EOR in Argentina: Hire in Argentina with an Employer of Record 

Looking to hire in Argentina without setting up a local company? An Argentina EOR (Employer of Record) lets you onboard employees, run payroll, and stay compliant while you focus on growth. Below, we explain how EOR services in Argentina work, when to use them, and the steps to get started. 

What is an EOR in Argentina (Employer of Record)? 

An Employer of Record in Argentina is a third party that becomes the legal employer of your team on your behalf. The EOR provider in Argentina signs compliant employment contracts, runs payroll in ARS, administers mandatory benefits, and manages local HR compliance—while you direct the employees’ day-to-day work. 

In short, EOR services in Argentina allow you to hire without entity formation, accelerate time-to-market, and reduce regulatory exposure, making it ideal for pilot teams, sales, support, and professional roles. 

How EOR services work in Argentina 

1. Scoping: You share roles, locations, compensation, and start dates. We confirm eligibility, timelines, and benefits packages per role. 

2. Offer & contract: We provide a locally compliant offer and employment agreement aligned to applicable collective bargaining agreements (CCT) where relevant. 

3. Onboarding & payroll: The employee is onboarded to payroll in Argentine pesos (ARS). We handle contributions, withholdings, and statutory filings. 

4. Benefits administration: We enroll employees in mandatory and supplemental benefits; we can also manage allowances and equipment. 

5. Ongoing HR & compliance: We track time-off, legal updates, and deliver monthly payroll and invoices to you in USD or your preferred currency. 

6. Offboarding: We manage compliant termination, severance calculations where applicable, and final pay statements. 

Benefits of using an EOR in Argentina 

• Hire without entity formation: launch quickly and reduce administrative overhead. 

• Compliance coverage: contracts, payroll, benefits, and filings handled by a local EOR company. 

• Cost control: predictable monthly fees per employee; avoid incorporation and ongoing entity costs. 

• Speed: typical onboarding in days or a few weeks depending on complexity and documentation. 

• Flexibility: scale teams up or down as you validate the market. 

• Reduced risk: minimize exposure to misclassification and non-compliance penalties. 

Argentina legal and payroll essentials (at a glance) 

Below are high-level guidelines. Exact values and thresholds frequently change; your EOR provider in Argentina will keep you up to date. 

Employment contracts	Written agreements typically required; many roles fall under collective bargaining agreements (CCT). Probation periods commonly up to ~3 months.
Working time & overtime	Standard weekly limits apply; overtime premiums typically required within legal caps.
Paid leave & holidays	Annual leave increases with tenure; public holidays observed. EOR tracks accruals and calendars.
13th salary (Aguinaldo)	Typically paid in two installments (mid-year and December) based on best half-year salary.
Social security & taxes	Employer and employee contributions apply (pension, health, etc.). Rates vary by sector and law updates.
Severance	Often linked to tenure and salary; specific formulas apply. EOR calculates compliant packages where applicable.
Currency & invoicing	Payroll paid in ARS to employees; we can invoice you in USD or EUR with detailed payroll reports.
Data protection	Argentina enforces data protection rules; HR data is handled per statute and best practices.

Contractor vs EOR in Argentina 

Using independent contractors can be practical for short-term projects, but the risk of misclassification is material. In Argentina, the presence of control, schedule, tools, exclusivity, or integration into your core business can indicate an employment relationship. An EOR helps you engage talent as employees when appropriate and avoid penalties. 

You Want to consider Contractor of Record? Learn More

Aspect	Contractor	Employee via EOR
Control & schedule	Autonomous, deliverables-based	Employer control consistent with labor law
Benefits & payroll	No statutory benefits; self-taxed	Statutory benefits; payroll taxes withheld
Risk	Misclassification exposure	Low misclassification risk

EOR vs PEO vs opening a local entity in Argentina 

	EOR (Employer of Record)	PEO/Co-employment	Own Entity
Legal employer	EOR provider	Shared (co-employment)	Your local company
Time to hire	Fast (days–weeks)	Medium (setup + registrations)	Slow (incorporation + bank + tax)
Upfront cost	Low	Medium	High
Best for	Testing market, <25 hires	Existing entity; HR outsourcing	Long-term, 25+ hires, permanence

Learn more about EOR in Argentina with our Argentina Country Guide

Common use cases for Argentina Employer of Record 

• Pilot a GTM motion (sales, CS, marketing) before incorporating. 

• Support key clients in Buenos Aires, Córdoba, Rosario, and beyond. 

• Retain a standout contractor by converting to compliant employment. 

• Spin up a nearshore LATAM team that overlaps with U.S. time zones. 

• Manage cross-border payroll and benefits for distributed roles. 

Step-by-step: Hire in Argentina with an EOR 

7. Confirm role details and total rewards (salary, bonuses, allowances). 

8. Eligibility check (right-to-work, background checks where permitted). 

9. Localized offer letter and employment agreement issued for signature (aligned to any CCT when applicable). 

10. Onboarding to payroll, benefits enrollment, and equipment logistics. 

11. Monthly payroll processing and consolidated invoicing to your HQ (USD/EUR available). 

12. Performance, time-off, and HR support throughout the assignment. 

13. Offboarding and compliant termination when needed, including final pay. 

Pricing and timelines: what to expect 

Argentina EOR pricing is typically a transparent monthly fee per employee, plus employer taxes and benefits at cost. Timelines depend on role complexity, documentation readiness, and any background checks. Many companies see first hires onboarded within a few weeks. 

Best practices and common mistakes 

Best practices 

• Benchmark total compensation in ARS and USD; index benefits competitively. 

• Clarify whether a role is covered by a CCT and align terms accordingly. 

• Account for the 13th salary (Aguinaldo) and annual leave accruals in budgets. 

• Document IP assignment and confidentiality in the employment agreement. 

• Avoid USD-denominated employee pay; invoice conversion can be handled by the EOR instead. 

• Document performance and time-off centrally to maintain compliance. 

Mistakes to avoid 

• Treating long-term, full-time workers as contractors. 

• Underestimating onboarding timeline due to documentation gaps. 

• Ignoring local holiday calendars and PTO accrual rules. 

• Promising USD payroll directly to employees. 

Why Serviap Global for EOR in Argentina 

• LATAM specialists: on-the-ground know-how across Spanish-speaking markets and Brazil. 

• Compliance-first: contracts, payroll, benefits, and filings handled end-to-end. 

• Scalable: from one strategic hire to full teams across Argentina. 

• Unified operations: single point of contact, consolidated invoicing, clear SLAs. 

Ready to hire in Argentina without an entity? 

Let’s talk. Our Argentina EOR team can scope your roles, outline timelines, and share a sample employment agreement. 

👉 Contact us

 

FAQ: EOR in Argentina 

What is an EOR in Argentina? 

An Argentina Employer of Record is a third party that legally employs your workers, runs payroll, and manages compliance so you can operate without a local entity. 

How fast can we hire with an Argentina EOR? 

Many roles can be onboarded within days or a few weeks once compensation, documents, and background checks (if applicable) are complete. 

Can an EOR sponsor foreign employees in Argentina? 

Where permitted, the EOR can support work authorization processes for foreign nationals. Timelines vary by role, nationality, and documentation. 

How are employees paid—USD or ARS? 

Employees are typically paid in Argentine pesos (ARS). We can invoice your company in USD or EUR and reconcile currency conversions on our side. 

Do EOR employees receive statutory benefits in Argentina? 

Yes. The EOR administers required benefits, social security contributions, and paid leave. Supplemental benefits can be added based on your policy. 

What happens if we want to open our own entity later? 

You can transition employees from the EOR to your local entity via a planned transfer to preserve continuity of service where applicable. 

What about collective bargaining agreements (CCT)? 

If a role falls under a CCT, we align contracts, pay scales, and conditions accordingly to remain compliant. 

How is termination handled? 

The EOR manages compliant offboarding, calculates severance where required, and issues final payments and certificates per local law. 

Can we keep using contractors instead of EOR employees? 

You can, but long-term, full-time arrangements risk misclassification. EOR employment reduces that risk while giving you day-to-day control. 

What does EOR pricing include? 

Typically a monthly service fee per employee plus employer taxes, contributions, and benefits at cost, with transparent invoicing. 

Conclusion 

Argentina is a strategic LATAM market with deep talent pools and U.S. time-zone overlap. With an Argentina EOR provider, you can hire compliantly, launch faster, and control costs without the complexity of an entity. When you’re ready, our team will guide you from scoping to onboarding—and beyond. 

👉 Next step: Contact Serviap Group to explore your Argentina EOR hiring plan.