Argentina is the second-largest country in South America, and the eighth-largest country in the world. They benefit from rich natural resources, host a highly literate population, and an export-oriented agricultural sector. It has a "very high" rating on the Human Development Index and a relatively high GDP per capita.
In Argentina, the national minimum wage is 84,512 ARS per month and the work week is Monday to Friday. Working hours should not exceed 8 hours per day and 48 hours per week. However, work considered “unhealthy”, or night shifts (9p – 6a), limits employees to 7 hours of work per day.
Overtime hours must not exceed 3 hours per day, or 30 hours per month, or 200 hours per year. On weekdays, overtime is paid at an additional 50% of the salary, while weekend or holiday overtime is be paid at double the salary.
Employees who give birth in Argentina are entitled to 90 days of paid leave (of which the mother must take at least 30 days before the birth). The employee may also request additional unpaid leave of up to six months after the birth. New fathers are entitled to 2 days of paid paternity leave.
The length of allowed sick leave varies. If an employee has been employed at a company for less than 5 years, they get up to 3 months of paid sick leave. Once they have worked there for more than 5 years, the paid sick leave is extended to up to 6 months. If an employee remains stick after 12 months of leave, the employer can stop making salary payments but is required to retain the employee for 12 more months.
While the employer covers the sick pay, the Employment Risk Insurance covers treatment, sick pay, or rehabilitation for any work-related accident, injury, or illness after 15 days (the first 15 are paid by the employer).
There are 16 national holidays in Argentina. Additional paid time off depends on the length of the employment contract. Employees who have worked for an employer for more than 6 months are entitled to 2 weeks of annual leave, and the amount of PTO increases with the length of employment, up to a maximum of 35 days per year.
Employees can receive paid leave under the following circumstances: 10 days for their marriage, 3 days for the death of a family member, and 2 days for university or high school exams.
Employers in Argentina can terminate an employment contract without a justified case, subject to severance compensation. Termination with just cause does not entail payment of severance compensation — i.e. failure to fulfill their requirements, misconduct, or economic factors.
Notice periods for termination depend on how long the worker has been at the company. Employees with less than 5 years at the company are entitled to 1 month of notice, while employees with more than 5 years are entitled to 2 months of notice.
In lieu of notice, Argentine employers are also able to pay employees for the same number of days as the notice period, in lieu of giving notice. For example, you could terminate an employee with 4 years of service right away as long as you pay the employee 1 month of wages (in addition to any required severance pay).
Severance pay is equal to 1 month’s salary for each year of employment. However, if a contract is terminated for economic reasons, the employee receives half a month’s salary for each year of service. Additionally, terminated employees are entitled to: seniority compensation, compensation in lieu of prior notice, proportional compensation for the 13th month salary, special compensation for union delegates (in certain cases), pregnant employees terminated within 7.5 months before or after their due date, and employees on sick leave.
Argentinian law states that employees are entitled to receive an additional month’s salary called “Aguinaldo”. This 13th-month salary is payable in two semi-annual installments, due to be paid on or before June 30th and December 18th. The amount of each payment is equal to 50% of the highest monthly wage received in the previous 6 months.
★ 18% - Pension Fund
★ 6% - Health Insurance
★ 0.5% - Life Insurance
★ 2.41% - Labor Risk Insurance
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Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.