Country guide

Argentina employer of record

Argentina Employer of record (EOR)
Want to onboard an employee in Argentina today?

Argentina Employer of record (EOR)

Europortage Argentina Employer of Record (EOR) solution makes it easy for you to hire your talent in Argentina.
An employer of record is a third party that act as the legal employer in the country, so you can hire your talent without having to setup a legal entity.
The employer of record (EOR) has extenseive knowledge and local expertise and takes care of all Argentina compliance aspects of employment, including payroll management, taxes, statutory employee benefits, employment contracts, severance pay and more.

The employer of record is responsible for:

✔️ Drafting local compliant contracts 

✔️ Process payroll accurately and on time

✔️ Provide the best employee experience

✔️Seamlessly handle global mobility

✔️ Pay your talent in local currency

Employment taxes in Argentina

Partner with an employer of record (EOR) is quite a game changer and can help you hire globally. The EOR will be the legal employer, which means they will handle employment contracts, onboarding process, compliance, benefits, payroll and more.

Employers are required to contribute to the pension fund system, and they make a single social security contribution to the Pension Fund.

The pourcentage is around 11%

Employers in Argentina must pay the health insurance contribution. The pourcentage is 6%.

Employee taxes in Argentina

Residents of Argentina are subject to tax on their worldwide income on a monthly basis.

In Argentina, a progressive income tax system is used.  Employees contributes 17% of their salary to the social security.

The 17% contribution includes the 11% contribution to the pension fund, 3% to healthcare and 3% to social service.


Statutory Benefits in Argentina

Employees in Argentina must receive certain mandatory benefits as: 

Argentines enjoy an Aguinaldo (SAC – Sueldo anual complementario), otherwise known as a 13th-month salary.  The 13th month salary is paid in two installments: half in June and half in December. While it may seem like a Christmas bonus, 13th month pay isn’t a optional benefit; it’s part of employment law, so employers must pay it.

Employers must provide a home office allowance for remote workers .

Common Non-mandatory Benefits in Argentina

Employee mandatory benefits and conditions are legal rights. Then employer are not allowed to make change to the employment terms. However, the can add extra common benefits to attract and retain talents.

Kindly note that depending on the company CBA, some non-mandatory benefits can actually be mandatory. 

Meal vouchers are a really common benefits in Argentina. In general, the benefit is offered as a card with a cash value that can be used in the company’s canteen or in partner restaurants. 

This benefits is quite common in Argentina. It allows the employee to buy food in grocery stores and supermarket. 

Food vouchers are usually granted alonside meal vouchers. 

Medical assistance is one of the benefits most valued by professionals. Many companies offer different health plans according to the professional’s position. Other companies offer both health and dental plans together. And some companies  extend the benefit to the employees’ families.

Transportation allowance is a common benefits provided by large companies in Argentina. 

It usually depends on distance between workers home and office.

Payments in Argentina

Minimum wage

From the 1st of March 2024, the minimum wage in Argentina stands at ARS 202,800 per month (= $230 USD). 

Payroll frequency

Employees in Argentina are generally paid monthly with employees being paid as stipulated in employment contract. Employees with per-project agreements are usually paid weekly or bi-weekly.


If paid once a month, employees are usually paid on the last working day of the month. If paid twice a month, employees are usually paid on the 15th and 30th of the month.

Working time and overtime in Argentina

Working hours

In Argentina, the law nº 11.544 establishes working hours. The standard workweek is set at 48 hours and the regular workday must not exceed 8 hours a day. 

The 48-hour maximum can be distributed unevenly throughout the week, as long as it doesn’t exceed 9 hours on any given day.

In some cases, such as night work, for minors under 18 years of age or for occupations considered hazardous to health, additional reductions in working hours are applied to protect workers.


The weekly working hours are 48 hours. Hours worked beyond this quota are compulsory paid as overtime. Overtime hours must not exceed 3 hours per day, 30 hours per month, or 200 hours per year.

Also, any overtime is paid at a rate of 1.5 times the regular salary. Besides, Saturdays afternoon, Sundays and public holidays are usually paid at double the salary. 

Employers cannot require employees to work overtime, and employees have the right to refuse.

Contact our team for the most up-to-date information!

Probationary period

The probationary period in Argentina is three months.

The employment relationship begins on the day the worker is registered with AFIP, and on that same day the probationary period begins. 

During the three-month probationary period, either party can terminate the contract with only 15 days’ notice or payment in lieu of notice. Both parties may terminate the relationship during this period without just cause and without entitlement to compensation.

Leave in Argentina

Annual leave

Annual leave in Argentina depends on the employee seniority:

  • For less than 5 years of service, the employee is entitled to 14 calendar days of annual leave
  • Between 5 to 10 years of service, the employee is entitled to 21 calendar days of annual leave
  • Between 10 to 20 years of service, the employee is entitled to 28 calendar days of annual leave
  • For more than 20 years of service, the employee is entitled to 35 caldendar days of annual leave

Public holidays

The official public holidays in Argentina are:



1/1New Year’s Day
Day 48 and 47 before EasterCarnaval*
24/3Day of Remembrance for Truth and Justice
2/4Day of the Veterans and Fallen of the Malvinas War
15/4Good Friday
1/5Labour Day
25/5May Revolution
17/6Anniversary of the Passing of General Martín Miguel de Güemes
20/6General Manuel Belgrano Memorial Day
9/7Independence Day
17/8General José de San Martín Memorial Day
12/10Day of Respect for Cultural Diversity
20/11National Sovereignty Day
8/12Immaculate Conception Day
25/12Christmas Day

Sickness and disability leave

According to the Article 208 of the LCT, employees in Argentina are entitled to sick leave. The lenght depends on theemployee’s seniority. 

  • For less than 5 years of service, employees are entitled to paid sick leave for up to three months per year 
  • For more than 5 years of service, employees are entitled to paid sick leave for up to six months per year 

Paternity and maternity leave

Female employees are entitled to 90 days of paid maternity leave, typically split before and after childbirth. Also, they cannot be terminated from seven and a half months prior to and after the birth of a child. Along with, they are entitled to full salary and benefits. 

Fathers may take up to 2 days off with pay following the birth of their child.

End of employment in Argentina

In Argentina, employment can be terminated without cause at any time, provided the notice period is respected (or paid in lieu) and the employee receives their severance pay.

Termination notice period

In Argentina, the notice period depends on who initiates the termination and the employee’s length of service.

The notice period varies based on seniority when the legal employer terminates an employee. See below:

Notice period in Argentina

For small businesses, the maximum notice period is 30 days, regardless of the employee’s seniority.

Legal employers can choose to pay the notice in lieu. 

In Argentina, employees can resign at any time as long as they provide a 15 days’ written notice to their employer.

Severance pay

In Argentina, employees are entitled to severance pay under specific termination scenarios:

In case of a termination without just cause, the employee will receive severance pay called “Despido”. 

The severance pay is equal to one month’s salary for every year of service. If the employee has worked at least three months in an incomplete year, they’re entitled to an additional month’s salary.

Collective bargaining agreements (CBAs) may set additional severance minimums that are higher than the legally mandated amounts.

In Argentina, no notice nor severance pay are required in case of termination with just cause.

In Argentina, no severance pay is required for voluntary resignation. 

No severance pay is due in case of termination during the probation period. 

How to hire in Argentina?

Entity setup

Establish a legal entity in a specific country will allow your business to operate legally in the country, hire, pay and manage your talents there.

Independent contractor

This solution might seem a good fit to reduce the cost of setting up an entity or hiring a full-time employee. Engaging a contractor can be a winning strategy in some cases and will depend of your business strategy and goals. For instance, it is a great solution when you need a talent for a short-term project. 

Use an Employer of record in Argentina

Partner with an Argentina employer of record (EOR) is quite a game changer and can help you hire globally. The EOR will be the legal employer, which means they will handle employment contracts, onboarding process, compliance, benefits, payroll and more.

Choose Europortage as your employment partner in Argentina