano Memorial Day (Paso a la Inmortalidad del Gral. Manuel Belgrano)|
|Sunday, July 9, 2023||Independence Day (Día de la Independencia)|
|Monday, August 21, 2023||Saint Martin Day (Paso a la Inmortalidad del Gral. José de San Martín)|
|Friday, October 13, 2023||Tourism Day (Feriado con fines turisticos)|
|Monday, October 16, 2023||Day of Respect for Cultural Diversity (Día del Respeto a la Diversidad Cultural)|
|Monday, November 20, 2023||National Sovereignty Day (Día de la Soberanía Nacional)|
|Friday, December 8, 2023||Immaculate Conception Day (Inmaculada Concepción de María)|
|Monday, December 25, 2023||Christmas (Navidad)|
In Argentina, the minimum wage is 84,512 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 7 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.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Argentina are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Argentina.
20.4% - Unified Social Security Contribution
6% - Social health fund
ARS 7,323 - Mandatory Health check (one time payment required to validate the employee's health before they start)
Income tax is progressive in Argentina, so higher earners pay more. Employers must withhold the appropriate amount of income from employees’ paychecks. Employees and employers both contribute to social security.
Employers must contribute to the pension fund system, Medicare coverage, life insurance, and labor risk insurance for all their employees as part of social security. Rates are as high as 17% for the Pension Fund and 0.50% for life insurance.
Although Argentina does not have a payroll tax, employers must pay a corporate income tax. The country operates under a progressive tax system in which the income tax rate increases as an employee makes more money. It’s important to make sure you know where employees fall on this scale when setting up Argentina payroll.
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 - 173,834.61
9% - ARS 173,834.61 - 347,669.23
12% - ARS 347,669.23 - 521,503.84
15% - ARS 521,503.84 - 695,338.47
19% - ARS 695,338.47 - 1,043,007.68
23% - ARS 1,043,007.68 - 1,390,676.90
27% - ARS 1,390,676.90 - 2,086,015.35
31% - ARS 2,086,015.35 - 2,781,353.85
35% - ARS 2,781,353.85 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.