How to Hire Remote Employees In 


The Basics

Argentina Peso (ARS)
Employer Taxes
26.91% - 29.91%
Payroll Frequency
Official Language

Employment in 


Hire Independent Contractors

Independent contractors or freelancers are self-employed individuals who provide services to companies as a non-employee. This is one of the most common ways companies tend to hire non-local designers, engineers, support reps, etc.

For legal and tax purposes, independent contractors are not classified as employees. They may work for multiple clients, set their own work hours, negotiate their pay rate, and decide how a job gets done.

For example, the IRS says that if an independent contractor or freelancer does work that can be controlled (what will be done and how it will be done) by an employer then they are, in fact, classified as an employee.

As you can imagine, hiring someone as an independent contractor versus an employee is a fine line to tread.

While there are benefits when you choose the contractor route, there are quite a few drawbacks to consider and you’ll need to weigh them carefully to determine the best fit for your company.

Benefits of Hiring Independent Contractors
Reduced overhead: Lower cost in expenses, payroll, benefits, and more.
Greater flexibility: Contractors can be brought on as-needed. If not a good fit, you simply don’t have to move forward with the contract.
Reduced legal risk: Contractors aren’t usually protected by employment anti-discrimination and workplace safety laws.
Disadvantages of Hiring Independent Contractors
Risk of Misclassification: Not only does this deny workers their proper protections, it can also result in steep penalties and damage to your company. If the IRS determines that employee misclassification has occurred, you will be liable for a percentage of the employees wages, FICA contributions, penalty fines, unpaid taxes, up to a year in prison, and more.
Lack of Control: Contractors are drawn to being independent because it gives them greater control over the work they perform and who they work with. Because they’re not employees, you can’t tell them what to work on and how it should be done.
Lack of Loyalty: Contractors come and go as-needed. Many companies hire contractors for short-term work, which makes it difficult to cultivate loyalty.
Increased Scrutiny: Using Independent Contractors typically leads to an increased risk of being audited.

Set up a subsidiary in 


A foreign subsidiary is a company that operates overseas as part of a larger company who’s HQ is in another country.

Establishing a foreign entity is great for having an international presence and accessing new markets. Though, setting up a subsidiary in Argentina can be expensive, stressful, and time-consuming. It's not for the faint of heart.

To set up a subsidiary in Argentina, you have to:

  1. Register your business name and file articles of incorporation
  2. File for local bank accounts
  3. Learn and keep track of the local employment laws
  4. Set up local payroll
  5. Hire local accounting, legal, and HR people

If you're lucky, this process can take months. If you're not so lucky, it can take up to a year. And on average, it costs about $50k-$80k, all-in-all, to get setup. And that's just for Argentina.

Use an Employer-of-Record (EOR)

An employer-of-record (EOR) is a company that hires and pays an employee on behalf of another company.

An EOR is typically used to overcome the financial and regulatory hurdles that often come with employing remote workers.

Each country has its own payroll, employment, and work permit requirements for non-resident companies doing business in their jurisdiction. Meeting those demands can be a huge obstacle when it comes to hiring remotely.

At Panther, we help companies employ and pay people in over 160 countries, without having to set up a foreign subsidiary. Payroll, benefits, taxes, compliance, and more are all handled by us, at a fraction of the cost.

Outside of saving you months and tens of thousands of dollars, other advantages of using Panther are:

  • Ability to attract talented and motivated employees from all over the world.
  • Full legal compliance: There is no risk of violating local employment laws.
  • Transparency: Employees are still your employees. All the work, processes, operations and day-to-day business belong to you, the company, just like with any other employee. Panther just takes on all of the responsibilities, obligations and admin work related to your team's employment.
  • No risk of misclassification

Because you no longer have to set up your own subsidiary, you’ll save a ton of time and tens of thousands of dollars using Panther.

Paying Remote Employees

Paying employees in Argentina is not the same as paying workers in your own country. Employees have to be paid using Argentina’s employment and payroll standards.

This means that you have to know, understand, and keep up with 1) fluctuating currency changes, and 2) local payroll and tax laws in the countries you’re looking to hire in.

Outside of the laws and regulations around payroll, there may be different conditions surrounding leave, overtime, termination, and more. As you can imagine, maintaining this kind of regulatory knowledge can be challenging. But it is crucial and necessary to follow local legislation.

After, you’ll have to determine the best way to pay your international employees. This can be done in a number of ways, including but not limited to:

Pay through a local entity

One of the most challenging (and expensive) parts of paying international employees is setting up the infrastructure to do so.

Before you start to run payroll, you have to register your company as the local employer in the country the worker resides in. As you can see in the “Set up a subsidiary” section, this is a multi-step process that can take up to a year and put you on your way to bankruptcy.

Work with an EOR

Outside of EORs acting as the full admin employer, many also provide remote payroll.

For example, at Panther, in just 1-click, you’re able to pay your entire global team, anywhere in the world. We send you an invoice each month, charge you in US Dollars, and pay your employees the same amount in their local currency.

We factor in currency fluctuations and use the mid-market rate plus any applicable fee passed on by our provider at cost at the time of billing.


 Specific Information

Working Hours

Full-time employment is 8 daily hours and 48 weekly hours, maximum.


While working overtime isn’t common in Argentina, overtime hours should not exceed 3 hours per day, 30 hours per month, or 200 hours per year.

Employees receive an additional 50% for overtime work and double time for holidays or work performed after 1pm on Saturdays.

Payroll Tax



  • Pension Fund
  • Health Insurance
  • Labor Risk Insurance
  • Life Insurance


  • Up to 64.532,64 - 5%
  • 1.032.522,30 and up - 35%

Minimum Wage

The national minimum wage is 21, 600 ARS.


Pay Cycle

As per Sections 126 and 128 of the Argentina Employment Contract Law.  Payments are made as follows:

  • Monthly employees are to be paid at the end of each calendar month.
  • Employees with  daily or hourly wages must be paid weekly or bi-weekly .
  • Personnel who are paid per project must be paid weekly or bi-weekly .

Employees who work on a monthly basis are paid monthly and must be made within 4 days of the following month.  For hourly employees, wages are paid either weekly or every 2 weeks.

13th Salary

In Argentina, 13th month pay is calculated based on 50% of the year's highest monthly salary. It is paid out in two installments, one before June 30th, and the other before December 18th. 


Paid Time Off (PTO)

PTO is calculated by the length of employment: 

  • Less than 5 years of employment – 14 days of annual leave  
  • 5-10 years of employment – 21 days of annual leave  
  • 10-20 years of employment – 28 days of annual leave  
  • 20+ years of employment – 35 days of annual leave

Public Holidays

There are  Holidays that fall at the end of the week are moved to the following Monday. 

Sick Days

Employees with less than 5 years of employment are entitled to 3 months of paid sick leave. Those with over 5 years of employment receive 6 months of paid sick leave. Leave is doubled for those with dependents.  

Maternity Leave

Maternity leave is a total of 90 days and is typically split between 45 days before birth and 45 days post-birth, but not required. 

At least 30 days must be taken before birth. Maternity leave pay is based on the average earnings of the 6 months leading up to birth.

Paternity Leave

Fathers receive 2 days of paid paternity leave. 

Parental Leave

There are no provisions in the law regarding parental leave. 

Other Leave

Examination for university or secondary school: 2 days at a time (with a cap of 10 total).

Marriage Leave

Marriage: 10 days’ leave

Bereavement Leave

Death of a child, parent or spouse: 3 days’ leave

Death of a sibling: 1 day’s leave


Termination Process

Termination must be justified with notice, unless it’s through mutual agreement due to economic factors, the employee has not been fulfilling work, or has performed serious misconduct.  

Notice Period

The notice period in Argentina is:

  • 15 days during the probation period 
  • 1 month – 3 months but less than 5 years 
  • 2 months – more than 5 years of continuous service 

Severance Pay

Employees receive one month’s pay for each year of employment. Employees terminated for economic reasons are entitled to half a month’s salary for each year of service.  

Probation Period

Probation period is 3 months.