Hiring Employees in Argentina: A Simple Guide for Foreign Companies
Author: Wide LATAM
Sep 01, 2026 | 4 min read
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Hiring employees in Argentina gives foreign companies access to a large pool of technology, software, AI, fintech, and data talent. The country also offers strong time-zone alignment with U.S. teams and a well-established nearshore market.
At the same time, Argentina has a complex employment framework. Companies need to consider the Labor Contract Law (LCT), Collective Bargaining Agreements (CCTs), payroll contributions, statutory benefits, and termination requirements.
This guide explains how hiring in Argentina works and what foreign companies should know before building a local team.
Can foreign companies hire employees in Argentina?
Yes. Foreign companies can hire employees in Argentina without establishing their own local entity by using an Employer of Record (EOR).
The EOR becomes the legal employer and manages employment contracts, ARCA registration, payroll, social security, ART, Obra Social, CCT compliance, and terminations. The foreign company continues to manage the employee’s day-to-day work.
For companies that want to start hiring quickly, the guide estimates an EOR onboarding timeline of 5 business days.
Argentina employment basics: what you need to know
Argentina’s Labor Contract Law (LCT) establishes the main framework for formal employment. Sector-specific Collective Bargaining Agreements (CCTs) can add requirements above the legal minimums and must be identified before making an offer.
Key points include:
- Standard working hours are up to 8 hours per day and 48 hours per week
- Overtime generally carries a 50% surcharge on regular working days and 100% on Sundays and public holidays
- Paid vacation ranges from 14 to 35 calendar days depending on seniority
- The Aguinaldo, or 13th salary, is paid in two installments each year
- Employers must provide Obra Social and ART coverage
- Severance generally applies at one month’s salary per year of service, subject to the applicable rules.
What does employment cost in Argentina?
Salary is only part of the total employment cost.
The guide estimates total employer costs at approximately 40% to 55% above gross salary, depending on the employee’s role, sector, seniority, and applicable CCT. Social security, ART, Aguinaldo, vacation, and CCT-mandated benefits all contribute to the final cost.
Argentina also has frequent salary adjustments through CCT negotiations, so compensation should be reviewed regularly when planning a local workforce.
What about vacations and benefits?
Vacation entitlement depends on seniority and is calculated in calendar days:
- Less than 5 years: 14 days
- 5 to 10 years: 21 days
- 10 to 20 years: 28 days
- More than 20 years: 35 days
Employees are also entitled to statutory leave, including maternity, paternity, sick, bereavement, marriage, and moving leave.
Why Companies choose EOR to hire in Argentina?
Many international companies choose the EOR model because it offers:
- Faster hiring without establishing a local entity
- Local management of payroll and employment requirements
- Support with labor law and Collective Bargaining Agreement compliance
- Management of statutory benefits and employer contributions
- Flexibility to build and scale teams in Argentina
Final Thoughts
Argentina offers international companies access to a deep and diverse talent pool, particularly in technology, engineering, software, and other specialized fields.
For companies considering Argentina as part of their regional growth strategy, understanding the local employment framework is an important first step. With the right approach to hiring and workforce planning, businesses can take advantage of the country’s talent market while building a strong foundation for long-term growth.
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