PEO/Employer Of record in Argentina

Hire staff in Argentina while we manage all employment and HR operations. No local company needed! 

PEO/Employer of Record in Argentina - Hire Employees Compliantly

We are a Professional Employer Organization (PEO) that provides Employer of Record services in Argentina, also known as “employment solutions” or “PEO solutions”.

Many companies opt to outsource their employment to minimize costs and legal risk when expanding their business operations in Argentina.

We can help foreign companies navigate through Argentinian employment laws and requirements, saving you time so you can focus on core business activities.

While all employment, HR, administrative and legal matters are outsourced to us, you are able to have a physical presence in Argentina without the need to set-up a legal entity.

Entity Not Required

Foreign clients do not need to register a legal entity in Argentina when using PEO services.

100% compliant

We strictly follow official compliance guidelines to ensure a safe legal environment for all clients.

Fast Market Entry

We will help you to hire and onboard employees within one week.

Complete PEO package for efficient and compliant employment

On-board staff in Argentina without any risks

Employment and payroll regulations in Argentina

Table of Contents

Employment contracts

In most cases, an employment contract is regarded to be concluded for an indefinite amount of time. Fixed-term employment contracts are authorized, but only if they are in writing and for a period of no more than five years. It is also allowed to enter into employment contracts using modalities such as part-time work and apprenticeship.

Working hours

Working time is limited to eight hours per day and 48 hours per week. The standard working week, on the other hand, does not exceed 44 hours for daily work, 42 hours for night work, and 36 hours for labor in hazardous or unhealthy situations.

Annual leave

Workers who have worked for the same employer for at least six months over a twelve-month period are eligible for paid leave. It lasts 14 calendar days if the employee has less than 5 years of service, 21 calendar days if the employee has 5 to 10 years of service, 28 calendar days if the employee has 10 to 20 years of service, and 35 calendar days if the employee has 20 years or more of service.

Maternity leave

Between 45 days before and 45 days after childbirth, it is forbidden to recruit women workers. Pre-birth leave may be decreased to thirty days at the request of the employee, with post-birth leave being extended to 60 days. The female worker is eligible for monetary payments paid out of Social Security funds while on maternity leave. A woman worker is entitled to two thirty-minute breaks every day to breastfeed her child. This benefit is valid for one year following the birth of the child, although it can be extended with the submission of a medical certificate.

Sick leave

If a worker’s length of service is less than 5 years, he or she has the right to full-pay sick leave for up to three months every year, and for up to six months if his or her length of service is greater than 5 years.

Public holidays

Most public holidays are fixed in Argentina:

  • January 1: New Year’s Day
  • February/March: Carnival – the Monday and Tuesday before Ash Wednesday
  • April 2: Malvinas War Veterans Day
  • Thursday before Easter (‘Jueves Santo’)
  • Good Friday (‘Viernes Santo’)
  • May 1: Labour Day
  • May 25: Revolution Day
  • June 17: General Martín Manuel de Güemes Memorial Day
  • June 20: General Belgrano Memorial Day (sometimes known as Flag Day, celebrating the creation of Argentina’s national flag)
  • July 9: Independence Day
  • December 8: Day of the Immaculate Conception
  • December 25: Christmas Day

Probation period

The first three months of an employment contract are regarded a probation period, during which any party may terminate the contract at any time, providing the contract has been legally registered with the competent labor authorities. The probation term is six months in small businesses (i.e., businesses with fewer than 40 employees and whose billing does not exceed a set limit), and it can be extended by collective bargaining up to twelve months in the case of skilled workers.

Termination and severance pay

A contract of employment may be terminated in the following conditions, other than on the employer’s initiative:

  • unilaterally by the worker;
  • by mutual agreement of the parties;
  • on the death of the worker or the employer when it causes the employer’s activities to cease;
  • on the expiration of the agreed term, on the employer’s insolvency or liquidation, and on the worker’s retirement.

Also, with a valid justification for such termination, such as the worker’s behaviour, or on economic grounds due to a lack or scarcity of work, or force majeure, the employer may unilaterally end the employment contract. In reality, he/she has the right to terminate the employment contract for any reason, or for no reason at all, as long as he/she gives notice and makes a severance payment.

If the employer fails to fulfill his or her contractual responsibilities, a worker may terminate the employment relationship through constructive dismissal. In this case, the employee is entitled to a payment in place of notice as well as an indemnification equal to that paid by the employer in the event of dismissal without cause.

If the employer fails to register the employment relationship, the amount of severance pay and compensation in lieu of notice is paid at twice the base rate (i.e. a 50% increase) under Law 25323 (Official Bulletin of 11 October 2000).

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