Hire in Argentina

Typical time to hire

2-3 weeks for contractor, 4-6 weeks for full-time

Entity requirement

Argentine entity (SA or SRL) required for direct employment.

EOR available

Yes — from $399/employee/month through a Corpshore entity

Contractor of record

Yes — from $39/worker/month

Standard workweek

48 hours (8 hours/day, 6 days) or 45 hours in practice

Maximum weekly hours

48 hours

Minimum annual leave

14 days (up to 5 years tenure), rising to 35 days (20+ years)

Public holidays

15 per year

Maternity leave

90 days (45 before, 45 after), fully paid through social security

Paternity leave

2 days (statutory); collective agreements often extend to 10-15 days

Notice period

15 days during probation, 1 month (under 5 years), 2 months (5+ years)

Severance

1 month salary per year of service (or fraction over 3 months). Double severance periodically mandated by emergency decree.

Probation

3 months (extendable to 6 months by collective agreement)

Overtime rules

50% premium on weekdays, 100% on Saturdays after 1pm, Sundays and holidays

Income tax range

5% to 35%

Corporate tax

25% (net income up to ARS 50M) to 35%

Social contributions

Employer: ~24% (jubilacion, obra social, asignaciones). Employee: ~17%.

VAT / GST

21% (standard); 10.5% reduced; 27% on utilities

Tax year

Calendar year (Jan-Dec)

Treaty network

~20 tax treaties; limited compared to peers

Worker classification

Strong employment presumption under Ley de Contrato de Trabajo (LCT). Monotributo regime exists for genuine independent contractors but is scrutinised. Penalties for fraud include criminal liability.

Data protection

Ley 25.326 (Personal Data Protection Act, 2000). Argentina is one of the few Latin American countries with EU adequacy status for data transfers.

Right to work

DNI (national identity document) required. Foreign workers need a residence permit (temporary or permanent) with work authorisation.

Non-compete

Not specifically regulated. Courts assess enforceability based on reasonableness, duration, geographic scope, and whether compensation is offered.

Collective bargaining

Mandatory sector-level collective agreements (CCT) cover most formal workers. Union density is high (~40%). The CGT is the dominant labour confederation.

Currency controls (cepo cambiario) make international transfers complex. The official vs. parallel exchange rate gap has historically been significant. Wise operates but rates reflect the official channel.

• Aguinaldo (13th salary) paid in two installments (June and December)
• Currency controls create complexity for USD-denominated compensation
• Double severance has been periodically imposed by emergency decree since 2019
• Strong tech talent pool, especially in Buenos Aires, at competitive rates relative to skills