Employment route review
Assess the proposed role, work location, legal employer, applicable collective agreement and suitability of the employment arrangement.
Employer of Record in Argentina
EOR in Argentina: hire employees without your own local entity
Ready to build your team in Argentina? TXM Solutions helps international employers assess an Employer of Record arrangement for local employment, payroll, benefits and HR administration. You manage the employee’s daily work while the confirmed Argentine legal employer handles its employer obligations.
Discuss your Argentina hiring plan →The short answer
What is an Employer of Record in Argentina?
An Employer of Record (EOR) in Argentina
is an arrangement where an appropriate employing organisation
formally employs a worker while another business directs their
day-to-day duties. The agreed service can cover contracts,
payroll, statutory benefits and employment administration.
For a suitable role, this can allow a foreign company to hire in Argentina without establishing its own Argentine subsidiary. Confirm the employing organisation, registration and responsibilities before agreeing a start date.
An EOR may suit your first local hire, a remote professional or a smaller team. Explore our Employer of Record services for your wider international hiring plans or UAE EOR.
Start with your hiring plan
When can an Argentina EOR arrangement help?
- Hiring a professional who already lives and has permission to work in Argentina.
- Building a sales, technology or customer support team.
- Assessing local opportunities before establishing a subsidiary.
- Retaining an employee relocating to Argentina, subject to employment and immigration review.
Share the employee’s city, duties and proposed terms. A role in Buenos Aires, Córdoba, Rosario or another location should be assessed against the actual work and employing structure. If you already have an Argentine employer entity, payroll or HR support may be more suitable.
Local employment support
What TXM Solutions’ Argentina EOR support can cover
Contracts and onboarding
Coordinate locally reviewed employment terms and onboarding documents through the confirmed Argentine employer.
Payroll and payslips
Coordinate salary processing, payroll inputs, payslips and applicable income tax deductions under the agreed service scope.
Registration and contributions
Coordinate employee registration and applicable social security, health coverage and employer contributions through the local employer.
Leave and aguinaldo
Account for paid leave, public holidays, required benefits and the supplementary annual salary known as aguinaldo.
Ongoing HR administration
Support payroll changes, employee questions, records and locally reviewed offboarding. Confirm the exact scope before onboarding.
From hiring brief to first payslip
How to hire employees in Argentina through an EOR
1. Share the role
Provide the employee’s location, duties, headcount, proposed gross salary, currency, working hours, work rights and target start date.
2. Confirm the local route
Review service availability, employing organisation, registration, collective agreement coverage and any immigration requirements.
3. Approve the budget
Review an itemised estimate covering salary, aguinaldo, applicable employer costs, benefits and the EOR fee.
4. Onboard and manage
The confirmed legal employer coordinates documentation and payroll. Your business directs daily duties, objectives and performance.
Argentine employment essentials
What should employers check before hiring in Argentina?
Contracts and collective agreements
Review contract type, duties, applicable collective agreement, salary classification, working hours and current pay scales. A fixed-term proposal needs a suitable legal basis.
Working hours
The general statutory baseline is eight hours a day or 48 a week, with exceptions and shorter agreed schedules. Check overtime, rest periods and any permitted hours-compensation arrangement for the role.
Aguinaldo: supplementary salary
Employees covered by the general employment regime receive SAC in June and December. Each instalment is generally based on half the highest monthly remuneration in the relevant half-year, with proportional calculations where applicable.
Payroll registration
The legal employer must register the employment relationship with ARCA under the applicable procedure. Collect the employee’s CUIL, identity, bank and payroll information before onboarding.
Social contributions and insurance
Budget for applicable employer contributions, health coverage and occupational-risk protection through an ART insurer or authorised self-insurance. Confirm the requirements and costs for the actual employer and role.
Salary and currency planning
Confirm the salary currency, payment method, invoice currency and any conversion terms. Define how mandatory pay-scale changes and agreed salary reviews will be reflected in payroll and invoices.
Plan leave accurately
How much annual leave do employees receive in Argentina?
| Years of service | General paid annual leave entitlement |
|---|---|
| Up to 5 years | 14 calendar days |
| More than 5, up to 10 years | 21 calendar days |
| More than 10, up to 20 years | 28 calendar days |
| More than 20 years | 35 calendar days |
These are general minimums under the Employment Contract Law, subject to qualifying service requirements. A collective agreement or contract may provide more favourable terms. Check proportional entitlement for a partial year and the current rules on scheduling and splitting leave.
Confirm the legal structure
Is EOR in Argentina legal?
Employment through another organisation must comply with Argentine employment and registration rules. Under the current general intermediation framework, the organisation registering the relationship is treated as the employer, while the user company can retain joint liability for specified obligations during the assignment.
Temporary staffing and other arrangements may involve additional requirements. TXM Solutions reviews the proposed structure and service availability before confirming the route.
Choose a suitable structure
EOR in Argentina vs setting up your own entity
| Decision factor | EOR arrangement | Your own local entity |
|---|---|---|
| Legal employer | Confirmed Argentine employing organisation | Your Argentine employing entity |
| Your own subsidiary | Generally unnecessary for a suitable EOR hire | Establish and maintain your entity |
| Employment administration | Coordinated through the agreed EOR service | Managed by your team and local providers |
| Typical fit | First hires, smaller teams or assessing a market | Broader, sustained local operations |
| Cost structure | Employment costs plus EOR fees | Entity administration plus employment costs |
Compare the full cost, scope and responsibilities for your business. An EOR arrangement does not automatically resolve permanent establishment or corporate tax questions.
Build the complete budget
How much does an EOR in Argentina cost?
Budget beyond the monthly EOR fee. A tailored estimate should include:
- Gross salary and applicable allowances.
- Accrued aguinaldo and leave-related costs.
- Employer contributions, health coverage and occupational-risk insurance.
- Agreed benefits, equipment and expenses.
- The EOR fee, any deposits and clearly identified additional charges.
- Currency conversion terms and any separate immigration costs.
Costs depend on the actual role, employer, remuneration and agreement. TXM Solutions prepares a role-specific estimate after reviewing your requirements and confirming the available employing route.
Request an Argentina EOR quote →What to include in your enquiry
- Employee’s Argentine city and work location
- Job duties, industry and proposed title
- Headcount, gross salary and preferred currency
- Working hours and intended benefits
- Nationality and current work rights
- Target start date and proposed duration
One point of contact
Why discuss Argentina EOR hiring with TXM Solutions?
TXM Solutions gives international employers one point of contact to assess the available hiring route, understand the service scope and coordinate a tailored employment proposal. You receive a clear view of the proposed legal employer and next steps before onboarding moves ahead.
Frequently asked questions
EOR in Argentina FAQs
Can I hire in Argentina without opening a local entity?
A suitable EOR arrangement may let a confirmed Argentine employer employ the worker while your company directs daily work. The route depends on the role, activities, registration and employing structure.
Who is the employee’s legal employer?
The confirmed employing organisation named in the documentation and responsible for registration is the employer under the agreed structure. The client may retain obligations under Argentine law.
Does an Argentina EOR handle payroll and taxes?
The service can include salary processing, payslips, applicable withholding, contributions and benefits through the legal employer. Check the exact scope in the service agreement.
What is aguinaldo in Argentina?
Aguinaldo is the supplementary annual salary, also called SAC. It must be included in the employment budget alongside ordinary salary; the payroll calculation depends on the employee’s earnings and service.
How is annual leave calculated?
The general entitlement increases with years of service and is measured in calendar days. Qualifying service, proportional entitlement and more favourable agreement terms must be checked.
Can I hire a remote employee in Argentina?
Potentially, subject to the employing structure and work rights. Review remote-work terms, equipment, working hours, workplace responsibilities and any cross-border implications.
Can an EOR arrange a work visa for Argentina?
Immigration eligibility requires separate review of the nationality, role and employing organisation. The EOR agreement itself does not grant residence or permission to work.
How long does onboarding take?
Timing depends on the employment structure, required documents, contract review, registration, payroll cut-off and any immigration approvals. TXM Solutions confirms an achievable start date after assessment.
Can I use a contractor agreement instead?
Only if the actual relationship qualifies as independent contracting under the applicable rules. Assess duties, control and working arrangements before choosing a contract.
What happens when employment ends?
Review the applicable termination grounds, notice, final settlement, accrued entitlements and any severance obligations before acting. The requirements depend on the individual circumstances and current rules.
Information reviewed October 2026. This page covers general employment considerations; confirm the current rules and proposed structure for each hire.
Build your team in Argentina
Tell us who you need to hire
Share the role, Argentine work location, proposed salary and target start date. TXM Solutions will review the available EOR route and prepare a tailored hiring proposal.
Official references: Employment Contract Law · ARCA employer registration · Occupational-risk insurance · Worker residence requirements