PEO in Argentina

Hire Globally, Pay Locally, Expand Effortlessly

INS Global is an international provider of PEO (Professional Employer Organization) and EOR (Employer of Record) services in over 80 countries for companies that want to expand overseas. With INS Global, you can bypass the complications and red tape usually involved in global expansion and quickly yet securely reach your market goals.  

A PEO, or global EOR, assists you by allowing you to transfer or hire employees overseas without first setting up a legal presence in your target country. With a PEO, you can also have all your HR needs met and handled with expert care and professionalism to help you avoid making costly compliance mistakes.  

PEO in Argentina - Summary

The Benefits of Partnering with a PEO for Global Expansion in Argentina

Certified Regulatory Compliance

A PEO has specialist advisors with a thorough understanding of local laws and legislation who will ensure that your company and employees are all fully legally compliant. 

Reduce Set Up Time and Costs

Traditional company incorporation can take anywhere from several months to up to a year. Save time and money by partnering with a PEO that can have your operations up and running in Argentina within a few days. 

Fewer Management Hours for HR Functions

With all aspects of HR and payroll being handled by a PEO, youll be able to fully devote your time and energy towards company growth and reaching your market goals.  

Immediate Market Access

Pay a single monthly fee to your PEO partner and enter the Argentinian market in a fraction of the time it would take otherwise. 

 

Streamline Company Structure for Greater Efficiency

Instead of juggling multiple teams and departments, you can have all of your HR needs met promptly and securely with just one single point of contact 

The Advantages of a PEO Over Company Incorporation in Argentina

Bringing your company into a new country is a lengthy and arduous process where even the slightest errors can lead to paying substantial penalties and fees. With a global PEO or EOR as your partner, you can set up and begin operations in new markets with minimal effort and complete legal security.  

A PEO:
  • Decreases set up time 
  • Requires minimal process management  
  • Saves on overhead costs 
  • Guarantees total legal compliance  
testimonial from Manuel Ramos

Testimonial

Manuel Ramos

TERAO ASIA

Managing Director

We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately. 

5/5

The Steps to Success with INS Global's PEO in Argentina

  1. We meet with you to discuss your needs and create a customized action plan.   
  2. Our PEO provides the necessary legal structure through which you can bring your employees into Argentina. 
  3. We handle all the details of providing hiring and HR services for your employees. 
  4. You and your staff can continue operating on schedule to advance toward your global expansion goals.  

What’s The Difference Between PEO And EOR?

  • A PEO is a third-party company that provides HR services to employees of other companies. An EOR offers these services while also legally hiring and being responsible for the employees of other companies. 

 

  • Contracts are made between the PEO provider and the client company in a PEO agreement. In an EOR agreement, the contract is directed by the client company but is also officially made between the provider and the employee. 

 

Depending on your unique needs, you can decide which is more suitable for your company’s goals in Argentina. INS Global offers both PEO and global EOR services to have the best services available for your requirements.  

Labor Law in Argentina

Employment Contracts In Argentina

While written employment contracts are not mandatory in Argentina for indefinite term contracts, it is advised to put down terms, conditions, and compensation in writing.  

Fixed-term contracts in Argentina cannot go beyond five years. 

Probation periods usually last three months.   

Working Hours and Overtime in Argentina

The maximum number of work hours per week is 48. Any hours over this are counted as overtime and must be compensated at 150% above the employee’s average wage. Overtime hours cannot exceed 30 hours monthly.  

If overtime hours take place during public holidays, on Sunday, or on Saturday after 1 p.m., the employees must be compensated at 200% of their regular wages. 

Holidays and Annual Leave

There are 15 days of public holiday in Argentina. Jewish and Muslim employees are also allowed time off for their important religious holidays. Employees who must work on public holidays receive 200% of their regular wages. 

Annual paid leave in Argentina starts at two weeks after six months of employment and increases to 21 days for employees who have worked five to ten years. The number of paid leave days goes up to 35 days for those who have worked for over twenty years. 

Sick Leave in Argentina

Employees who have worked for five years or less are entitled to three months of paid sick leave. Those who have worked for more than five years receive six months of sick leave.  

If the employee’s illness or injury results from work, they will receive 12 months of medical costs and paid leave covered by their employment insurance.  

Maternity and Paternity Leave in Argentina

Mothers must take 45 days off before birth and 45 days afterward. Fathers receive two days of paternity leave after the birth of their child.  

Other paid leave includes 10 days for marriage and 3 days of bereavement leave. 

Tax Law and Social Security Contributions in Argentina

Personal income in Argentina is taxed progressively from 5%-35%, depending on the amount. 



 

 

Employer social security tax is 25.5% as of January 2022. 

 

Corporate income tax is 25%. 

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FAQs

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.