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If you are interested in hiring a remote team in Argentina, or even just individual remote employees in Argentina, then you have come to the right place!
Rivermate is an Employer of Record (EOR) that offers Argentina payroll solutions. As a Argentina payroll provider, we will cover everything from salary, benefits, employer-to-employee contributions, and especially payroll compliance in Argentina. We are confident Rivermate’s payroll solutions Argentina will help you grow as a business—because now, you won’t have to worry about your payroll solutions Argentina. We take care of everything payroll!
With Rivermate, you can run Argentina payroll services in just one click—regardless of currency, benefits, insurance, and your local labor laws. Everything is automated. Our priority is for you to focus on your company’s strategy and growth.
Our Rivermate Global Payroll services are made especially for startups and scaleups. We know that startups try to be extra prudent when it comes to choosing a payroll provider, so it is our mission at Rivermate to be your most reliable and cheapest payroll provider option. So if you’re looking for global payroll providers for small businesses, look no further and book a call with us now!
The payroll process in Argentina cannot simply be reduced to similar processes elsewhere. That is, while the employee payroll process follows a similar pattern — from pre-hire pay negotiation to post-placement invoicing — Argentina's elusive economic realities make payroll much more complicated.
Employers in Argentina must frequently navigate a wide range of inflationary pressures, ever-changing salary adjustments and increases, and a growing shift toward employee self-help HR applications in order to manage payroll requirements.
From the perspective of an employer, particularly an international employer actively preparing payroll for talent in Argentina, the payroll process becomes a burden, if not a liability, draining the HR function.
When you factor in Argentina payroll taxes — in a country where workforce skills vary dramatically, especially between agriculture and IT service sectors — you're inundated with even more payroll complexities and variations.
You must first establish your subsidiary in Argentina before you can set up payroll in Argentina. It could take months before you're ready to hire employees, causing some potential employees to look for other jobs. You'll need some personal information from employees, such as their national ID number, deductions, and position, if you're ready to set up Argentina payroll.
You must also register all employees with the Argentina tax authority and ensure that the appropriate taxes are deducted from their salaries. This can be done at the National Tax Office. Employees must also register with the Social Security Administration prior to their start date.
To remain compliant after establishing payroll in Argentina, you must adhere to a number of rules. As part of social security, employers must contribute to the pension fund system, Medicare coverage, life insurance, and labor risk insurance for all of their employees. Pension Fund rates can reach 17% and life insurance rates can reach 0.50%. Employees must contribute to each of these areas as well.
Although there is no payroll tax in Argentina, employers must pay a 35% corporate income tax. The country has a progressive tax system, which means that the income tax rate rises as an employee's salary rises. When setting up Argentina payroll, it's critical to understand where your employees fall on this scale.
Companies that wish to expand their operations globally have four different payroll options in Argentina. These payroll options are:
1. Internal Payroll. This payroll option is applicable for already established companies in Argentina. It includes devoting an entire Human Resources staff to running the company's payroll procedures.
2. Remote Payroll. Smaller firms may lack the capacity to handle their own payroll, but they may add their workers to the parent company's payroll. This action, on the other hand, requires considerable thinking. You must guarantee that you follow the rules and laws of each nation.
Working with a local outsourcing firm is one method to retain money in the local economy, but you'll still need to study all of the local rules and regulations, since you'll be held responsible.
3. Argentina payroll outsourcing: Outsourcing your payroll to an Employer of Record in Argentina, such as Rivermate, is another alternative for Andorra payroll outsourcing. We can manage all aspects of your payroll, including compliance. Send us a note and we'll get back to you as soon as possible!
Taxation is a source of concern for all employers. This is especially true if you're operating offshore and don't know where to start, let alone which compliance laws and rules to follow.
Worse, your native payroll system may not be compatible with payroll systems currently in use — or approved by relevant regulatory bodies — to process your payroll requirements.
Compliance becomes a double pain in Argentina, not only because of difficult-to-navigate labor laws, but also because you're an international employer looking to manage your payroll locally.
Unless you have a local legal entity, you're on your own in Argentina when it comes to salaries, wages, benefits, allowances, social security, pensions, and other perks.
To be payroll-compliant in Argentina, then, you must perform a delicate balancing act between internal HR considerations and external legal complexities. The ongoing payroll considerations necessitate a more in-depth examination of payroll laws and components in Argentina.
Companies that have a business presence in Argentina have different ways of managing payroll. However, most of the options you have for running payroll in Argentina are either expensive or require establishing a subsidiary in Argentina. The cheapest, most efficient, and most reliable payroll processing system in Argentina is by outsourcing payroll to Employers of Record (EOR) in Argentina. Rivermate is one of those Employers of Record.
At Rivermate, we offer you the most efficient, most compliant, and cheapest HR and Payroll Management services in Argentina. We do this by taking care of your payroll-related needs, such as keeping track of your employees’ financial records, including incentives, gross and net salary, and payslips, all the while staying compliant with the labor laws in Argentina. Because we do your online payroll management for you, you can have absolute focus on your business’ strategy and growth.
Rivermate is all about growth through collaboration and we achieve this by offering the most reliable yet cheapest services for managing payroll for small businesses in Argentina.
Termination must be justified and preceded by notice, unless it is mutually agreed upon, caused by economic considerations, or the employee has failed to complete work or committed significant misbehavior.
The monthly minimum wage in Argentina is $27,216.00 ARS (281 USD). On August 1, 2021, the minimum wage will increase to $28,080.00 ARS (290 USD), and then to $29,160.00 (302 USD( ARS on September 1, 2021.
Additionally, a 13th month bonus is required. The bonus is paid in halves by June 30 and in full by December 18. It is titled "Sueldo Complementario Annual."
A typical workweek is 48 hours long, or eight hours per day. Work cannot exceed nine hours per day or forty-eight hours per week. Employees working in hazardous or unhealthy conditions are not permitted to work more than six hours per day or 36 hours per week.
Additionally, all employees must be provided with a 12-hour rest period between workdays.
In Argentina, the obligatory health insurance given to workers via private businesses and organized by labor unions covers what is set by the PMO (Compulsory Medicare Program). Employers contribute 6%, while workers pay 3% on top of their basic wage.
The PMO includes maternity and child insurance, oncology, main assistance (emergencies), a dental plan, medicines, prosthesis, and rehabilitation programs.
Secondary help includes medical visits, examinations, operations, hospitalization, and treatments. Employees are also entitled to paid time off in the following situations:
10 days' leave for mariage
3 days' leave for the death of a child, parent, or spouse
1 day's leave for the death of a sibling
Although meal tickets are optional, they are a typical perk given to workers in Argentina and are completely paid for by employers on a monthly basis along with the monthly pay. The amount paid to workers varies based on their profession, although it is typically not more than one-sixth of their monthly income.
