Employment contracts Argentina

What should an employment contract in Argentina include?

The following are the most crucial elements of every employment contract in Argentina:

• Personal information, including both parties’ names, contact details, and addresses.
• Job position and description of the responsibilities, rights and duties. 
• Payschedule, including salaries, wages and benefits entitlements.
• The hours and days when the employee is expected to work.
• Non-disclosure and confidentiality procedures.
• Termination of employment policies.

Both parties to the contract must read, comprehend, and agree to the employment terms before providing signatures. 

What types of employment contracts exist in Argentina?

The following is a list of the most common types of employment contracts in Argentina:

1. Employee contracts

Employee contracts in Argentina are divided into two categories:

• Open-ended employment contracts: Open-ended employment contracts are used to regulate employment that doesn’t have a fixed end and start date. As these contracts are indefinite, they provide job stability and security for the employee. Open-ended contracts can be terminated by following the defined notice period.
• Fixed-term employment contracts: Fixed-term contracts feature fixed start and end dates and are used to cover temporary or seasonal employment. Fixed-term employment contracts in Argentina can’t be longer than 5 years and can’t impose a probationary period.

2. Intermittent employment contracts

Intermittent contracts are typically used for work that is not continuous but is carried out in short periods. Intermittent contracts offer a high degree of flexibility, employee remuneration proportional to the amount of work performed, and can be renewed based on a mutual agreement between the parties. 

3. Service employment contracts

Companies use service employment contracts to hire freelancers or independent contractors for the completion of specific tasks. These contracts don’t classify the individual as a regular employee, but they provide their service for a certain fee agreed upon within the contract. Therefore, employers are not responsible for submitting any taxes or benefits on behalf of the individual.

How to hire employees in Argentina? 

Employers who want to hire in Argentina must be familiar with and adhere to the local labour laws regarding minimum wages, bonuses, working hours, termination policies, and other important requirements.

Besides understanding local employment laws, employers are also required to have a legal establishment, a tax identification number, and a local bank account before they can hire any individual from Argentina.

To streamline the process of hiring employees in Argentina, businesses can use the expertise of global expansion companies like Native Teams. By choosing our Employer of record solutions, you can rest assured that your payroll, taxes, and HR administration are handled in full compliance, and keep focusing on your business’s success.