Employer of Record (EOR) in Argentina

Argentina’s peso has lost more than 90% of its value against the dollar since 2018, and currency controls (the cepo cambiario) mean your Argentine employees receive salaries in ARS at the official exchange rate while the parallel rate can diverge by double digits.

If you are hiring in Buenos Aires, Cordoba, or Mendoza, your candidates are likely benchmarking their compensation in USD.

Your payroll obligation is in pesos.

That mismatch sits on top of employer social security contributions running 24-27% of gross salary before you add workers’ compensation insurance.
Your Argentine hire costs roughly a quarter to a third more than their base salary before EOR fees.

Then there is the Aguinaldo. Argentina mandates a 13th-month salary paid in two installments: 50% by 30 June and 50% by 18 December, each calculated on the highest monthly salary from the preceding six months.
Miss this in your cost model and you are underpaying from day one.

An EOR with a registered Argentine entity handles these obligations, but you need to understand the numbers before you sign.

Which EOR Providers Are Best for Argentina?

Deel: Fastest onboarding for Argentina, best for multi-hire timelines

Deel is the largest global EOR provider by headcount and covers Argentina through an established local entity. Onboarding typically runs 1-3 business days from contract signing to active payroll, which matters when you are filling multiple roles on a tight timeline.

Pricing is USD 599 per employee per month. Deel handles Argentine payroll in ARS, AFIP social security contributions, income tax withholding across the progressive 5-35% brackets, Aguinaldo calculation and payment, statutory leave tracking, and ART workers’ compensation procurement.

The named limitation: Deel uses a mix of owned entities and local partners across markets. Confirm whether their Argentine entity is wholly owned or partnered before signing, since this affects your compliance chain and who bears liability if AFIP audits find a filing error.

Remote.com: Owned-entity compliance for Argentina, best for IP-sensitive hires

Remote operates its own legal entities rather than routing through local partners, which gives you a direct compliance chain: no intermediary between your employee and the entity filing social security contributions with AFIP.

Their IP Guard feature handles intellectual property assignment, relevant if your Argentine hires create protectable work.

Pricing is USD 599 per employee per month. Remote covers the full Argentine social security stack, income tax, Aguinaldo, ART, and statutory leave administration.

The named limitation: Remote’s HR features are solid but less extensive than Rippling’s unified suite. If you need device management or deep HRIS integrations alongside EOR, you may find gaps.

Multiplier: Lowest cost for Argentina EOR, best for budget-sensitive first hires

Multiplier is the cost leader at USD 400-450 per employee per month, saving you USD 150-200 per employee compared with premium-tier providers. Multiplier covers the core obligations: AFIP contributions, income tax withholding, Aguinaldo, leave tracking, and employment contract generation.

The named limitation: Multiplier’s platform depth and local support capacity in Argentina are harder to verify than for the larger providers. Ask about their paritaria adjustment handling and ART coverage model before signing.

Rippling: Full HR and IT consolidation for Argentina, best for US-first teams

Rippling offers Argentine EOR as part of a unified global HR, IT, and payroll platform. If you already run US payroll or HR through Rippling, adding Argentine employees keeps everything in one system, with unified reporting, device management, and app provisioning.

Pricing is USD 599 per employee per month. The named limitation: Rippling’s sales process requires a conversation before you can see pricing. Budget for the sales cycle when planning your timeline, and confirm paritaria pass-through handling during that conversation.

Oyster: Benefits-inclusive Argentina EOR, best for professional roles expecting private healthcare

Oyster charges USD 599 per employee per month and includes a benefits marketplace covering Argentina with supplementary private health insurance options.

Argentine employees receive mandatory public health coverage through their obra social, but prepaid medical plans (medicina prepaga) are a standard perk in professional roles, and Oyster bundles this administration more cleanly than most competitors.

The named limitation: Oyster’s paritaria adjustment documentation is thinner than Deel or Remote. Confirm their handling of collective bargaining salary adjustments if your hires fall under a sector convenio.

Papaya Global: Payroll analytics for Argentina, best for finance-led multi-country teams

Papaya Global takes a payroll-technology-first approach with real-time gross-to-net calculations and deep cross-country reporting.

Argentine payroll, with its monthly inflation-adjusted contribution ceilings and Aguinaldo based on highest salary in the preceding six months, benefits from that level of calculation transparency.

Pricing is USD 599-650 per employee per month. The named limitation: Papaya’s platform depth comes with a higher price point and more complex implementation. For a single Argentine hire, the analytics infrastructure may be more than you need.

Velocity Global: Multi-country consistency for Argentina, best for large provider footprints

Velocity Global covers 185+ countries and has been operating in Argentina for several years. Pricing is quote-based and generally falls in the USD 500-700 range per employee per month.

If you need a single EOR provider across a large number of countries and want consistency in service delivery, they are a solid option for your Argentine headcount.

The named limitation: confirm their Argentine entity model directly. Some multi-country providers use local partners for smaller Latin American markets. Get written confirmation of entity ownership and AFIP registration status before contract.

What Is an Employer of Record in Argentina?

An employer of record is a third-party company that becomes the legal employer of your workers in Argentina.

The EOR’s Argentine entity, registered with AFIP, handles payroll in ARS, employer social security contributions, income tax withholding on the progressive 5-35% scale, Aguinaldo payments, ART workers’ compensation, and statutory leave tracking.

Your day-to-day relationship with the employee stays the same. You manage their work; the EOR handles everything that touches Argentine employment law and tax compliance.

If you are new to the EOR model, our employer of record guide explains how the arrangement works globally. This page covers Argentina-specific rules, costs, and provider choices based on our cross-provider analysis.

How Does an EOR Work in Argentina Under the Ley de Contrato de Trabajo?

Why EOR Operates as a Registered Employer in Argentina

Argentina does not have a specific EOR licensing regime, unlike Germany (which requires an AUG licence) or Austria (which mandates an AMS labour leasing permit).

EOR providers operate under the general employment framework of the Ley de Contrato de Trabajo (LCT) via their own registered Argentine entity, typically an S.R.L.

The absence of a licensing requirement lowers the barrier to entry, but it also means wider variance in provider quality. Due diligence on your provider’s Argentine entity matters more here than in markets with formal licensing gates.

Why Proper AFIP Registration Is Non-Negotiable

Your EOR provider’s Argentine entity must be fully registered with AFIP for tax and social security purposes, maintain mandatory life insurance for all employees, and procure ART workers’ compensation coverage from a licensed insurer.

Before signing, confirm that their local entity is current with AFIP registrations, ART coverage, and provincial gross income tax (Ingresos Brutos) filings. A lapsed registration puts your entire employment relationship at risk of enforcement action.

Inflation-Driven Contribution Ceilings Require Monthly Adjustments

Argentina’s historically high inflation means employee social security contribution ceilings are updated monthly. The April 2026 cap is ARS 4,162,912.57, and this ceiling increases by 50% in June and December to account for Aguinaldo payments.

If your EOR quotes you a cost projection in USD, ask how they handle the ARS conversion and whether they adjust for inflation-driven ceiling changes. A provider calculating contributions on stale ceiling data will either over-deduct from your employee or under-remit to AFIP.

Proposed 2026 Labor Reforms May Change the Cost Equation

The Argentine government proposed labor reforms in early 2026 aiming to reduce employer social security contributions and modify severance pay calculations. These reforms are not yet enacted as of April 2026.

Ask your provider specifically what contingency plans they have for adapting payroll calculations if the reforms pass mid-year. A provider that cannot articulate their approach to legislative change in a fast-moving regulatory environment is not equipped for Argentina.

Should You Use an EOR or Set Up an S.R.L. in Argentina?

Registering an S.R.L. takes several weeks.

You will need at least 25% of share capital paid on incorporation, a local director, notary fees, and publication in the official gazette. First-year all-in costs typically run USD 5,000-10,000 before ongoing compliance.

EOR takes 3-7 business days, no formation costs, no share capital requirement, no Argentine director needed. For your first 1-4 hires, EOR is clearly faster and cheaper to launch.

At 5 or more employees, EOR platform fees become significant: 5 employees on USD 599 per month is USD 36,000 per year on fees alone. Your own S.R.L. with outsourced payroll costs significantly less in ongoing fees, though you absorb the setup cost and local compliance burden.

If you are building a long-term Latin American presence or want to negotiate directly with Argentine unions, an S.R.L. gives you the control EOR cannot.

What Does It Cost to Hire in Argentina Through an EOR?

Employer Social Security Contributions in Argentina

Core employer contributions: 23.6-27.64% of gross salary. This breaks down as pension 10.77-12.35%, healthcare (obra social) 6%, family allowances 4.44-5.56%, employment fund 0.89-1.11%, and PAMI elderly care 1.5-1.62%. There is no cap on the salary amount subject to employer contributions.

Workers’ compensation insurance (ART) adds 0.5-5% depending on industry risk. Office-based tech roles sit at the lower end; construction or manufacturing roles push toward the higher end. ART is mandatory for all employees and must be procured through a licensed insurer.

Total employer burden: approximately 24-33% of gross salary before the Aguinaldo. Factor in that additional month’s pay and your actual annual employer cost runs roughly 13/12 of monthly gross multiplied by 1.24-1.33.

EOR Fees and What They Usually Include in Argentina

Most providers charge USD 400-700 per employee per month for Argentine EOR.

Your fee typically covers payroll processing in ARS, AFIP social security contribution remittance, income tax withholding, Aguinaldo calculation and payment in two installments, statutory leave tracking, ART procurement and management, employment contract drafting, and onboarding and offboarding administration.

Some providers bundle supplementary private medical plans (medicina prepaga); others charge separately. Argentine employees already receive public health coverage through their obra social, but prepaid medical coverage is a standard perk in professional roles.

One further cost dimension requires specific attention in Argentina. Collective bargaining agreements (convenios colectivos) are renegotiated every 3-6 months during high-inflation periods, with wage increases often applied retroactively.

EOR providers without an explicit paritaria pass-through clause will absorb those retroactive increases and then invoice you for a large true-up that your Finance team has not budgeted. Ask every provider directly how they handle paritaria adjustments before signing.

Hidden Costs to Ask About in Argentina

The Aguinaldo catches employers who budget for 12 months of salary. Each installment is calculated on the highest monthly salary earned in the preceding six months, not the current month, so a raise or bonus in that period increases the payment above a simple 1/12 of annual salary.

Also ask about: minimum contract terms and early termination charges, work permit sponsorship fees for non-Argentine hires, and how the provider will handle the proposed 2026 labor reforms if enacted mid-contract.

What Argentine Employment Law Do EOR Buyers Need to Know?

Employment Contracts and Probation Periods in Argentina

Argentine employment contracts are governed by the Ley de Contrato de Trabajo (LCT) and presumed to be indefinite-term.

Fixed-term contracts are restricted to objectively justified temporary needs, and repeated renewals will be recharacterised as indefinite employment by a labor court. Probation periods are limited to three months, during which either party can terminate with 15 days’ notice.

Paid Leave and Public Holidays in Argentina

Annual leave: 14 calendar days per year up to 5 years of service; 21 days for 5-10 years; 28 days for 10-20 years; 35 days for 20+ years. Leave must be taken during the summer period (1 October to 30 April) unless otherwise agreed.

Public holidays: Approximately 15-20 per year, one of the highest counts globally. Combined with annual leave, your Argentine employee has 29-55 paid days off annually depending on tenure.

Sick Pay and Parental Leave in Argentina

Sick pay: 3 months at full pay for employees with less than 5 years of service, extending to 6 months for longer tenure. Employees with dependants receive double these periods (6 and 12 months respectively). The cost sits with the employer for the entire duration.

Maternity leave: 90 days total, funded by social security (ANSES). The employee is protected from dismissal during pregnancy and for 7.5 months after birth. Paternity leave: 2 days of paid leave, one of the shortest entitlements in Latin America.

Many employers offer additional days to remain competitive in the Argentine talent market.

Termination Rules and Notice Periods in Argentina

Employer notice periods scale with service length: 15 days during probation, 1 month for up to 5 years of service, and 2 months beyond that. Notice must be given on the first or fifteenth of the month.

Severance pay equals one month’s highest regular salary for each year of service, with a minimum of one month. For a 5-year employee earning ARS 3,000,000 per month, severance alone is ARS 15,000,000.

Argentine labor law is strongly employee-protective: courts apply the primacy of reality doctrine, looking at the actual working relationship rather than what the contract says. Your EOR should guide you through the required documentation to reduce the risk of an unfair dismissal claim.

Contractor Misclassification Risk in Argentina

Argentina applies the primacy of reality doctrine: the actual working relationship overrides contractual labels in all cases.

If your contractor is exclusive to you, uses your tools, follows your schedule, and integrates into your operations, they are an employee under Argentine law regardless of what your contract says.

Misclassification triggers retroactive social security contributions with interest and fines, back-payment of all employee entitlements including Aguinaldo and severance, and fines up to 2,000% of the minimum wage per misclassified worker.

AFIP and the Ministry of Labor actively investigate these arrangements. Argentina carries the highest effective misclassification penalty exposure of any market in Latin America.

How Should You Choose the Best EOR Provider for Argentina?

Owned Entity vs Partner Model

Some EOR providers operate their own Argentine S.R.L. registered with AFIP.

Others partner with a local firm. An owned entity gives you a direct compliance chain, clearer liability, and faster resolution when something goes wrong with AFIP filings.

Ask every provider directly: do you own the Argentine entity yourself? That single question separates providers with genuine Argentine compliance infrastructure from those reselling a partner relationship.

Questions to Ask Before Signing

Before you commit to any Argentine EOR provider, get clear answers on: entity ownership and AFIP registration status, their Aguinaldo calculation methodology (highest salary in preceding six months, not current salary), and work permit sponsorship capability for non-Argentine nationals.

Finance will want to know whether the contract includes an explicit paritaria pass-through clause. Legal will want written confirmation of which entity holds AFIP registrations. Getting these answers before signature saves a procurement re-run later.

Which EOR in Argentina Is Best for Your Business?

Best for Startups

Multiplier at USD 400-450 per employee per month. When you are making your first hire in Argentina and watching every dollar, Multiplier gives you compliant payroll with AFIP contributions, Aguinaldo handling, and income tax withholding without the premium price.

The savings of USD 150-200 per employee per month add up fast when you are pre-revenue or early-stage.

Best for Enterprise

Rippling at USD 599 per employee per month. If you need Argentine EOR to plug into an existing global HR, IT, and payroll stack with unified reporting and device management, Rippling’s integration payoff is real for larger distributed teams managing employees across the US and Latin America.

Best for Americas-First Hiring

Remote at USD 599 per employee per month. If Argentina is part of a planned Americas expansion, Remote’s owned-entity model gives you direct compliance chains across the region without the partner-model risk.

Best for Payroll-Led Teams

Papaya Global at USD 599-650 per employee per month. If your finance team drives the EOR decision and wants deep payroll analytics with gross-to-net transparency across Latin American markets, Papaya delivers the data layer that most HR-first platforms do not.

What Are the Most Common Questions About EOR in Argentina?

Final Verdict: When Does an EOR Make Sense in Argentina?

Use an EOR in Argentina when you need to hire 1-4 people quickly, when you want to test the market before committing capital to an S. R.

L. in a volatile currency environment, and when you need compliant payroll covering Aguinaldo, AFIP social security at 24-33% of gross, income tax, and monthly inflation-adjusted contribution ceilings from day one.

Move to your own S.R.L. once you reach 5 or more employees, or once you need full operational control or direct union negotiation capability.

The most common mistake we see is underestimating Argentine employer costs: budget for 13 months of salary not 12, add 24-33% in social contributions, and confirm the provider’s quote includes the Aguinaldo.

If it looks too low, they are almost certainly showing you 12-month costs. That is the single most reliable indicator that a provider lacks genuine Argentine payroll depth.

Argentina EOR Methodology and Disclosure

Already have a local entity in Argentina? See our guide to payroll in Argentina.