How to hire effectively in a remote-first world.
Before hiring employees in Argentina, there are a few important things you’ll need to know. Firstly, the amount of paid vacation an employee receives in Argentina depends on their seniority, and vacations must be granted between the 1st of October and the 30th of April.
In Argentina, an employer can expect to contribute 25.53% on top of an employee’s salary to social security. This includes contributions for retirement, PAMI, social work, the national employment fund, and mandatory life insurance.
We know this might sound overwhelming—but it doesn’t have to be. A solution like Oyster eliminates the barriers for you. With Oyster, you can automate compliance across 180+ countries, easily managing HR and payroll—all in one, easy-to-use platform.
Get an overview of what you need to know when hiring in Argentina below.
The 13th salary is payable in two installments, one before the 30th of June and the other before the 18th of December.
Employees in Argentina typically work eight hours daily and 48 hours per week.
Overtime hours should not exceed three hours per day, 30 hours per month, or 200 hours per year. Employees receive an additional 50% pay for overtime work and an additional 100% pay for holidays or work performed after 1pm on Saturdays and Sundays.
The probationary period in Argentina is three months.
The notice period in Argentina depends on the length of employment. The breakdown is as follows:
Non-compete agreements in Argentina must be limited in scope and in time. They can not exceed a maximum of two years in duration (save for exceptional cases) and must include compensation for the employee, at the rate of at least 50% of their monthly salary.
01 Jan
20 Jun
28 Feb
09 Jul
01 Mar
16 Aug
24 Mar
07 Oct
02 Apr
10 Oct
15 Apr
21 Nov
01 May
08 Dec
25 May
09 Dec
25 May
25 Dec
01 Jan
28 Feb
01 Mar
24 Mar
02 Apr
15 Apr
01 May
25 May
25 May
20 Jun
09 Jul
16 Aug
07 Oct
10 Oct
21 Nov
The amount of paid vacation an employee receives in Argentina depends on their seniority. The breakdown is as follows:
Vacations must be granted between the 1st of October and the 30th of April.
Employees with less than five years of continuous service are entitled to three months of paid sick leave per year. Those with over five years of service receive six months of paid sick leave. The amount of sick leave is doubled for employees with dependents.
Employees in Argentina are entitled to 90 days' maternity leave, which can be split into 45 days before birth and 45 days post-birth. Employees may also choose to take 30 days' leave before giving birth and 60 days' leave afterwards. This is paid by the social security system as a family allowance. Unpaid leave between three and six months can also be requested.
Employees are also entitled to two days of paid paternity leave.
An employer can expect to contribute 25.53% on top of an employee’s salary to social security. This includes retirement, PAMI, social work, the national employment fund, and mandatory life insurance.
Employees in Argentina are taxed from 0% to 35% depending on their income bracket. Social security contributions total 17%.
Employers in Argentina can terminate employment at any time without a justified case, subject to payment of severance compensation provided by labour laws. Termination of employment with justified cause does not entail payment of severance compensation.
Terminated employees are entitled to mandatory severance pay equivalent to one month's pay for each year of employment (up to three years), plus any required notice period, remaining days within the calendar month, unused vacation and proportion of the 13th month salary accrued over the year.
Setting up a business entity everywhere you want to hire a new employee isn’t scalable—it takes too long and the legal fees are high. At the same time, understanding and adhering to the local labor laws and employee expectations can be complex and time consuming. And it’s hard to find reliable information on up-to-date employment information for all the countries where you’re considering hiring. Not to mention tracking down invoices and managing employee contracts over email and spreadsheets—that gets messy fast.
We can’t afford to take risks when it comes to compliance—we need to make sure we follow the local guidelines, especially when it comes to taxes and legalities.
With Oyster, you can manage HR and payroll, and automate compliance across 180+ countries—all in one, easy-to-use platform.
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