The Republic of Argentina is located in South America. The country’s name comes from the Latin word for silver, Argentum. Argentina is a great source of valuable minerals. The Andes separates the country from Chile in the west and borders Bolivia and Paraguay in the north, Brazil, Uruguay, and the South Atlantic Ocean to the east. As the eighth-largest country in the world, Argentina also claims a portion of Antarctica and several islands in the South Atlantic including the British-ruled Falkland Islands (Islas Malvinas).
The Republic of Argentina is made up of 23 provinces. The country benefits from rich natural resources, a highly literate population, an export-oriented agricultural sector, and a diversified industrial base.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Argentina.
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The Republic of Argentina is located in South America. The country’s name comes from the Latin word for silver, Argentum. Argentina is a great source of valuable minerals. The Andes separates the country from Chile in the west and borders Bolivia and Paraguay in the north, Brazil, Uruguay, and the South Atlantic Ocean to the east. As the eighth-largest country in the world, Argentina also claims a portion of Antarctica and several islands in the South Atlantic including the British-ruled Falkland Islands (Islas Malvinas).
The Republic of Argentina is made up of 23 provinces. The country benefits from rich natural resources, a highly literate population, an export-oriented agricultural sector, and a diversified industrial base.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Argentina.
The national holidays mentioned below are valid for the year 2026 and are critical for hiring in Argentina planning:
The national holidays mentioned below are valid for the year 2026.
| January 1 | New Year’s Day | |
| February 16 - 17 | Carnival | Movable - The Monday and Tuesday before Ash |
| March 24 | Truth and Justice Day | |
| April 2 | Malvinas War Veterans Day | |
| April 2 - 3 | Holy Thursday and Good Friday | Movable - The Thursday and Friday before Easter |
| May 1 | Labour Day | |
| May 25 | Revolution Day | |
| June 15 | Martín Miguel de Güemes' Day | |
| June 20 | Flag Day/General Belgrano Memorial Day | |
| July 9 | Independence Day | |
| August 17 | Death of San Martín | Movable - The third Monday in August |
| October 8 | Day of Respect for Cultural Diversity | Movable |
| November 23 | National Sovereignty Day | Movable |
| December 8 | Immaculate Conception of Mary | |
| December 25 | Christmas Day |
The approximate time for sharing the contract with an employee in Argentina is 10 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
The statutory benefits contributions are paid as follows:
|
Category |
Employer Contribution Rate |
Employee Contribution Rate |
|
Pension |
16% |
11% (all to pension) |
|
Social Health/Social Work |
6% |
3% |
|
PAMI (Programa de Atención Médica Integral) |
2% |
3% |
|
National Employment Fund |
1.5% |
|
|
Labor Risk Insurance (Aseguradora de Riesgos del Trabajo, ART) |
2.41%* |
n/a |
|
Mandatory Life Insurance |
0.03%** |
n/a |
|
Occupational Disease Trust Fund (FFEP) |
ARS 100 |
n/a |
The duration of work may not exceed eight hours a day or 48 hours a week, for any person employed as an employee in public or private operations, even if they do not pursue profit. The limitation established by law is maximum and does not prevent a shorter duration of work. There are exceptions for schedules, ages, regions, industries, and so on. The entire night workday may not exceed seven hours, understood as that which occurs between the 21st hour of one day and the sixth hour of the next.
Overtime work hours should not exceed three hours per day, 30 hours per month, and 200 hours per year. In no case the overtime hours limits may be exceeded.
The employer must pay the worker who provides services in additional hours, with or without authorization from the competent administrative body, a surcharge of:
The employment contract for an indefinite period is deemed to have been held on trial during the first three months of validity. Either of the parties may terminate the relationship during that period without expression of cause, without the right to compensation due to termination, but with the obligation to provide prior notice. An employer cannot hire the same worker, more than once, using the trial period. If so, it will be considered by law that the employer has waived the trial period.
The employment contract may not be dissolved by the will of one of the parties, without prior notice, or, failing that, compensation in addition to that which corresponds to the worker for their job duration, when the contract is dissolved by the will of the employer. The notice, when the parties do not fix it for a longer term, must be given as follows:
| Employment Conditions | Notice Period |
| Initiated by the employee | 15 days |
| Initiated by the employer | |
| During the trial period | 15 days |
| Fixed-Term Contract | Minimum 1 month, maximum 2 months unless it is for a specific period within 1 month. |
| Job Duration within 5 years | 1 month |
| Job Duration is more than 5 years | 2 months |
The notice will be valid from the date of its notification.
The duration of work may not exceed eight hours a day or 48 hours a week, for any person employed as an employee in public or private operations, even if they do not pursue profit. The limitation established by law is maximum and does not prevent a shorter duration of work. There are exceptions for schedules, ages, regions, industries, and so on. The entire night workday may not exceed seven hours, understood as that which occurs between the 21st hour of one day and the sixth hour of the next.
Overtime work hours should not exceed three hours per day, 30 hours per month, and 200 hours per year. In no case the overtime hours limits may be exceeded.
The employer must pay the worker who provides services in additional hours, with or without authorization from the competent administrative body, a surcharge of:
The employment contract for an indefinite period is deemed to have been held on trial during the first three months of validity. Either of the parties may terminate the relationship during that period without expression of cause, without the right to compensation due to termination, but with the obligation to provide prior notice. An employer cannot hire the same worker, more than once, using the trial period. If so, it will be considered by law that the employer has waived the trial period.
The employment contract may not be dissolved by the will of one of the parties, without prior notice, or, failing that, compensation in addition to that which corresponds to the worker for their job duration, when the contract is dissolved by the will of the employer. The notice, when the parties do not fix it for a longer term, must be given as follows:
| Employment Conditions | Notice Period |
| Initiated by the employee | 15 days |
| Initiated by the employer | |
| During the trial period | 15 days |
| Fixed-Term Contract | Minimum 1 month, maximum 2 months unless it is for a specific period within 1 month. |
| Job Duration within 5 years | 1 month |
| Job Duration is more than 5 years | 2 months |
The notice will be valid from the date of its notification.
The statutory benefits contributions are paid as follows:
|
Category |
Employer Contribution Rate |
Employee Contribution Rate |
|
Pension |
16% |
11% (all to pension) |
|
Social Health/Social Work |
6% |
3% |
|
PAMI (Programa de Atención Médica Integral) |
2% |
3% |
|
National Employment Fund |
1.5% |
|
|
Labor Risk Insurance (Aseguradora de Riesgos del Trabajo, ART) |
2.41%* |
n/a |
|
Mandatory Life Insurance |
0.03%** |
n/a |
|
Occupational Disease Trust Fund (FFEP) |
ARS 100 |
n/a |
Hiring in Argentina through WorkMotion’s partner network means your new employee is legally employed, payroll-enrolled, and covered under Argentine labor law, without you setting up a local entity.
Here is how the process works from contract to first paycheck.
WorkMotion generates an employment contract aligned with Argentina’s Labour Contract Law (Ley de Contrato de Trabajo, Ley 20.744) and any applicable collective bargaining agreement (CBA).
Contracts are drafted in Spanish, as required for employees working in Argentina, and cover mandatory terms:
The contract reflects the employee’s specific role, compensation structure, and sector, because CBA obligations vary by industry and can materially affect minimum pay scales, benefits, and termination terms.
Before payroll can run, the employee must be registered with Argentina’s two key authorities:
WorkMotion’s partner network handles this registration on your behalf, establishing the employee’s tax ID and social security account.
Unregistered employment carries serious legal exposure under Argentine law. This step is non-negotiable and must be completed before the employee’s first working day.
WorkMotion configures payroll in Argentine pesos, as required by law.
Employer social security contributions in Argentina total approximately 24–26% of gross salary, covering pension (SIPA), healthcare (obra social), family allowances, and workers‘ compensation (ART). Employee contributions add a further 17% withheld from gross pay.
WorkMotion calculates, withholds, and remits all contributions to AFIP each month, including the proportional aguinaldo accrual, which accumulates throughout the year and is paid in two installments (June and December).
Statutory benefits in Argentina include:
WorkMotion enrolls employees in the mandatory obra social healthcare plan tied to their sector union.
For companies hiring tech or professional roles in Buenos Aires, where a basic obra social plan is often insufficient to attract talent, WorkMotion can also support supplementary prepaga (private health) coverage as an optional benefit.
Each month, WorkMotion processes payroll, calculates gross wages, withholds income tax and employee social security contributions, and transfers net salary to the employee’s Argentine bank account.
Employer contributions are remitted to AFIP separately. Electronic pay slips are issued as required under Argentine law.
WorkMotion also manages the aguinaldo installment payments in June and December, including the separate social security contributions that apply to the 13th-month payment, which many foreign employers overlook.
Argentina’s employment framework changes frequently.
The Labor Modernization Law (Law 27,802), enacted in March 2026, introduced significant changes to severance systems, collective bargaining procedures, working time rules, and employer contribution structures, with some provisions taking effect immediately and others phased through 2027.
WorkMotion monitors these changes and updates employment terms, payroll calculations, and benefit structures accordingly. Your HR team does not need to track Argentine legislative updates. That responsibility sits with WorkMotion.
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For most companies hiring one to fifteen employees in Argentina, the EOR model is faster, cheaper, and carries less ongoing compliance burden than entity setup.
Here is how the two paths compare.
| Factor | WorkMotion EOR | Argentina Entity Setup |
|---|---|---|
| Setup cost | Per-employee monthly fee — no upfront formation cost | Estimated $15,000–$30,000 upfront in legal, notary, registration, and accounting fees |
| Time to first hire | Days from signed contract to payroll enrollment | Estimated 4–12 weeks for entity registration, depending on entity type and province |
| Ongoing legal exposure | WorkMotion’s partner network holds compliance responsibility as the legal employer | Your entity is directly liable for all labour law, AFIP filings, and ANSES obligations, requiring local legal and accounting support |
| Ongoing admin burden | WorkMotion handles AFIP filings, payroll declarations, pay slips, and compliance monitoring | Monthly payroll filings, annual declarations, CBA tracking, and labour inspections — all managed internally or via local advisors |
| Exit flexibility | Wind down a hire without entity dissolution costs or procedures | Closing an entity in Argentina requires formal deregistration with AFIP, IGJ, and ANSES — a time-consuming and costly process |
EOR is the right fit when you are hiring a small number of employees in Argentina and want to move quickly without committing to the cost and infrastructure of a local entity.
If you are planning to build a large team in Argentina over the long term and want direct employment relationships under your own brand, entity setup may be worth evaluating, though the compliance burden remains significant either way.
Argentina has one of Latin America’s most protective employment frameworks. The rules are specific, the penalties for non-compliance are real, and several of them catch foreign employers off guard.
These are the most common gaps.
The aguinaldo is not a discretionary year-end payment. It is a statutory 13th-month salary, paid in two legally mandated installments (June 30 and December 18).
Each installment equals 50% of the highest monthly gross salary earned in the preceding six months. It also carries its own social security contributions, which must be calculated and remitted separately from regular monthly payroll.
Foreign employers who treat it as a lump-sum bonus and fail to account for the contribution obligations create payroll errors that accumulate over time.
Under Ley 27.742, which took effect in July 2024, the standard probation period for indefinite employment contracts in Argentina is six months, extended from the previous three months.
For companies with fewer than 50 employees, collective bargaining agreements can extend this further to eight or twelve months.
Foreign employers still operating on the old three-month assumption are making decisions about termination and notice obligations based on outdated rules.
Argentina’s labor market is heavily unionized, and sector-specific CBAs set minimum salary scales, additional benefits, and termination conditions that sit on top of the statutory baseline.
The applicable CBA depends on the employee’s role and industry, not just the employer’s preference. A tech company hiring a software developer in Buenos Aires faces different CBA obligations than one hiring a logistics coordinator.
Failing to identify and apply the correct CBA creates both underpayment risk and legal exposure.
Employer social security contributions in Argentina total approximately 24–26% of gross salary.
Add the aguinaldo accrual (8.33% per month) and the cost of mandatory workers‘ compensation insurance (ART), and total employer costs sit roughly 30–35% above gross salary.
Foreign employers who budget only for gross salary and a flat EOR fee often find the total employment cost higher than expected. WorkMotion provides a full cost breakdown, including all statutory contributions, before you commit to a hire.
Argentine law requires employers to issue electronic pay slips (recibos de sueldo digitales) to employees each pay period. These must contain specific legally mandated fields and be retained as employment records.
This is not a best practice. It is a legal obligation. WorkMotion handles pay slip generation and delivery as part of the standard payroll process.
Argentina enacted Law 27,802 in March 2026, the most significant overhaul of the country’s employment framework in decades.
The law touches severance calculation methods, collective bargaining procedures, working time flexibility, and employer contribution structures, with provisions phasing in through 2027.
Most foreign employers hiring in Argentina today are not yet fully across these changes. WorkMotion’s compliance monitoring tracks legislative updates and adjusts employment terms and payroll configurations as new provisions take effect.
Software developers, data engineers, and product specialists in Argentina are in high demand, and the country produces a large, well-educated tech workforce with strong English proficiency and time zones that overlap with both European mornings and US afternoons.
German, Dutch, and UK-based SaaS companies use WorkMotion’s employer of record service in Argentina to hire senior technical roles they cannot fill domestically, without committing to an Argentine entity for a handful of hires.
The compliance complexity of Argentine labor law is handled entirely through WorkMotion’s partner network.
US-headquartered companies entering Latin American markets often start with Argentina as a base for regional sales, customer success, or operations roles.
Rather than navigating AFIP registration, CBA obligations, and Argentine payroll rules from scratch, they use WorkMotion’s EOR service to get a hire legally employed and onboarded quickly.
This is particularly common for B2B SaaS and fintech companies building out their first LATAM go-to-market team.
Fully distributed companies, typically 50 to 300 employees, use WorkMotion to manage international employment across multiple countries through a single platform.
Argentina is frequently one of several countries in their hiring footprint, alongside Spain, Poland, and other markets.
For these teams, the value is not just compliance in Argentina. It is having one provider, one invoicing structure, and one support model across all their international hires.
E-commerce operators and green tech companies expanding in South America often need local commercial, operations, or technical staff in Argentina before they are ready to commit to entity setup.
WorkMotion’s EOR service gives them a compliant employment path for one to ten hires, with the flexibility to scale or exit without the overhead of maintaining a local legal entity.
Argentina offers access to a skilled, educated workforce, particularly strong in technology and professional services, but its employment framework is among the most complex in Latin America.
The Labour Contract Law, mandatory aguinaldo, sector-specific CBAs, AFIP and ANSES registration requirements, and the sweeping 2026 Labor Modernization Law all create real compliance obligations that foreign employers cannot afford to get wrong.
WorkMotion handles all of this through its partner network in Argentina, so your team can focus on the work, not on tracking Argentine legislative updates or managing payroll filings in a currency that adjusts frequently.
If you want to hire your first employee in Argentina this quarter, compliantly, with a locally valid contract and full statutory benefits in place, WorkMotion gets you there without entity setup, without local legal counsel on retainer, and without months of administrative groundwork.
To estimate the full employment cost for a hire in Argentina before you commit, use the Employment Cost Calculator.
When you’re ready to move forward, Book a Demo to see how WorkMotion’s employer of record service in Argentina works in practice.
The aguinaldo is a statutory 13th-month salary, not a discretionary bonus, paid in two legally mandated installments on June 30 and December 18. Each installment equals 50% of the highest monthly gross salary earned in the preceding six months and carries its own separate social security contributions that must be remitted to AFIP. When you hire through an employer of record in Argentina, WorkMotion calculates aguinaldo accruals monthly, manages both installment payments, and handles the associated contribution filings, so your finance team is not caught off guard by a payment obligation that many foreign employers underestimate.
Employer social security contributions in Argentina total approximately 24–26% of gross salary, covering pension (SIPA), healthcare (obra social), family allowances, and workers‘ compensation insurance (ART). When you add the aguinaldo accrual, which amounts to roughly 8.33% of monthly gross salary, total employer costs typically run 30–35% above gross salary. WorkMotion provides a full country-specific cost breakdown before you commit to a hire, so your finance team can forecast the real total cost of employment in Argentina without surprises.
Argentina’s labor market is heavily unionized, and sector-specific CBAs set minimum salary scales, additional benefits, and termination conditions that apply on top of the statutory baseline under the Labour Contract Law (Ley 20.744). The applicable CBA depends on the employee’s role and industry, so a software developer in Buenos Aires falls under different CBA obligations than a logistics or commercial role. WorkMotion’s partner network identifies and applies the correct CBA for each hire, reducing the risk of underpayment claims or non-compliance with sector-specific entitlements.
Argentina enacted Law 27,802 in March 2026, the most significant overhaul of the country’s employment framework in decades, introducing changes to severance calculation methods, collective bargaining procedures, working time flexibility, and employer contribution structures, with provisions phasing in through 2027. Foreign employers hiring in Argentina today need to ensure their employment contracts and payroll configurations reflect both the provisions already in force and those taking effect on a rolling basis. WorkMotion monitors these legislative changes and updates employment terms and payroll calculations accordingly, so your team does not need to track Argentine regulatory developments directly.
Onboarding timelines in Argentina depend on completing mandatory AFIP and ANSES registration before the employee’s first working day, a legal requirement that cannot be bypassed. Through WorkMotion’s partner network in Argentina, this registration and the associated contract generation, payroll setup, and obra social enrollment typically take a matter of days from signed contract, rather than the weeks or months required to establish your own Argentine entity. The employment contract is drafted in Spanish and aligned with Argentine labor law, including the applicable CBA and statutory terms for probation, notice, and severance.
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