Current Region & Language
Current Region & Language
Current Region & Language
Currency
Argentine Peso (ARS)
Employer Taxes
Employer contributions can be around 28-30% of gross salaries, including social security.
Payroll Frequency
Monthly
Language
Spanish
Date Format
DD/MM/YYYY
Argentina By The Numbers
46 million
Population
ARS 53 trillion
GDP
11
National Holidays
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Weekly Working Hours
National Holidays
Leave
Employees are entitled to various types of leave, including holiday, sick, maternity, paternity, parental, study leave, as well as leave for death and marriage.
Employment Contracts
Employers are required to provide written employment contracts and policies that outline the terms and conditions of employment, including job responsibilities, compensation, benefits, and workplace expectations, in compliance with applicable labor laws.
Types of Employment
Employees, temporary agency workers, and independent contractors are all recognized types of employment.
Employment Costs
There are no specific requirements regarding employment costs.
IC Class Factors
The status of an Independent Contractor (IC) is determined by several factors, including the degree of control exercised by the client, subordination of the individual, exclusivity of the work, the economic risk undertaken by the individual, the integration of the IC into the organization, and whether the IC can subcontract the work.
Labor Leasing
There are no specific requirements regarding labor leasing.
Minimum Wage Requirements
The government sets the general minimum wage requirements normally once per year. Those are also set by Collective Bargaining Agreements.
Medical Benefits
Sick pay due to non-work-related illness or injury depends on the Personnel’s years of employment and shall be paid by the Employer from day 1. Sick pay due to work-related illness or injury shall be paid by the Employer for the first 9 days and invoiced to the Client. From the 10th day onward, Social Security covers sick pay if illness or injury is work related, under specific rules.
Probationary Periods
There is no probation for fixed-term contracts.
Probation for all Personnel under an indefinite-term contract is for up to 6 months for companies with more than 100 workers, 8 months for companies with 6-100 workers and 1 year for companies with 1-5 workers.
Termination Notice
Personnel must be given notice based on their length of employment: 15 days for 1 to 3 months of service, 1 month for less than 5 years, and 2 months for more than 5 years. Fixed-term contracts require a notice period of 1 to 2 months.
Severance
Severance is due in case of termination of an indefinite-term contract without just cause or early termination of fixed-term contracts by the Employer and is equivalent to 1 full month’s salary for each 12-months of service.
Completion of the month indemnification is due when Personnel is terminated without cause by the employer and such termination occurs on a date which does not coincide with the last day of the month. It is equivalent to the Personnel salary due for the days until the last day of the month in which the Personnel is being terminated. It is not applicable to fixed-term contracts or during probation period.
For fixed-term contracts, if terminated prematurely, 100% severance is due regardless of the length of the contract; and if terminated at its term, for contracts exceeding 1 year, 50% severance is due, and for contracts not exceeding 1 year, no severance is due.
Pre-hire Checks
Immigration checks are generally required for expatriates.
Personal information of Personnel, according to Data Protection Law, applicant consent required.
Credit checks, criminal records, drug tests possible only for specific job positions, according to the law. Drug tests are prohibited without consent of the Personnel.
Pregnancy tests prohibited by law, in any case.
Medical checks or health-related tests are recommended before hiring date, covered by the Employer.
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Legal Disclaimer
The information provided on this website is for general informational purposes only and is subject to change without notice. The content on this website is not intended to be a substitute for professional legal advice, diagnosis, or treatment. While we strive to keep the information up to date and accurate, People 2.0 makes no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the website or the information, products, services, or related graphics contained on the website for any purpose. Any reliance you place on such information is therefore strictly at your own risk.
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