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Argentina

Employer of Record Argentina

Global Expansion's Employer of Record services provide the ability to quickly grow, manage, and pay international teams, without the need for a local entity. Our award-winning tech platform plus integrated support services make hiring, managing and paying your global workforce a breeze.

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Hiring in Argentina

For companies that want to hire employees and run payroll in Argentina without first establishing a business entity or subsidiary, Global Expansion provides Employer of Record services (EOR Argentina). Our EOR services streamline and simplify the global hiring process. We handle the core global HR tasks - compliance, contracts, payroll, global benefits, and more - so that you forgo hours of ongoing admin, human error, and risky compliance.

In Argentina, companies would historically establish a subsidiary or branch office to legally hire in that country. With Global Expansion, this step is no longer necessary. We have subsidiaries all over the world and therefore can legally hire on your behalf. The employees are ours only on paper and report directly to managers within your company.

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Labor Laws in Argentina

Labor Laws in Argentina stem from the National Constitution and Labor Code as well as other statutes and regulations. The Constitution protects the right of people to work, form unions, and bargain collectively.

The Labor Code sets forth rules and regulations governing hiring, firing, wages, hours—and also working conditions. Occupational safety and health is also addressed in various statutes and regulations. Several other statutes and regulations provide for occupational safety, workers' compensation; pensions; maternity leave—even paid vacation time.

Employment Contracts

Employment contracts can be either for an unlimited period or for a fixed term, but they must be in writing and cannot be for more than 5 years.

Employee Probation Period

  • The probationary period is the first 3 months of employment but can be terminated at any time.
  • During this period, the employee may be discharged without just cause and no further payments with 15 days' notice.
  • For small enterprises with 40 workers or fewer, collective agreements can extend the probation to 6 months. For skilled workers, the probation period can be up to 12 months.

Annual Leave in Argentina

Employees who have worked for an employer for more than 6 months are entitled to 2 weeks of annual leave.

The amount of holiday entitlement increases with the length of continuous employment, up to a maximum of 5 weeks or 35 days.

The minimum and continued period of paid annual vacations employees are entitled to are:

  • 14 calendar days when seniority does not exceed 5 years
  • 21 calendar days when seniority is between 5 and 10 years
  • 28 calendar days when seniority is between 10 and 20 years
  • 35 days when seniority exceeds 20 years

Holidays in Argentina

Here’s a full list of public holidays in Argentina:

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New Year’s Day 1st January
Shrove Monday 24th February
Shrove Tuesday 25th February
Truth and Justice
Memorial Day
23rd and 24th March
Good Friday 10th April
Day of the Veterans
(Malvinas Day)
2nd April
Labor Day 1st May
May Revolution Day 18th May
National Flag Day
(Manuel Belgrano Day)
20th June
Independence Day 9 and 10th July
San Martin Day 17th August
Day of Respect for
Cultural Diversity
12th October
National Sovereignty Day 23rd November
Immaculate Conception Day 7th and 8th December
Christmas Day 25th December

 

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Maternity Leave Argentina

Female employees are entitled to a special leave of absence for maternity including 45 days before and 45 days after childbirth. During maternity leave, employees are entitled to certain family allowances and other fringe benefits.

Paternity Leave Argentina

Male employees are allowed 2 days of paid paternity leave after the birth of a child.

Sick Leave in Argentina

If the employee has an illness or accident that is not work-related, they are entitled to:

  • up to 3 months’ paid leave if they have worked for an employer for less than 5 continuous years
  • up to 6 months’ paid leave if they have worked for an employer for more than 5 continuous years.

If the accident, injury or illness is related to work performed for the employer, treatment costs, rehabilitation, and sick pay are covered for up to 12 months by compulsory employment risk insurance.

Working Hours in Argentina

Labor laws in Argentina state that the maximum permitted workweek is 8 hours per day or 48 hours per week.

Overtime in Argentina

Overtime must not exceed 30 hours a month and 200 hours a year, unless authorized by the relevant labor authorities. The overtime rate is 50% for work from Monday through 1 PM on Saturday. For work completed beyond that time and on public holidays, the overtime rate is 100%.

Workers who are required to perform their duties during the rest period or on public holidays must be paid at a rate of 100% on top of their normal salary.

Termination of Employment in Argentina

In Argentina, an employer can terminate the employment contract with just cause or without just cause. The grounds for termination include:

  • worker's initiative
  • worker's conduct
  • mutual agreement
  • death
  • bankruptcy
  • retirement

Employers can terminate employment at any time without justified cause, subject to payment of severance compensation provided by labor laws. Employees on a trial period—during their first three months of employment—are not entitled to severance pay unless they have received prior notice (15 days).

The employer can dismiss an employee with justified cause in the event of failure of the employee to fulfill his obligations which do not consent to continuation of employment relationship.

Fair Dismissal Practices

The Argentine labor laws do not list specific breaches that constitute cause for dismissal. Instead, it is up to the employer to determine whether or not an employee's actions are grounds for dismissal. This can be done on a case-by-case basis, but the employer has the burden of proof.

An employee who feels that he or she has been unjustly dismissed has the right to challenge his or her dismissal in court. In order for a Labor Court to rule in favor of the employee, the court must first decide if there was just cause for dismissal by examining any applicable disciplinary sanctions against the employee and considering his or her seniority and place in the company hierarchy.

The Labor Courts are very restrictive when it comes to deciding whether or not an employer had just cause for dismissing an employee; as such, they usually analyze whether or not there have been previous disciplinary sanctions against the employee provided by labor laws, how long he or she has worked at this company, and what position he or she holds within said company in order to make their decision.

Finally, employment can terminate due to retirement at age 65 when one receives their government pension plan; no severance compensation is payable in this case either (although some companies may offer it as part of their benefits package).

Notice Period in Argentina

For indefinite term employment contracts, employers may dismiss an employee at any time upon giving the employee:

  • Prior notice of 15 days if the employment contract is terminated during the trial
  • 1 month if the period of service is greater than the trial period but less than 5 years
  • 2 months (if the period of service is greater than 5 years).

This notice can be substituted with a salary payment equivalent to the period of prior notice.

Severance in Argentina

If you're an employer in Argentina, you may be wondering what the rules are around severance pay. Here's a quick overview:

  • Employers are required to make severance payments to the employee based on the employee’s highest ordinary monthly salary earned during the previous year of employment or full term of service, if shorter than one year.
  • With certain limits, employers must pay the employee one month’s salary for each year of employment or period worked in excess of three months for which the employee worked for such employer.
  • If an employee is dismissed for gross misconduct, no severance payment or prior notice is required; however, the burden of proof lies with the employer to show that gross misconduct occurred.

Retirement in Argentina

Retirement is one of the many benefits that the Argentinian social insurance system provides to its citizens. Anyone who lives in Argentina and works for a company or as self-employed, is able to participate in the social insurance system. To qualify for retirement, one must 65 for men and 60 for women with at least 30 years of service. Alternatively, an insured person can substitute two years of age after the retirement age for one year of missing contributions.

Argentina Salary and Wages

Accurately estimate your costs when employing in Argentina in 2023. Includes base salary, dependents, benefits, taxes, social contributions, and payroll costs. Monthly or yearly calculation period.

Argentina Salary Overview

Argentina has a large working force, resulting in cheaper labor expenses than most other nations. The average hourly rate is just 260 Argentine pesos (ARS). There have been two inflation-driven salary increases, in June and then in August 2022.

Argentina Minimum wage

In Argentina, the minimum wage is 45,540 per month, as of August 2022. In addition to their salary, employees typically earn a 9% pay raise every 17 months. Argentina's annual wage increment rate varies according to the employee's experience and industry.

Argentina Average Salary

Argentine employees' average yearly pay varies depending on the demand for and nature of the job.

Due to the changing cost of living and labor, the average pay in Argentina can also vary from city to city.

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Argentina Salary Comparison

Those with more work experience typically receive higher pay. Employees with 2 to 5 years of experience earn 32% more than freshers or interns, while professionals with 10+ years of experience have a salary increment of 21%.

Workers with a higher education degree get paid more for skills and knowledge. Those with a diploma or certificate earn 17% more than those who only completed high school education. Meanwhile, employees with a Ph.D. make 23% more than those with a Master's degree. Public sector employees make 7% more money on average than their private sector colleagues.

13th / 14th Month Salary in Argentina

The 13th month and 14th month pay is required to be given to all employees, regardless of their position or salary, as long as they have worked for at least 6 months in a calendar year. It’s calculated based on 1/12th of the yearly salary.

Recently, a non-taxable bonus pay has been introduced that functions like the 14th month salary.

Income Tax in Argentina

Personal Income Tax

In Argentina, individuals are subject to tax on their worldwide income and may obtain a foreign tax credit for taxes paid by them on income from foreign sources.

However, nonresidents and foreign beneficiaries are only taxable on income sourced in Argentina. Residents and nonresidents are taxed at progressive rates ranging from 5% to 35%. However, special rates apply to gains derived from securities (including dividends), interest, and real estate property.

The following Personal Income Tax (PIT) rates are currently applicable (as of 1 January 2021):

Income Tax Rate Argentina (ARS)

Tax on column 1 (ARS)

Tax on excess (%)

Over (column 1)

Not over

 

 
0 97,202.00 - 5
97,202.00 194,404.01 4,860.10 9
194,404.01 291,606.01 13,608.28 12
291,606.01 388,808.02 25,272.52 15
388,808.02 583,212.02 39,852.82 19
583,212.02 777,616,02 76,789.58 23
777,616,02 1,166,424.03 121,502.50 27
1,166,424.03 1,555,232.07 226,480.66 31
1,555,232.07 and over 347,011.16 35
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Social Security in Argentina

The Argentine Integrated Pension Fund System Law (also known as Law 20,886) is a law that establishes the system of retirement, disability, and survivor benefits for employees in Argentina. The law also covers the social security benefits provided to retirees, disabled people, dependents and others related to those who have died.

Employee social security withholdings are levied on the monthly salary up to a monthly cap of ARS 159,028.80. Salary cap is index-adjusted in March, June, September and December of each year.

For the year 2019, a non-taxable amount of ARS 7,003.68 per employee has been established for purposes of employer contributions to the Social Security System (20.4% and 18%, referred above). Employer contributions have been increased to 25.5% as of January 2022.

Social Security Contributions

Employees:

 

Pension Fund 11%
Retiree’s Fund 3%
Health Care System 3%
Social Security Contribution (Employer) 25.5%
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Deductible Expenses in Argentina

Employment Deductions and Personal Deductions

Employment Deductions

Personal Deductions

Mandatory social security contributions The amounts for 2019 are ARS 80,033.97 for a spouse and ARS40,361.43 for each child not older than 18.
Medical insurance
payments for employees
and their families
To qualify, dependents must reside in Argentina for more than six months in the tax year and may not have income exceeding ARS 85,848.99.
40% of invoiced medical expenses up to a
maximum of 5% of the taxpayer’s annual
net income
A deduction of ARS 85,848.99 is granted to taxpayers who are resident in Argentina for longer than six months during the calendar year.
40% of invoiced expenses
for the rental of a house
up to an annual nontaxable amount (generally ARS85,848.99)
A special deduction is available against compensation derived from personal services. The annual amount is ARS 412,075.14 for employees and ARS 171,697.97 for self-employed persons.
Expenses incurred by traveling salespeople,
up to an annual nontaxable amount (generally ARS85,848.99)
For “new professionals” and “new entrepreneurs” (to be defined by the Law Regulating Decree), the special deduction is ARS 214,622.47.
Donations to the government and certain charitable or nonprofit institutions, up to 5% of
net taxable income
Nonresidents residing in Argentina longer than six months in a calendar year may claim the deductible expenses actually incurred and exemptions available to residents.
Burial expenses, up to ARS 12,000 annually  
Life insurance premiums, up to ARS12,000 annually  
Retirement insurance premiums, up to ARS12,000 annually  
Mortgage interest, up to ARS20,000 annually, for the purchase of a dwelling destined to be a permanent abode  
Contributions made to Mutual Guarantee Companies  
Compensation and employer contributions related to domestic help personnel, up to an annual nontaxable amount (generally ARS85,848.99)  

Standard Deductions

For purposes of computing tax to be withheld from an employee’s salary, employers may deduct certain allowable expenses.

Type of Deduction

Limits

Mandatory social security contributions Social Security taxes are payable on the employee's total monthly compensation and are not subject to any cap amount.
Medical insurance payments Employers must pay between 23% and 27% of the salary towards medical insurance premiums for individuals and their families.
Medical expenses 40% of invoiced medical expenses up to a maximum of 5% of the taxpayer’s annual net income
House Rentals 40% of invoiced expenses for the rental of a house up to an annual nontaxable amount (generally ARS 85,848.99)
Expenses incurred by Traveling salespeople Expenses incurred by traveling salespeople, up to an annual nontaxable amount (generally ARS 85,848.99)
Donations (to government and certain charitable/nonprofit institutions) Donations to the government and certain charitable or nonprofit institutions, up to 5% of net taxable income
Burial expenses Individuals can deduct burial expenses up to ARS 12,000 annually.
Life insurance premiums Individuals can deduct Life insurance premiums from their taxes, up to ARS 12,000 annually.
Retirement insurance premiums Individuals can deduct Retirement insurance premiums from their taxes, up to AR S12,000 annually.
Mortgage interest Individuals can deduct Mortgage interest, up to ARS 20,000 annually, for the purchase of a dwelling destined to be a permanent abode. This deduction can help individuals save money on their taxes every year.
Contributions made to Mutual Guarantee Companies Individuals can deduct contributions made to mutual guarantee companies (SGRs; special companies that guarantee loans) from their taxes.
Domestic help personnel Compensation and employer contributions related to domestic help personnel, up to an annual nontaxable amount, generally ARS 85,848.99

Business Deductions

  • Nonresidents residing in Argentina longer than six months in a calendar year may claim the deductible expenses actually incurred and exemptions available to residents.
  • For “new professionals” and “new entrepreneurs” (to be defined by the Law Regulating Decree), the special deduction is ARS 214,622.47.
  • Employed and self-employed individuals are entitled to standard deductions in amounts established by law.
  • The annual amount is ARS 412,075.14 for employees and ARS 171,697.97 for self-employed persons.

Immigration Argentina

Read on to learn about visa requirements Argentina, work visa requirements, work permits and more.

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Argentina Investor Visa

The investor visa also known as the Argentina Golden Visa is for foreign nationals who wish to invest in Argentina. Argentina offers citizenship and residence by investment to individuals who make a qualifying investment in the country.

The immigration office considers an investor to be a foreign national that would make a minimum investment of ARS 1,500,000 in a productive, commercial or service-supplying activity in Argentina. or who convincingly proves that he or she has ARS 1,500,000 destined for investment in these types of activities.

Prior experience in the relevant activities is desirable. The investor visa is valid for up to one year and may be extended indefinitely.

Argentinian citizenship by investment, requires a minimum investment of ARS 1,500,000.

Argentina residency visas require a ARS 500,000 investment, and grant temporary residence status which allows visitors to stay for up to two years.

Labor contract residence

Labor contract residence applies to foreigners who are regularly employed by a local company for a long period. This type of residence is valid for one year and may be extended indefinitely.

The applicant must have been hired by a company in Argentina and must have lived in the country for at least three months before applying. The applicant must also have an employment contract with the same employer, and the employer must sponsor their application.

Applicants should submit their application at least 30 days before their current visa expires.

Working Visa

Individuals who visit Argentina for work/employment purposes are eligible for a work visa. In order to obtain this type of visa, you must have been hired by an Argentine company and must be sponsored by them. Your employer will file forms with the Argentine government in order to obtain this visa. Once it has been approved, you will receive your passport back with your visa inside. This process can take anywhere from six months to two years depending on how busy the government offices are.

Business visas

The Argentine Business Visa is a type of visa that allows foreign businesspeople to enter the country for the purpose of conducting business activities. The visa is valid for a stay of up to 90 days and can be extended for an additional 90 days. Business activities that can be conducted with this visa include attending business meetings, conferences, and seminars; establishing business contacts; and conducting market research.

You must apply for the Argentine Business Visa from outside Argentina. To do so, you must submit your application at a local Argentine embassy (if available).

Visa requirements Argentina overview

Learn about the visa policy in Argentina and all the ways to obtain a regular or a work visa for Argentina.

Labor Contract Residence

Vector 75

Working Visa

Vector 75

Investor Visa

Vector 75

Business Visa

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Value Added Tax (VAT) in Argentina

  • The standard rate of Argentina VAT is 21%.
  • There is also a special high rate of 27% applied to telecoms, domestic gas supplies, water and industrial energy users.
  • A reduced rate of 10.5% is applicable to a range of goods and services such as the provision of meat, fruit and vegetables, agricultural services, passenger transport, residential housing construction, certain medical services, books, newspapers and periodicals.
  • There are exemptions in certain circumstances such as residential housing/farm leasing, passenger transport, medical services, education, public entity services and water, bread & milk.

VAT

Higher Rate Group 1083 27%
Standard Rate Group 1083 21%
Reduced Rate Group 1083 10.5%
Reduced Rate Group 1083 2.5%
Zero Rate Group 1083 0%

Value Added Tax

27%

Higher Rate

21%

Standard Rate

10.5%

Reduced
Rate

Withholding Tax in Argentina

Employers in Argentina are responsible for withholding income tax from their employees' paychecks for payroll purposes. This tax is then remitted to the government. The amount of tax withheld depends on the employee's income and tax bracket.

Dividends

A 13% withholding tax (WHT) applies on dividends paid by an Argentine entity to resident individuals and nonresidents in respect of income obtained as from 1st January 2020.

The “equalization tax”, a 35% withholding on dividend distributions exceeding accumulated taxable earnings, after certain adjustments, has been abolished, although the tax still applies to dividend distribution made out of profits earned in fiscal years in progress as of 1st January 2018 or previous years that exceed accumulated taxable earnings.

Interest

The general withholding tax rate on interest is 35%, which is reduced to 15.05% in the following cases:

  • The borrower is a financial institution
  • The lender is a bank or financial institution not located in a low or no tax jurisdiction
  • The interest rate relates to certain bonds registered in countries that have concluded an investment protection agreement with Argentina
  • the transaction involves the financing by a seller of depreciable movable property

Royalties

Royalty payments made to a nonresident individual for the exploitation of copyrights in Argentina are subject to a final withholding tax of 35% on 35% of the gross payment, resulting in an effective rate of 12.25% provided the works are registered with the National Copy Write Bureau and certain other conditions are satisfied.

Film and television royalties, as well as royalties relating to other methods that include the reproduction or transmission of images or sounds, are subject to a final withholding tax of 35% on 50% of the gross payment, resulting in an effective rate of 17.5%.

Patent royalties paid to a nonresident are subject to a final withholding tax of 35% on 80% of the gross payment (effective rate of 28%) if the agreement under which royalties are paid is registered by the National Institute of Industrial Property (INPI).

If these conditions are not satisfied, the effective rate on the royalties or fees is 31.5%

Technical Service Fees

  • Fees for technical assistance, engineering or consulting services paid to a nonresident are subject to a final withholding tax of 35% on 60% of the gross payment (effective rate of 21%)
  • If the agreement under which the fees are paid is registered with the INPI and the services cannot be obtained in Argentina
  • If the agreement is registered with the INPI, but the services can be obtained in Argentina, the effective rate is 28% (35% X 80%)
  • If an agreement does not fall within the scope of the transfer of technology law or does not comply with the law, the effective rate is 31.5%

WHT

Dividends
  • 7% (resident and nonresident individuals for income obtained between 1st January 2018 and 31st December 2019)
  • 13% (resident and nonresident individuals for income obtained from 2020)
Interest
  • The general withholding tax rate on interest is 35%,
  • Reduced rate is 15.05%
Royalties
  • Royalty payments made to nonresident individuals for using copyrights in Argentina: - 35% on 35% of the gross payment (effective rate is 12.25%)
  • Film and Television Royalties (WHT of 35% on 50% of the gross payment; effective rate of 17.5%)
  • Patent royalties to nonresident individuals (WHT of 35% on 80% of the gross payment; effective rate of 28%)
Technical Service Fees
  • Fees for technical assistance, engineering or consulting services paid to a nonresident are subject to a final withholding tax of 35% on 60% of the gross payment (effective rate of 21%)
  • If the agreement is registered with the INPI, but the services can be obtained in Argentina, the effective rate is 28% (35% X 80%)
  • If an agreement does not fall within the scope of the transfer of technology law or does not comply with the law, the effective rate is 31.5%

Mandatory Benefits in Argentina

It’s important to understand the legal requirements of hiring employees in Argentina (whether it’s remote or in-office) so that your business remains compliant. As part of Global Expansion’s International PEO and Employer of Record (EOR) solution, we guarantee employees are registered with the appropriate government agency, and that they receive mandatory benefits such as workers’ compensation and paid time off (PTO).

Additionally, all tax deductions associated with the employee are processed at the source, meaning our in-country entity will be responsible for paying all taxes to the authorities on behalf of the new hire.

  • These are mandatory benefits as postulated by law
  • These include probationary period, annual leave, public holidays, sick leave, maternity leave, paternity leave, overtime pay, notice period, severance pay and 13th month pay
  • Mandatory benefits also include social security benefits.
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Mandatory Benefits overview

  • Probationary period

  • Annual Leave

  • Public Holidays

  • Sick Leave

  • Maternity Leave

  • Paternity Leave

  • Overtime Pay

  • Notice Period

  • Severance Pay

  • 13th month pay

  • Social Security Benefits

Payroll In Argentina

Tax Returns

There are a few key things to know about filing taxes in Argentina. First, there are no extensions allowed for filing tax returns. This means that you need to make sure your taxes are filed on time, or you could face penalties. Second, both national and foreign employees must file an income and personal assets tax return if their gross compensation exceeds ARS1,500,000 per year.

In Argentina, individual taxpayers are required to file a tax return each year by June 30. Because the tax year for individual taxpayers is the calendar year, tax returns must be filed between 11 June and 13 June (depending on the taxpayer’s registration number) of the following year unless the taxpayer’s only income is from employee compensation.

Self-employed Tax Filings

Argentina treats you as self-employed if you have non-wage income, including self-employment. If you have a business or profession (or if you are retired or have investments), you must pay taxes on your net earnings. You must register with the tax bureau before starting your enterprise. You must make advance tax payments bi-monthly from August to April, based on the previous year's tax.

Taxes for Residents and Nonresidents

The withholding system for payments to resident individuals ensures that taxes are paid in a timely manner. The system also respects the taxpayers' right to advance notice of their taxes and informs them of their tax obligations. Any withholding made by the employer is treated as an advance payment. Advance payments are also required for purposes of the personal assets tax.

Nonresidents subject to the 35% withholding tax are not required to file tax returns as long as they do not have any other income subject to Argentine tax. If a nonresident has income from an Argentine source, he or she must declare that income along with their worldwide income.

Global Expansion’s EOR and international PEO solution can help you run payroll in Argentina with ease. In just a few clicks, your employees will be onboarded and enrolled into our payroll system. Additionally, we can invoice for clients locally, meaning we can enroll any new hire quickly and efficiently, whether they're an expatriate or a local national.

Payroll Accrual in Argentina

Country Accruals Additional Information

10.77

Pension

1.59

INSSJP

0.95

Fondo N.E

5

Familiar Salary

1.2

Ansal

4.8

Social Insurance

1.48

ART (Work Risk Insurer)

0.011

SVO (Mandatory Life Insurance)

8.33

Christmas Bonus

3.89

Vacations

0.78

Vacation Plus

0.39

Christmas Bonus over Vacations

8.33

Severance per year of service

16.45

FEE STT ARG

1.5

BANK DEBIT AND CREDIT TAX

5

IDES (taxes)

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Payroll Accruals Additional information

Annual Leave

Vector 75

Maternity Leave

Vector 75

Paternity Leave

Vector 75

Sick Leave

Vector 75

Overtime

Vector 75

Severance

Vector 75

13th Month Pay

Vector 75

Social Security Contribution

Vector 75

Accrued Benefits in Argentina

Christmas Bonus % Christmas bonus equivalent to half as month's salary is paid in December (4.16% of annual salary)
Christmas Bonus Over Vacations % 0%
Severance per Year%

Employees are entitled to one months pay for employment period exceeding 3 months (8.33% of annual salary)

 

Vacations %

 

The minimum and continued period of paid annual vacations employees are entitled to are:

  • 14 calendar days when seniority does not exceed five years (2.74% of annual salary)
  • 21 calendar days when seniority is between five and 10 years (5.75% of annual salary)
  • 28 calendar days when seniority is between 10 and 20 years (7.67% of annual salary)
  • 35 days when seniority exceeds 20 years (9.58% of annual salary)
Notice % Employees are entitled to 30 days of notice period for one year of service or more (8.24%)

Christmas Bonus Over Notifications % 0%
Vacations Plus % An additional bonus equivalent to half a month's salary is paid in June (4.16% of annual salary)

Total percentage of Salary (yearly)

The total employment accruals as a percentage of salary per annum are equal to 31.88%

Why use Global Expansion to hire in Argentina

Establishing a branch office or subsidiary in Argentina can be time-consuming, expensive and complex. With such a robust labor market in place, one must pay great attention to detail when structuring employment because Argentine labor laws are complex.

The company also has a responsibility to comply with specific employment practices dictated by Argentine law to maintain its good standing as an equal opportunity employer.

Global Expansion makes it easy for you to expand into Argentina. We'll help you hire your candidate of choice, handle HR matters and payroll, and ensure that you comply with local laws without the burden of setting up a foreign branch office or subsidiary. In addition, you'll have complete control and direction over your employees.

We enable you to stay in control of everything. Our Argentine Global Professional Employer Organization (PEO) and Employer of Record (EOR) solution provides you with peace of mind to focus on running your company and the security to enter new markets.

If you would like to discuss how Global Expansion could help your business hire employees in Argentina, don't hesitate to contact us with the form available on our website.

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