Argentina produces some of the region's strongest engineering and design talent. The catch: high inflation, strict labor law, and currency controls make payroll a specialist's job. Done right, it is one of the best value-for-talent markets anywhere.
Employment runs under the Labor Contract Law: registered employment, union-negotiated sector agreements for many roles, and salaries that are renegotiated repeatedly through the year to track inflation. Employees must be paid in pesos through registered payroll; talent quotes salaries in dollars. Compliant USD-referenced structures bridge that gap, and TGTC runs them.
Updated multiple times per year to chase inflation*; check the current value at hire time. Sector agreements (paritarias) set higher effective floors for most professional roles.
Monthly payroll plus the SAC (aguinaldo): one extra month per year, paid in two halves at the end of June and December, each based on the best salary of that half-year.
Around 15-19 national public holidays* including bridge days decreed each year.
Registration with tax and social security authorities precedes day one. Probation is 3 months under the standard regime*. A TGTC hire typically starts within days.
Employer contributions land around 24-27% before union and insurance items; with the SAC accrual and mandatory cover, budget roughly 42% on top of gross.
The SAC adds one month per year in two installments, calculated on the best monthly salary of each half. On top of that, plan for scheduled increases rather than one fixed annual number: paritarias in covered sectors, periodic adjustments elsewhere. USD-referenced peso payroll keeps offers competitive and compliant.
Employees contribute around 17% to social security and health, plus progressive income tax withheld through payroll*.
14 calendar days for up to 5 years of service, scaling to 35 days with tenure. Vacation pay is calculated at a slight premium to normal salary.
90 days at full salary, funded through social security (45 before and 45 after birth, adjustable).
2 days under current law*; reform proposals to extend recur, so confirm at hire time.
Paid sick leave runs 3 to 12 months depending on tenure and family situation. Study, marriage, and bereavement leaves are also statutory.
Notice is 15 days from the employee, and from the employer 15 days during probation, 1 month under 5 years of service, 2 months beyond. Termination must be notified reliably in writing (telegram).
Dismissal without cause owes one month's salary per year of service (or fraction over 3 months), based on the best monthly salary, plus notice and accruals. This is the number that makes misclassified contractors so expensive.
3 months under the standard regime*, with recent reforms allowing longer periods in some cases; confirm at hire time.
A monotributista invoicing only you, on your hours, is an employee to an Argentine labor court, and reclassification carries steep multipliers on top of ordinary severance.
*All figures are estimates from public sources (2025-26), pending ops verification - same basis as the EOR cost calculator. Not tax or legal advice.
Registered local contract, aguinaldo, inflation adjustments, and USD-referenced payroll - handled. One invoice, flat $399/month.