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Expand Your Employer of Record Services In Argentina
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Argentina At a Glance
Argentina At a Glance
Argentina At a Glance
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Country Information
Easily navigate Argentina Employment Landscape
Easily navigate Argentina Employment Landscape
Easily navigate Argentina Employment Landscape
Everything you need to know about working in Argentina, explained in one place. Explore practical insights on employment laws, visa and work authorization processes, employee protections, payroll, and taxation, presented clearly and accurately. Our resources are designed to help you move forward with confidence and build your career in Argentina with clarity and peace of mind.
Weekly Working Hours
National Holidays
Leave
Types of Employment
Employment Costs
IC Class Factors
Labor Leasing
Minimum Wage
Medical Benefits
Probationary Periods
Termination Notice
Severance
Understanding Weekly Working Hours in Argentina
Explore Work hours Employee rights in Argentina
Explore Work hours Employee rights in Argentina
Explore Work hours Employee rights in Argentina
In Argentina, working hours are regulated to protect employees and promote fair labor practices. The legal limit is 8 hours per day and up to 48 hours per week. Any time worked beyond these limits is classified as overtime and must be compensated at higher rates.
Overtime worked on regular weekdays is typically paid at a minimum of 50% above the normal hourly wage, while hours worked on Sundays, public holidays, or after Saturday afternoon are compensated at 100% (double pay). To prevent excessive workloads, Argentine labor law also places strict limits on overtime, generally restricting it to no more than 3 extra hours per day, 30 hours per month, and 200 hours per year, unless special authorization applies.
These regulations, often enhanced further by collective labor agreements, are designed to ensure fair compensation, employee well-being, and a healthy work–life balance across Argentina’s employment landscape.
Public Holidays and Employee Leave in Argentina
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
In Argentina, employees are entitled to paid time off on national public holidays, allowing them to rest and take part in cultural celebrations. Labor law also guarantees paid annual leave, sick leave, maternity leave, and paternity leave, with vacation entitlements increasing based on length of service. In addition, special paid leave is available for events such as marriage, bereavement, or exams. These provisions support employee well-being and a balanced work–life structure across Argentina’s workforce.
Understanding Employment Contracts in Argentina
Explore Employment Contracts & Costs in Argentina
Explore Employment Contracts & Costs in Argentina
Explore Employment Contracts & Costs in Argentina
In Argentina, employment relationships are governed by comprehensive labor laws that define employee rights and employer responsibilities. While an indefinite-term employment relationship is the legal default, employers must properly register workers with tax and social security authorities and maintain accurate employment records. Written contracts are commonly used—especially for fixed-term, part-time, or specialized roles—to clearly outline job duties, compensation, benefits, and workplace policies.
Types Of Employment
The Argentine labor framework supports several types of employment arrangements, including permanent employees, fixed-term hires, seasonal or temporary workers, and independent contractors, each subject to specific legal conditions. Employers must ensure the correct classification of workers to remain compliant and avoid penalties.
Beyond salaries, businesses are responsible for mandatory employer contributions that fund pensions, healthcare, family benefits, and occupational risk insurance. These contributions generally add around 25% or more to gross wages, with the overall employment cost potentially reaching 50% above net pay, depending on the company structure and applicable incentives.
Understanding these obligations is essential for companies hiring in Argentina, helping them stay compliant while building a legally sound and sustainable workforce.
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ICC classifications, labor leasing, and wage rules in Argentina
Labor Regulations & Independent Contractor Classification in Argentina
Labor Regulations & Independent Contractor Classification in Argentina
Labor Regulations & Independent Contractor Classification in Argentina
In Argentina, the distinction between an independent contractor (freelancer) and a service agreement is primarily based on the level of autonomy and subordination. Independent contractors operate with full professional independence: they control their own schedules, methods of work, tools, and may delegate tasks or appoint substitutes. They are not subject to employer supervision and do not fall under labor law protections.
Labor Leasing
In Argentina, supplying workers to perform duties at a third-party company through temporary staffing or labor intermediation is strictly regulated. Only authorized temporary employment agencies (Empresas de Servicios Eventuales) may legally provide workers to client companies. These agencies must be registered and licensed with the Ministry of Labor, and both the agency and the end user may share liability for labor obligations if regulations are breached.
Minimum Wage Requirements
Unlike countries that rely solely on collective bargaining, Argentina enforces a statutory national minimum wage, known as the Salario Mínimo, Vital y Móvil (SMVM). This minimum wage is set and periodically updated by the National Council for Employment, Productivity, and the Minimum Wage. Employers must comply with the SMVM regardless of sector, while collective bargaining agreements may establish higher minimum salaries based on industry, role, or seniority.
How pay and health coverage apply during employee illness in Argentina
Medical Benefits in Argentina
Medical Benefits in Argentina
Medical Benefits in Argentina
In Argentina, employee health protection is a core part of labor law, ensuring income security during periods of illness. When an employee is unable to work due to a non-work-related illness or injury, the employer is legally required to continue paying the employee’s full salary for a defined period, based on length of service.
Employees with up to five years of service are generally entitled to three months of paid sick leave per year, while those with more than five years may receive up to six months of paid sick leave. These entitlements can be extended if the employee has dependent family members, providing additional protection where needed.
For work-related accidents or occupational illnesses, compensation and medical care are managed through Argentina’s mandatory workplace risk insurance (ART) system, which assumes responsibility after the initial employer-paid period.
Once paid sick leave is exhausted, employers must typically preserve the employee’s position for up to 12 months without pay, safeguarding job continuity during recovery. These regulations reflect Argentina’s commitment to employee welfare, income stability, and legal compliance within its employment framework.
Key rules governing probation duration and employer notice requirements.
Probationary Periods & Termination Notice in Argentina
Probationary Periods & Termination Notice in Argentina
Probationary Periods & Termination Notice in Argentina
Probation Period in Argentina
In Argentina, new employees are subject to a legally defined trial (probation) period of up to 3 months. This applies to both blue-collar and white-collar workers and allows employers to assess suitability for the role.
During the probation period, either party may terminate the employment without severance pay.
However, the employer must give 15 days’ notice (or pay salary in lieu of notice).
Collective bargaining agreements may shorten the probation period but cannot extend it beyond 3 months.
Termination Notice Periods After Probation
Once the probation period ends, statutory notice requirements apply based on the employee’s length of service:
Up to 5 years of service:
Employer must provide 1 month’s notice
More than 5 years of service:
Employer must provide 2 months’ notice
Employee resignation (any tenure):
Employee must provide 15 days’ notice
Collective labor agreements may introduce more favorable notice terms for employees but cannot reduce the minimum protections established by law.
How termination compensation and background screening are regulated under Austrian labor law
Severance Pay & Pre-Hire Checks in Argentina
Severance Pay & Pre-Hire Checks in Argentina
Severance Pay & Pre-Hire Checks in Argentina
In Argentina, severance pay is handled at the time of termination rather than through ongoing employer contributions. When an employee is dismissed without just cause, they are generally entitled to severance equal to one month of salary for each year of service, based on the highest regular monthly wage earned during the final year of employment. Additional payments may include compensation in lieu of notice, accrued vacation, and the proportional 13th-month salary (Aguinaldo). Certain industries, such as construction, follow separate severance schemes under sector-specific rules.
During hiring, Argentine employers may carry out limited background checks, including reviewing publicly available professional or social media information, but only when it is relevant to the role. All such checks must comply with Argentina’s Personal Data Protection Law (Law No. 25,326), ensuring personal data is used lawfully, proportionately, and without discrimination.
