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Argentina is a key talent market in South America, known for its educated workforce, high literacy rate, and strong professional culture. With competitive labour costs and a growing tech sector, the country presents a valuable opportunity for companies looking to expand or hire remotely across Latin America.
Argentina is a dynamic market in Latin America with an established workforce, especially in urban hubs like Buenos Aires and Córdoba. However, hiring in Argentina comes with local legal requirements, social security contributions, and tax obligations that employers must navigate carefully.
Get all the details on local regulations, minimum wage, employee entitlements, and social contributions in our full hiring guide.
Employment contracts in Argentina must be in writing and in line with the country’s Labour Law (Ley de Contrato de Trabajo). Contracts can be indefinite, fixed-term, or temporary and must include salary, working hours, benefits, and responsibilities.
Notice periods: 15 days - 2 months, depending on the service period.
Termination of employment: Requires severance payments unless termination is for just cause.
Want to learn more about employment contracts in Argentina? Get our full template now!
Employers in Argentina are legally required to provide certain employee benefits, and many businesses also offer additional perks to remain competitive.
Mandatory benefits: Social security contributions (pension, health insurance, unemployment insurance), paid vacation, work-risk Insurance (ART).
Common perks: Meal cards, transport reimbursements, family allowances, end-of-year bonuses (Aguinaldo)
Leave policies: Annual leave, sick leave, maternity leave, paternity leave, bereavement leave, marriage leave, study leave.
Want to learn more about all the employee benefits available in Argentina?
VAT: 21%
Want to find out more about Argentina’s tax allowances and similar tax regulations? Click here to read more now!
Payroll in Argentina must comply with labour laws and be processed in the local currency. Employers must ensure timely payment and adhere to all statutory contributions.
Salary payment deadline: Within four working days of the month-end
Taxes and contributions payment deadline:
Payroll declarations deadline: Submit income tax returns by June 2025 (RG 5648/2025)
Payroll currency: Argentine Peso (ARS)
Want to learn more about Argentina’s regulations about payroll, salaries, and contributions? Click here to read more now!
Employment in Argentina is governed by the national Labour Law and various collective bargaining agreements (CBAs), depending on the sector.
Total employment cost:
Minimum wage: ARS 308,200 per month
Probation period: Up to 3 months
Want to learn more about Argentina’s regulations about employment types, employer obligations, and work conditions? Click here to read more now!
Using EOR services in Argentina allows you to legally employ individuals in the country without opening legal entities there. The EOR takes over all the legal responsibilities as an official employer, including:
Using PEO services in Argentina provides HR and administrative support, while you remain the legal employer. PEO services are ideal for employers who already have legal entities in Argentina but need support to manage their workforce operations, including:
Native Teams provides a payroll calculator adjusted per Argentina’s labour laws. Estimate gross-to-net salaries, tax withholdings, and employer costs in Argentina with our localised calculator. Designed to meet all payroll and compliance requirements.
Note: The information provided above is for general guidance only and should not be considered a substitute for legal advice. We strongly recommend consulting with qualified professionals who specialise in local labour laws before making any hiring decisions. While the data was accurate at the time of writing, labour regulations are subject to change, and it is your responsibility to stay informed about the latest developments.
Last update: July 30, 2025
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Freelancers or gig workers are typically registered as independent contractors and manage their own taxes. As a client, you aren’t responsible for tax withholdings but must ensure the relationship doesn’t mimic full-time employment.
When working with freelancers or gig workers, it’s also essential to have a clear contract that outlines the scope of services, duties, payment terms, and other key details.
