Make employment in Argentina easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in Argentina, all in one easy-to-use platform.
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.
In Argentina, the minimum wage will increase each month in 2026, starting at 341,000 ARS in January, and rising to:
- 346,800 ARS in February
- 352,400 ARS in March
- 357,800 ARS in April
- 363,000 ARS in May
- 367,800 ARS in June
- 372,400 ARS in July
- 376,600 ARS in August
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.
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.
Date | Holiday |
|---|---|
2026-01-01 | New Year's Day (Año Nuevo) |
2026-02-16 | Shrove Monday (Lunes de carnaval) |
2026-02-17 | Shrove Tuesday (martes de carnaval) |
2026-03-23 | Holiday for tourist purposes (Feriado con fines turísticos) |
2026-03-24 | Day of Remembrance for Truth and Justice (Día del Recuerdo por la Verdad y la Justicia) |
2026-04-02 | Day of the Veterans and Fallen of the Malvinas War (Día de los Veteranos y Caídos en la Guerra de Malvinas) |
2026-04-03 | Good Friday (Viernes Santo) |
2026-05-01 | Labor Day (Día del Trabajador) |
2026-05-25 | May Revolution (Revolución de mayo) |
2026-06-17 | Anniversary of the Passing of General Martín Miguel de Güemes (Aniversario del fallecimiento del general Martín Miguel de Güemes) |
2026-06-20 | General Manuel Belgrano Memorial Day (Día conmemorativo del general Manuel Belgrano) |
2026-07-09 | Independence Day (Día de la Independencia) |
2026-07-10 | Holiday for tourist purposes (Feriado con fines turísticos) |
2026-08-17 | General José de San Martín Memorial Day (Día conmemorativo del general José de San Martín) |
2026-10-12 | Day of Respect for Cultural Diversity (Día de respeto a la diversidad cultural) |
2026-11-20 | National Sovereignty Day (Día nacional de la soberanía) |
2026-12-07 | Holiday for tourist purposes (Feriado con fines turísticos) |
2026-12-08 | Feast of the Immaculate Conception (Inmaculada Concepción) |
2026-12-25 | Christmas Day (Navidad) |
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.
Capital
Official language
Currency
Population
Cost of living index
GDP real growth rate
Payroll frequency
VAT rate
Ease of doing business
Want to employ workers in Argentina? Companies hiring in Argentina are typically required to either own a local legal entity or work with a global employment platform like Remote that can legally provide employment services in the country.
Remote can employ team members in Argentina and keep you compliant. Remote can hire, onboard, and pay your Argentina team so you don't have to set up local HR services in the region. Remote also makes it easy to pay contractors in Argentina. Sign up now to get started or talk to an expert for more details.
Employment taxes and statutory fees affect both your payroll and your employees' paychecks in Argentina. Note that your employees may be liable for additional local taxes.
Employer
0.0%
Unified Social Security Contribution
0%
Social health fund
ARS 0
Mandatory Health check (one time payment required to validate the employee's health before they start)
Employee Payroll taxes
0%
Pension
0%
Public health insurance (PAMI)
0%
Social health fund
Employee Income tax
In Argentina, residents and nonresidents are taxed at progressive income tax rates ranging from 5% to 35%, as per the following details:
0%
ARS 0 - 173,834.61
0%
ARS 173,834.61 - 347,669.23
0%
ARS 347,669.23 - 521,503.84
0%
ARS 521,503.84 - 695,338.47
0%
ARS 695,338.47 - 1,043,007.68
0%
ARS 1,043,007.68 - 1,390,676.90
0%
ARS 1,390,676.90 - 2,086,015.35
0%
ARS 2,086,015.35 - 2,781,353.85
0%
ARS 2,781,353.85 and above
For employees in Argentina, guaranteed leave depends on the employee’s years of service at the company. - Employees who have worked for an employer for less than 6 months are not entitled to leave (but it can be granted at the employer’s discretion) - Employees with 0-5 years of service are entitled to 14 days of leave per year. - Employees with 5-10 years of service are entitled to 21 days of leave per year. - Employees with 10-20 years of service are entitled to 28 days of leave per year. - Employees with more than 20 years of service are entitled to 35 days of leave per year.
The minimum and continued period of paid annual vacations employees are entitled to are: - 14 calendar days for employees of less than five years service - 21 calendar days when seniority is between five and 10 years - 28 calendar days when seniority is between 10 and 20 years - 35 days for employees with more than 20 years service 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. - For illness or injury related to work, the employer must pay the first 15 days of the employee’s salary. After 15 days, insurance covers the remaining costs. - For illness or injury not related to work, employees with fewer than five years of service receive three months of paid sick leave. Employees with families receive six months. The company is responsible for paying the employee’s salary during this time. - For illness or injury not related to work, employees with more than five years of service receive six months of paid sick leave. Employees with families receive 12 months. The company is responsible for paying the employee’s salary during this time. 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.
- Marriage Leave: Employees are entitled to 10 calendar days of leave for marriage. - Bereavement Leave: Employees receive three days of leave for the death of a spouse, child, or parent. Employees also receive one day of leave for the death of a sibling. - Exam Leave: Employees may take up to two days of leave at a time for school exams, up to a maximum of 10 days.
Employers in Argentina must provide written notice to terminate an employee. Reasons for termination may include employee conduct, 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.
During the probationary period, employees are entitled to 15 days of notice.
Employees with less than five years of service are entitled to one month of notice.
Employees with more than five years of service are entitled to two months of notice.
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:
Seniority compensation, based on the employees highest monthly salary
Compensation in lieu of prior notice, outlined in the previous section
Compensation for any remaining days in the month, if the employee is terminated prior to the end of the month
Compensation for unused vacation time
Proportional compensation for the 13th month salary
Special compensation for union delegates in certain cases
Special compensation for pregnant employees terminated within 7.5 months before or after the due date
Special compensation for employees on sick leave
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.
At Remote, we provide tailored benefits to ensure that all Remote employees receive comprehensive coverage from top providers. Our plans offer competitive rates designed for larger groups - even if the team is still growing!
Upon onboarding, Remote will enroll team members in their benefits and provide detailed information about their coverage. Remote manages all administrative tasks, allowing you to focus on scaling your global team.
To ensure benefit equality, any benefits offered will apply to all team members in the country, providing consistent coverage and support across the team.
Remote’s Global Business Travel Insurance program is crafted to address the unique needs of your team, whether they are embarking on short business trips or traveling extensively throughout the year. With five comprehensive plan options—Basic, Standard, Premium, Premium Plus, and Standard Plus—this program ensures that your team members have the right level of coverage to protect their health, safety, and well-being while traveling for business. Available in over 90 countries, the program provides extensive global coverage at competitive rates, offering peace of mind no matter where their work takes them.
This optional benefit is designed to be flexible, allowing you to offer tailored coverage that meets the diverse needs of your workforce. By providing business travel insurance, you are taking proactive steps to safeguard your team from unforeseen events such as medical emergencies, trip disruptions, or loss of business equipment while they are on the road.
Coverages (values in USD):
Emergency & Accidental Medical: $1,000,000
Repatriation for Medical Treatment: 100% per trip
Emergency Medical Evacuation: $100,000
Repatriation of Mortal Remains: $25,000 per trip
Pre-existing Medical Conditions: For stable pre-existing medical conditions up to $50,000
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Excludes Medical & Evacuation
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Emergency & Accidental Medical: $1,000,000
Repatriation for Medical Treatment: 100% per trip
Emergency Medical Evacuation: $100,000
Repatriation of Mortal Remains: $25,000 per trip
Pre-existing Medical Conditions: For stable pre-existing medical conditions up to $50,000
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Emergency & Accidental Medical: $1,000,000
Repatriation for Medical Treatment: 100% per trip
Emergency Medical Evacuation: $100,000
Repatriation of Mortal Remains: $25,000 per trip
Pre-existing Medical Conditions: For stable pre-existing medical conditions up to $50,000
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Cancellation & Curtailment: $2,000 per trip; subject to $100 deductible per Trip *Benefit not available to residents of the USA
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Excludes Medical & Evacuation
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Cancellation & Curtailment: $2,000 per trip; subject to $100 deductible per Trip *Benefit not available to residents of the USA
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
In Argentina, it is mandatory for employers to provide health insurance to their employees. Private health insurance—locally known as “Prepagas”—plays a vital role in ensuring comprehensive care. The expense of a group insurance plan is shared between employees and employers via social contributions (3% from employees and 6% from employers), and these costs are typically processed automatically during payroll. Any additional expenses beyond the standard contributions will be billed separately.
Employees in Argentina now have three distinct plan options available— BASIC , STANDARD , and PREMIUM —each tailored to meet different healthcare needs and budgets. Plan costs may vary by 2–5% monthly due to inflation and regulatory changes, and the final cost depends on whether plan expenses exceed contributions in Remote’s shared contribution pool. Employees can select the plan that best fits their needs during onboarding.
If you would like more insight into fair equity and benefits best practices, you can download our Global Benefits Guide here !
Ambulatory Treatment
OSDE: Premium diagnostics (specialized procedures) up to $50,000
Swiss Medical: Enhanced diagnostics, including nuclear MRI and CT, up to $145,605
MRI/CT Scans
Included within the above diagnostics cap
Surgical Fees
OSDE: Advanced surgical care up to $100,000 per year
Swiss Medical: Covers surgical procedures up to $184,104 per year
Hospital Accommodations
OSDE: Individual rooms with additional amenities
Swiss Medical: Individual rooms with premium setups
Intensive Care
OSDE: ICU/CCU up to $10,000/day
Swiss Medical: ICU/CCU up to $60,784/day
No limit on in‑network services.
Consultation & Home Visits
OSDE:
Consultation: Up to ARS 78,750 per year
Home Visits: Up to ARS 19,531 per year
Swiss Medical:
Consultation: Up to ARS 120,302 per year
Home Visits: Up to ARS 7,815 per year
Specialist & General Visits
OSDE: Covers visits up to ARS 25,000 per year
Swiss Medical: Covers visits up to ARS 41,407 per year
No limit on in‑network services.
OSDE: Comprehensive maternity services (including neonatal care) up to $50,000
Swiss Medical: Full maternity coverage with premium services up to $358,553
OSDE:
Up to 30 individual sessions per year
Psychiatric hospitalization up to 30 days with premium facilities
Swiss Medical:
30 individual therapy sessions per year
Inpatient care for acute psychiatric cases up to 30 days
OSDE:
Outpatient Discount: 60% discount for a broader list of medications
Inpatient Coverage: 100% of medications
Swiss Medical:
40% discount at partnered pharmacies
Inpatient medications covered up to $52,562
OSDE:
100% coverage (contracted providers) for:
Consultations, Check‑in, Cleaning, Halogen light, Dental surgery, Endodontics, Oral radiology, Oral surgery, Pediatric Dentistry
Implants: Covered
Dental Whitening: One per year
Swiss Medical:
Basic care with orthodontics options
Implants: Covered
Dental Whitening: Not covered
OSDE:
Refractive Surgery: 100% coverage after medical advice (contracted providers)
Optics: 1 pair of glasses or contact lenses every 2 years (contracted opticians)
Swiss Medical:
Refractive Surgery: Covered under specific cases
Optics: One pair of standard eyeglasses or contact lenses per year (with prescription change)
OSDE: Emergency coverage in neighboring countries (Brazil, Uruguay, Chile, Bolivia, and Paraguay) for emergencies only
Swiss Medical: Emergency coverage up to USD 15,000
Ambulatory Treatment
OSDE: Enhanced diagnostic services up to $40,000
Swiss Medical: Covers diagnostics and imaging up to $71,149
MRI/CT Scans
Included within the above diagnostics cap
Surgical Fees
OSDE: Inpatient surgeries up to $75,000 per year
Swiss Medical: Surgical procedures up to $87,637 per year
Hospital Accommodations
OSDE: Individual rooms for enhanced comfort
Swiss Medical: Individual rooms with premium setups
Intensive Care
OSDE: ICU/CCU up to $7,500/day
Swiss Medical: ICU/CCU up to $24,497/day
No limit on in‑network services
Consultation & Home Visits
OSDE:
Consultation: Up to ARS 50,750 per year
Home Visits: Up to ARS 14,222 per year
Swiss Medical:
Consultation: Up to ARS 77,794 per year
Home Visits: Up to ARS 4,989 per year
Specialist & General Visits
OSDE: Covers visits up to ARS 20,000 per year
Swiss Medical: Covers visits up to ARS 37,794 per year
No limit on in‑network services
OSDE: Enhanced maternity coverage (including C-sections) up to $35,000
Swiss Medical: Delivery services (including high‑risk pregnancies) up to $147,571
OSDE:
Up to 25 individual sessions per year
Psychiatric hospitalization with additional facility options
Swiss Medical:
30 individual sessions (includes family therapy)
Psychiatric hospitalization covers severe cases with comprehensive facility access
OSDE:
Outpatient Discount: 50% discount on eligible medications
Inpatient Coverage: 90% of medications covered
Swiss Medical:
40% discount at partnered pharmacies
Inpatient medications covered up to $21,770
OSDE:
100% coverage (contracted providers) for:
Consultations, Check‑in, Cleaning, Halogen light, Dental surgery, Endodontics, Oral radiology, Oral surgery, Pediatric Dentistry
Implants: Not covered
Dental Whitening: Not covered
Swiss Medical:
Similar preventive programs with orthodontics (ODO 262)
Implants: Not covered
Dental Whitening: Not covered
OSDE:
Refractive Surgery: 100% coverage after medical advice (contracted providers)
Optics: 1 pair of glasses or contact lenses every 2 years (contracted opticians)
Swiss Medical:
Refractive Surgery: Covered under specific cases
Optics: One pair of standard eyeglasses or contact lenses per year (with prescription change)
OSDE: Emergency coverage in neighboring countries (Brazil, Uruguay, Chile, Bolivia, and Paraguay) for emergencies only
Swiss Medical: Emergency coverage up to USD 15,000
Ambulatory Treatment
OSDE: Covers lab tests, X‑rays, and non‑invasive procedures up to $25,000
Swiss Medical: Covers diagnostic tests, labs, and imaging up to $38,124
MRI/CT Scans
Included within the diagnostics cap (above)
Surgical Fees
OSDE: Covers all inpatient surgeries up to $50,000 per year
Swiss Medical: Covers surgical procedures up to $64,814 per year.
Hospital Accommodations
Individual rooms for all hospitalizations.
Intensive Care
OSDE: ICU/CCU care up to $5,000/day
Swiss Medical: ICU/CCU care up to $36,422/day
No limit on in‑network services
Consultation & Home Visits
OSDE:
Consultation: Up to ARS 45,500 per year
Home Visits: Up to ARS 4,780 per year
Swiss Medical:
Consultation: Up to ARS 18,422 per year
Home Visits: Up to ARS 1,775 per year
Specialist & General Visits
OSDE: Covers visits up to ARS 15,000 per year
Swiss Medical: Covers visits up to ARS 18,422 per year
No limit on in‑network services
OSDE: Basic coverage for standard delivery, up to $25,000
Swiss Medical: Comprehensive maternity package up to $133,322
OSDE:
Up to 20 individual sessions per year
Psychiatric hospitalization: Up to 30 days
Swiss Medical:
Up to 30 individual sessions annually
Psychiatric hospitalization: Up to 30 days
OSDE:
Outpatient Discount: 40% discount at pharmacies
Inpatient Coverage: 80% of medications covered
Swiss Medical:
40% discount at partnered pharmacies
Inpatient medications covered up to $34,360
OSDE:
100% coverage (contracted providers) for:
Consultations, Check‑in, Cleaning, Halogen light, Dental surgery, Endodontics, Oral radiology, Oral surgery, Pediatric Dentistry
Implants: Not covered
Dental Whitening: Not covered
Swiss Medical:
Basic preventive care under a specific program
Implants: Includes some orthodontics under plan ODO 260
Dental Whitening: Not covered
OSDE:
Refractive Surgery: 100% coverage after medical advice (contracted providers)
Optics: 1 pair of glasses or contact lenses every 2 years (contracted opticians)
Swiss Medical:
Refractive Surgery: Covered in specific cases
Optics: One pair of standard eyeglasses or contact lenses per year (with prescription change)
OSDE: Emergency coverage in neighboring countries (Brazil, Uruguay, Chile, Bolivia, and Paraguay) for emergencies only
Swiss Medical: Emergency coverage up to USD 15,000
Offering mental health benefits is not mandatory in this country, but providing the benefit can significantly enhance the emotional well-being and overall productivity of employees.
Remote offers a comprehensive employee mental wellbeing platform in partnership with one of the top-rated employee mental wellbeing providers. This platform is available on desktop and mobile apps and includes 1-to-1 therapy with a curated pool of top-quality therapists in over 35 languages. The advanced matching service finds each employee the right therapist within 48 hours, boasting a 98% success rate. Employees receive a personal wellbeing profile with tailored recommendations and information to track progress. The platform also offers a curated self-guided content library with audio mindfulness and meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers. Additionally, there are 24/7 mental health helplines for immediate support when an employee is struggling.
Mental health program benefits may be offered to the employees from among 5 different plans. Offering mental health benefits is optional, but it can greatly enhance employee well-being and productivity.
It is essential to be aware that in certain countries, mental health benefits may be categorized as ‘Benefits in Kind’ (BIK). This categorization means that the monthly premiums paid
for the benefit might be counted as part of the employee’s taxable income according to the local tax laws.
When mental health benefits are offered, they must be provided equally to all employees in the respective country.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Not included in the Basic plan
Team members can pay for therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes one pre-paid Therapy/Coaching session per policy year
Team members can pay for extra therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes three pre-paid Therapy/Coaching sessions per policy year
Team members can pay for extra therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes six pre-paid Therapy/Coaching sessions per policy year
Team members can pay for extra therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes twelve pre-paid Therapy/Coaching sessions per policy year
Team members can pay for extra therapy sessions themselves, if needed.
Clients can choose to offer the Wellness & Lifestyle Benefit and select from multiple contribution levels, providing their team members a monthly wallet, which they can use with their virtual card at approved stores, online retailers, or any other approved vendors related to Lifestyle and Wellness benefits. The offered services include:
Physical and mental health support such as gym memberships, fitness classes, therapy, mindfulness apps, and guided meditation.
Lifestyle services like streaming subscriptions (Spotify, Netflix), groceries, and other services that support work-life balance and personal well-being.
Personalized recommendations to help employees select benefits most relevant to their needs.
Platform support for employees needing immediate assistance or guidance on wellness-related concerns.
The available contributions are:
$25 USD
$50 USD
$100 USD
$150 USD
$200 USD
$250 USD
$300 USD
Argentina has a diverse economy with key industries in agriculture, manufacturing, and services. With complex labor laws and tax regulations, employers in Argentina must ensure compliance with local payroll requirements, including social security contributions, employment contracts, and tax obligations. Understanding these regulations is essential for smooth payroll operations and legal compliance.
Employers in Argentina must adhere to national payroll regulations regarding wages, taxes, and social contributions. Below is an overview of key payroll components:
Minimum wage: Argentina’s minimum wage is set by the government and is subject to periodic adjustments.
Payroll frequency: Salaries are generally paid monthly.
Standard working hours: The normal workweek in Argentina is 48 hours, typically spread over six days.
Overtime: Employees are entitled to additional pay for overtime work, calculated at 150% of the regular wage for normal overtime and 200% for overtime on holidays or weekends.
Personal income tax: Argentina has a progressive income tax system with rates ranging from 5% to 35% depending on income levels.
Employer contributions:
Employee contributions:
Corporate tax: The corporate income tax rate in Argentina is 25% to 35% depending on income brackets.
Tax reporting: Employers must file payroll taxes and contributions with the Argentine Federal Administration of Public Revenue (AFIP) regularly.
Employment contracts must be provided in writing and specify terms such as salary, working hours, and job responsibilities.
Payroll deductions: Employers must ensure accurate deductions for social security and income tax.
Employers must stay updated on changes to Argentina’s labor laws and tax regulations to avoid penalties.
Payroll frequency: Salaries are generally paid monthly.
Currency: Payroll in Argentina is processed in Argentine Pesos (ARS).
Tax reporting: Employers must file payroll taxes and contributions with the Argentine tax authorities.
Payroll deductions: Employers must ensure accurate deductions for social security and income tax.
Payroll compliance: Employers must stay updated on changes to tax rates and reporting requirements.
Managing payroll in Argentina requires careful attention to tax regulations, employment laws, and social security requirements. Employers must stay informed about tax rates, wage laws, and reporting deadlines to ensure smooth payroll processing and avoid penalties.
The good news is, you can pay anyone, anywhere — from your team in the office to your team abroad, all with Remote Payroll. To see just how easy global payroll can be with Remote, book a demo today.
Hiring contractors in Argentina can be a strategic and cost-effective way for businesses to complete projects without the obligations of hiring full-time employees. Whether you are engaging independent contractors for specialized services or working with subcontractors, understanding Argentina’s labor laws and regulations is essential.
Remote helps businesses stay compliant when hiring contractors globally with these key features:
Global compliance support: Ensures adherence to labor laws in 200+ countries with localized contracts and proper documentation.
Misclassification protection: Includes built-in compliance checks and seamless contractor-to-employee conversion.
Centralized documentation: Maintains essential records for audits and automates tax filings.
Legal expertise: Provides guidance on complex local labor laws, simplifying international hiring.
Remote’s streamlined approach minimizes compliance risks and simplifies contractor management for businesses.
Remote simplifies contractor payments with:
Automated processing: One-click approvals, bulk payments, recurring invoices, and real-time tracking.
Global coverage: Payments in 200+ countries, multiple payment methods, and currency flexibility.
Cost and compliance: Fair price guarantee (pay only for active contractors), built-in compliance with regional regulations, and localized contracts.
Learn more about how Remote simplifies contractor management in Argentina — get started for free today.
Our employer of record (EOR) service enables you to hire, manage, and pay top talent in Argentina with speed and simplicity.
Remote’s EOR allows your company to legally hire employees in Argentina without having to set up a local legal entity. On paper, Remote is the official employer, and we handle compliance, payroll, benefits (including equity), and other HR processes — but you maintain full control over the hire’s day-to-day management and work responsibilities. Learn more.
An EOR may be ideal if your company:
Needs to hire employees in Argentina but doesn’t want to establish a legal entity
Is testing the Argentine market before committing to a full business expansion
Wants to ensure full compliance with local employment laws and tax requirements
Needs a fast, cost-effective way to onboard employees in Argentina
Needs a temporary hiring solution before establishing a legal entity
If your company wants to hire talent in Argentina but doesn't have a legal entity there, our EOR provides a fully compliant and efficient solution. Argentina has strict employment and payroll tax laws, and our EOR service ensures you meet these legal obligations while enabling you to grow quickly.
Key benefits of hiring through our EOR in Argentina include:
Faster market entry. You can hire talent quickly, without having to wait months to establish a local entity.
Full compliance with local employment laws. Avoid the legal risks associated with non-compliance and misclassification.
Simplified payroll management. We automate payroll tax calculations and ensure you are fully compliant with all withholding obligations, even when laws change.
Lower costs. Setting up a legal entity in Argentina can be costly and time-consuming. An EOR eliminates the need for entity registration, reducing overhead expenses.
Fewer resources required. With HR, payroll, and compliance managed by the EOR, your company can concentrate on scaling operations and assigning your resources elsewhere.
It’s also crucial to note that, at Remote, we own our own legal entity in Argentina. As a result, we don’t need to rely on third parties, which can incur delays and extra costs, and result in a negative employee experience. All our EOR services — including the dedicated support of our local specialists — are provided in-house.
To learn more — and to see our EOR platform in action — book a demo with one of our friendly experts today.
$699
per employee/month
Hire without opening a local entity in 90+ countries
Onboarding with a dedicated specialist
Local payroll paid on time, every time
Compliance protections built-in
Competitive, flexible and localized benefits
Dedicated in-house experts for local support
Includes HR Essentials as standard
$29
per employee/month
Powerful, transparent international payroll
Simple self-service platform
Personalized support from dedicated specialists
Adhere to local payroll regulations in every country
Integrated benefits management
Includes HR Core as standard
$29
per contractor/month
Only pay for contractors you actively work with
Work with international contractors
Create, edit, and sign tailored, localized contracts
Approve contractor invoices with one click or auto-pay
Transparent payments with complete visibility
Includes HR Core as standard
