How to hire and pay employees in Argentina

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Argentina

Before hiring

EMPLOYEES IN
Argentina

Before hiring employees in Argentina, there are a few important things you’ll need to know. Firstly, the amount of paid vacation an employee receives in Argentina depends on their seniority, and vacations must be granted between the 1st of October and the 30th of April.

In Argentina, an employer can expect to contribute 25.53% on top of an employee’s salary to social security. This includes contributions for retirement, PAMI, social work, the national employment fund, and mandatory life insurance. 

We know this might sound overwhelming—but it doesn’t have to be. A solution like Oyster eliminates the barriers for you. With Oyster, you can automate compliance across 180+ countries, easily managing HR and payroll—all in one, easy-to-use platform. 

Get an overview of what you need to know when hiring in Argentina below.

At a glance

CURRENCY

ARS

OFFICIAL LANGUAGE

SPANISH

PAYROLL FREQUENCY

MONTHLY

PUBLIC HOLIDAYS

18

(based on region;
see here
)

EMPLOYER TAXES

26%

of gross salary

13th / 14th SALARY

The 13th salary is payable in two installments, one before the 30th of June and the other before the 18th of December.

Good to know

  • Employees in Argentina receive a 13th month salary, which is paid out in two installments: once before the 30th of June and the 18th of December.
  • Non-compete agreements in Argentina cannot exceed a maximum of two years in duration (save for exceptional cases) and must include compensation for the employee at the rate of at least 50% of their monthly salary.
  • Sick leave is three months per year for employees with less than five years of service, and six months for employees who have been working for longer than five years. This duration is doubled for employees with dependents.

Labor laws in

Argentina

Working hours and overtime

Employees in Argentina typically work eight hours daily and 48 hours per week. 

Overtime hours should not exceed three hours per day, 30 hours per month, or 200 hours per year. Employees receive an additional 50% pay for overtime work and an additional 100% pay for holidays or work performed after 1pm on Saturdays and Sundays.

Employment contracts

Probationary period

The probationary period in Argentina is three months. 

Pensions

IP protection and non-compete agreements

Non-compete agreements in Argentina must be limited in scope and in time. They can not exceed a maximum of two years in duration (save for exceptional cases) and must include compensation for the employee, at the rate of at least 50% of their monthly salary.

Calculate costs to hire internationally

Benefits and leave in

Argentina

Vacation time

The amount of paid vacation an employee receives in Argentina depends on their seniority. The breakdown is as follows:

  • Less than five years of service: 14 days of leave
  • Five to 10 years of service: 21 days of leave
  • 10 to 20 years of service: 28 days of leave
  • Over 20 years of service: 35 days of leave

Vacations must be granted between the 1st of October and the 30th of April.

Sick leave

Employees with less than five years of continuous service are entitled to three months of paid sick leave per year. Those with over five years of service receive six months of paid sick leave. The amount of sick leave is doubled for employees with dependents.

Parental leave

Employees in Argentina are entitled to 90 days' maternity leave, which can be split into 45 days before birth and 45 days post-birth. Employees may also choose to take 30 days' leave before giving birth and 60 days' leave afterwards. This is paid by the social security system as a family allowance. Unpaid leave between three and six months can also be requested.

Employees are also entitled to two days of paid paternity leave.

Holidays

View a list of recognized public holidays in Argentina here.

Employer tax

An employer can expect to contribute 25.53% on top of an employee’s salary to social security. This includes retirement, PAMI, social work, the national employment fund, and mandatory life insurance. 

Individual tax

Employees in Argentina are taxed from 0% to 35% depending on their income bracket. Social security contributions total 17%.

Termination in

Argentina

Employers in Argentina can terminate employment at any time without a justified case, subject to payment of severance compensation provided by labour laws. Termination of employment with justified cause does not entail payment of severance compensation.

Terminated employees are entitled to mandatory severance pay equivalent to one month's pay for each year of employment (up to three years), plus any required notice period, remaining days within the calendar month, unused vacation and proportion of the 13th month salary accrued over the year.

Notice period

The notice period in Argentina depends on the length of employment. The breakdown is as follows: 

  • During the probation period: 15 days' notice
  • Three months to five years of service: One month's notice
  • More than five years of continuous service: Two months' notice

Start hiring employees in

Argentina

Setting up a business entity everywhere you want to hire a new employee isn’t scalable—it takes too long and the legal fees are high. At the same time, understanding and adhering to the local labor laws and employee expectations can be complex and time consuming. And it’s hard to find reliable information on up-to-date employment information for all the countries where you’re considering hiring. Not to mention tracking down invoices and managing employee contracts over email and spreadsheets—that gets messy fast. 

We can’t afford to take risks when it comes to compliance—we need to make sure we follow the local guidelines, especially when it comes to taxes and legalities. 

With Oyster, you can manage HR and payroll, and automate compliance across 180+ countries—all in one, easy-to-use platform.

Disclaimer: The information provided in this resource is for general educational purposes only and shall not be construed as legal advice. While Oyster strives to provide current and accurate information, Oyster makes no warranties or representations as to the correctness of the content provided and accepts no liability or responsibility for any errors or omissions in the content provided. By using this resource you acknowledge and agree that you do so at your own risk. The content of this resource is subject to change without notice.

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