Work permits and visas in Argentina

Argentina is a cornerstone of Latin American business, boasting a population of about 47 million and a GDP around US$632 billion, making it the third-largest economy in the region. Its capital, Buenos Aires, serves as a major hub for finance, technology, and industry. Employers are attracted by Argentina’s educated workforce and strategic location between Brazil, Chile, and other markets.

However, Argentina’s labor laws and immigration rules are detailed and strictly enforced. Any company sending international employees to work in Argentina must secure the appropriate work permits and visas to stay compliant. Failing to follow the proper procedures can lead to serious consequences, so understanding the requirements upfront is critical.

Buenos Aires, Argentina’s vibrant capital city, is home to government and business centers. As Latin America’s third-largest economy, Argentina provides companies with access to a large market and skilled talent. However, employers must navigate Argentine immigration rules carefully. Any foreign employee working in Argentina needs a legal residence visa and work authorization. In practice, this means getting a formal work visa, often a temporary residence permit tied to employment, approved by Argentina’s National Migration authorities.

Who Needs an Argentine Visa or Work Permit?

By default, Argentine citizens and permanent residents can work freely without any special visa. Any foreign national who wants to work in Argentina must obtain a work visa, unless they qualify under a regional treaty. In particular, citizens of MERCOSUR countries (Argentina, Brazil, Paraguay, Uruguay, Venezuela) and associate members (Bolivia, Chile, Peru, Colombia, Ecuador, Guyana, Suriname) benefit from simplified rules.

Under the Mercosur agreements, nationals from these countries can apply for a Mercosur temporary residency that grants work authorization with fewer formalities. For example, a Brazilian or Paraguayan citizen typically only needs a residency permit under the Mercosur clause (Article 23(l)) and a local employment contract to begin work. In contrast, third-country nationals (e.g., U.S., EU, Asia, Africa) must go through Argentina’s standard work visa process, which requires sponsorship by an Argentine company.

In practice, any non-MERCOSUR foreigner needs a valid work visa and an approved employment permit before legally working in Argentina. Citizens of Mercosur countries cannot simply work on a tourist visa; they still apply for a Mercosur or Mercosur-associate visa, often called a "MERCOSUR temporary residency visa," which they can often get quickly if they have a job offer. All other foreigners, such as Americans or Canadians, must secure a formal work visa. This always involves a contract with an Argentine employer and approval by the Argentine consulate or migration services. Any foreign national intending to work legally in Argentina needs a valid work visa. In short, foreign hires, except MERCOSUR nationals, require a visa sponsored by their Argentine employer; compliance with this rule is vital to avoid legal issues.

Overview of Argentine Work Visa Types Relevant to Employers

The main visas for employer-sponsored work in Argentina fall into a few categories:

Temporary Residence Visa – Article 23A (Worker) in Argentina

This is the standard work visa for foreigners employed by an Argentine company. It is granted for up to one year (renewable) and requires a formal labor contract between the employee and the sponsor. Article 23A applies to the majority of people moving to Argentina for a salaried activity that lasts 1 year.

In practice, an employer will present a notarized Spanish-language employment contract showing salary and terms, and the visa is issued on that basis. There is also a related “23B” rentista visa, covering foreign retirees or self-employed individuals living off independent income, but this is not typically used for employer-sponsored jobs.

MERCOSUR Temporary Residency (Article 23(l)) in Argentina

Nationals of Mercosur member and associate countries can apply under the Mercosur immigration rules. This grants them the right to temporary residence and work in Argentina with simpler paperwork. The Mercosur visa still requires an employment contract and sponsor, but many bureaucratic requirements are reduced.

In effect, a Brazilian, Chilean, or Bolivian employee can obtain a “MERCOSUR Visa” for work, which is usually processed faster than the regular 23A visa.

Intra-Company Transfer Visa – Article 23E in Argentina

For multinational companies relocating their own employees to Argentina, the Intra-Company Transfer visa is available. This is used when an employee who works for a company abroad is sent to a local affiliate or branch. The 23E visa is also typically one year (renewable) and is intended for managers, specialists, or technical staff transferred internally.

Because the person already has a job contract with the foreign company, this process can be somewhat more streamlined. In fact, if the Argentine subsidiary is already operating and registered (RENURE), transfers under 23E can often involve fewer bureaucratic hurdles than a brand-new hire visa.

Digital Nomad (Transitory Residence) Visa in Argentina

Introduced in 2022, this Argentine visa allows remote workers to live in Argentina while employed by a foreign company. It is technically a transitory residence permit valid for up to one year, with an initial 180 days renewable for another 180. Importantly, holders of the digital nomad visa are not allowed to work for any Argentine company; they must remain employed by or contracted to an overseas entity.

Thus, this visa applies only if the employer’s staff will keep working remotely for the home office while in Argentina. It is not used for hiring someone onto the Argentine payroll.

Permanent Residence in Argentina

Foreign workers may apply for permanent residency in Argentina after two years of uninterrupted temporary residency under a work or Mercosur visa. In practice, this means if an employee has worked legally on a 23A, 23E, or Mercosur visa for two years, they can request permanent residence. Permanent residents have the right to live and work indefinitely in Argentina. Other paths to permanent residency, such as marriage to an Argentine citizen or having Argentine children, exist, but they are separate from employment-based visas.

Employer Sponsorship Process and Responsibilities in Argentina

To bring a foreign employee to Argentina, the employer plays a key role as sponsor. First, the company must be an Argentine legal entity or have a local branch to act as sponsor. The sponsoring employer typically needs to be registered with Argentina’s immigration registry (RENURE – Registro Nacional Único de Requirentes de Extranjeros) before petitioning for visas.

Once registered, the company is assigned a RENURE number; this number must be included on all visa paperwork, including the employment contract. In effect, RENURE registration establishes the employer as an approved "petitioning company" for foreign workers.

The first concrete step is to apply for an Entry Permit (Permiso de Ingreso, or PIM) from the Argentine National Migration Office (Dirección Nacional de Migraciones). The employer submits the foreign hire’s name and position to Migraciones to request a PIM. This PIM certifies that Argentina approves the entry of the specific foreign worker for employment. The application must be made by the company, not the individual, and includes the company’s registration details. Once granted, the PIM, often called Acta de Notificación, is sent to the Argentine consulate where the employee will apply for the actual visa.

With the PIM in hand, the employer prepares the employment contract and supporting documents. Argentine law requires the contract to be in Spanish. The contract should detail the role, salary, duration, and terms of employment. It then needs to be notarized (legalized) by an Argentine Escribano Público and the Colegio de Escribanos. In practice, the company often hires a translator and notary to produce an official Spanish version.

The employer must also provide corporate documents, such as the company’s certificate of incorporation, tax registration, and proof of solvency or social security registration. A cover letter on company letterhead is also standard; it should briefly describe the business, explain the purpose of hiring the foreign employee, the duration of the work, and who will bear the employee’s expenses. In summary, the employer’s paperwork packet typically includes the contract (with the RENURE number and notary stamps), the PIM, corporate documents, and the cover letter.

Key Employer Responsibilities in Argentina

To summarize, employers should ensure they:

Register with RENURE (if hiring non-Mercosur foreign workers), and note the RENURE number on all documents. Apply for the Permiso de Ingreso (PIM) from Migraciones on behalf of the employee. Draft a formal Spanish employment contract, have it notarized/certified, and include the RENURE registration number. Gather supporting documents (e.g., incorporation papers, tax registration, cover letter). Provide the employee with these documents so they can apply for the visa at the consulate and attend the interview. After the visa is approved and the employee arrives in Argentina, the employer has ongoing duties as well. The new hire must be registered for payroll and taxes: the employer needs to set up the employee in the national tax (AFIP) and social security (ANSES) systems. In practice, this means obtaining an Argentine ID card (DNI) for the worker and a CUIL number (social security/tax number) immediately after arrival. The employer then withholds income tax from payroll and pays the required employer contributions for pensions, healthcare, family benefits, etc.

Step-by-Step Guide to Hiring or Relocating a Foreign Employee to Argentina

Registering the Employer (RENURE) in Argentina

If the foreign hire is not a Mercosur national, begin by registering your company with the RENURE registry. This step confirms the sponsor’s eligibility for Argentine immigration processes.

Finalizing the Employment Contract and Obtaining the Entry Permit in Argentina

Draft a written employment contract in Spanish and have it notarized. Include the position, salary, duration, and obligations. Submit a request to Dirección Nacional de Migraciones for the employee’s Permiso de Ingreso (PIM). The Migration Office issues the PIM based on the contract and employer’s credentials. Obtain the PIM document (Acta de Notificación).

Preparing the Visa Application Package for Argentina

The employee will apply for the visa at the Argentine consulate in their home country or country of residence. Assemble all required documents for the consular application: valid passport, passport-sized photos, the PIM, the legalized Spanish contract, the employer’s RENURE certificate, and any other requested documents, such as the employee’s birth certificate, marriage certificate (if applicable), apostilled police clearance, and proof of education. Ensure each document is translated into Spanish by a certified translator and apostilled if required.

Consular Interview and Visa Issuance in Argentina

The employee schedules and attends a visa interview at the Argentine consulate. They submit the paperwork, often on a prescribed FSV form, and pay the visa fees. Consular officers may ask questions about the job. If approved, the consulate issues the visa stamped in the passport. The visa is typically valid for entry and immediate residency.

Entry to Argentina & Post-Arrival Registration

Once the visa is granted, the employee travels to Argentina. Within the first month of arrival, the worker must register with the National Registry of People (RENAPER) to obtain an Argentine identity card (DNI). The employer should then register the employee with ANSES (social security) and AFIP (tax authority) to obtain a CUIL number. This completes the legal registration: the employee can now receive a local salary, contribute to pension and health systems, and formally work in Argentina.

Throughout this process, the employer should track each step and stay on top of deadlines. It often helps to plan for the whole process to take several months; each stage, including PIM approval and consular processing, can involve significant wait times.

Employer Legal Compliance and Documentation Duties in Argentina

Once the foreign employee is on the payroll, Argentine labor and tax laws fully apply. Employers must comply with all standard employment regulations. This includes providing a formal written employment contract (fixed-term or indefinite) that clearly states the job duties, hours, salary, benefits, and any probationary period.

While Argentine law does not mandate a written contract for every employee, it is strongly advisable, and often done, for foreign hires and is required by the visa process. The contract is a binding legal document, and employers must honor all agreed terms.

In terms of compensation, Argentina has extensive mandatory benefits. Employers must pay at least the legal minimum wage and regular salary on schedule. A 13th-month salary (aguinaldo) is mandatory: this is an extra month’s pay distributed over the year. Employers must also contribute to social security and health insurance on behalf of the employee.

In practical terms, the employer will withhold a portion of the employee’s pay for income tax (impuesto a las ganancias) and for the worker’s pension/health (ANSES) contributions, and the employer itself must pay the employer’s share of social taxes. The worker is entitled to paid vacation (usually around 14–28 days per year based on tenure), paid sick leave, maternity/paternity leave, and other statutory leave. Any overtime work must be compensated at higher rates. If the job is terminated without cause, strict severance rules apply.

Onboarding new foreign employees also entails some registrations. Beyond the visa formalities, the employer must register the hire with AFIP as an employer reporting a new employee and with the local social security system. Employers should also keep meticulous records of payroll, payslips, contracts, and immigration documents. Any failure to register an employee or misclassification, such as treating a foreign worker as an independent contractor without a visa, can result in fines under Argentine employment law.

In summary, the employer’s legal obligations include: maintaining a compliant employment contract, enrolling the employee in social security and benefits programs, handling payroll taxes and withholdings, and keeping all immigration and labor documentation up to date. Seeking advice from a local labor attorney or payroll provider can be very helpful to ensure full compliance.

Common Challenges in Argentine Immigration and How Employers Can Overcome Them

Even with diligent planning, companies often face bureaucratic hurdles when relocating staff to Argentina. A partial or incorrect application is the most common snag; for instance, submitting an un-apostilled document or forgetting to translate a paper can cause significant delays. Argentine migration officials are strict about paperwork. To avoid this, double- and triple-check all documents against the official checklist.

Ensure the RENURE number, company information, and contract details all match perfectly. Keep digital and physical copies of everything so you can quickly fix any issues if notified by the consulate.

Another frequent challenge is timing. Consulate appointments can be weeks out, and the migration office backlog can grow unexpectedly. It’s wise not to finalize travel plans or resign existing staff until the visa is securely approved. Building in ample lead time and following up regularly with the consulate or immigration authority can help keep the process on track. In some cases, using a local immigration service or EOR provider can reduce delays, as these experts know how to navigate the system efficiently.

Employer registration issues can also be a stumbling block. If the sponsoring company’s RENURE registration has lapsed or was never done, the visa will be rejected. Always check the RENURE registry and renew if necessary before initiating the visa process. Similarly, if the company structure changes, such as a merger or change of name, the RENURE information must be updated.

Finally, be aware of legal nuances. For example, some degrees or professional credentials may need Argentine recognition, such as medical licenses, and failure to have the correct professional accreditation can slow an immigration case. Currency controls and economic volatility in Argentina can also add complexity to payroll and contract negotiations. While these issues lie somewhat outside the core visa paperwork, they are part of the landscape. Keeping abreast of official announcements and seeking local advice at each step will mitigate surprises.

Best Practices for Relocating and Onboarding International Employees in Argentina

A successful relocation is about more than paperwork; it’s about welcoming the employee into a new culture and work environment. Employers should help new hires settle in by providing support and information. For example, relocation assistance can include help finding housing, setting up a local bank account, arranging transportation, or connecting the employee with a relocation consultant.

Introducing a “buddy” or mentor within the company can be invaluable: a local coworker can advise on daily life in Argentina, recommend neighborhoods, and explain local customs.

Cultural orientation is also important. Argentine workplace culture is very relationship-oriented and personal. Building strong personal rapport is often as important as technical skill. Employers should encourage new hires to participate in team lunches or company events to get to know colleagues. Remind employees that Spanish is the business language in most companies, especially outside Buenos Aires, so offering Spanish lessons or ensuring bilingual support can ease communication.

On the administrative side, a structured onboarding checklist is crucial. Assist the new hire in scheduling key appointments early: obtaining the DNI at RENAPER (often requiring an appointment at a police station), applying for the CUIL with ANSES, and registering health insurance (obra social). Clarify how payroll and tax contributions work, and make sure they understand their pay schedule. Providing an employee handbook, or at least a summary of labor rights and company policies in Spanish, is also a good idea.

Communication throughout the process makes a big difference. Regularly update the employee on the status of the visa and their registrations so they feel informed, not anxious. Be transparent about any delays and next steps. Effective onboarding greatly increases employee retention, while mistakes can be very costly. In other words, a friendly, professional relocation and orientation plan not only supports the employee but also protects the company.

By taking a proactive, supportive approach, helping with visas, compliance, and cultural orientation, employers can turn a potentially stressful move into a positive experience. This builds goodwill and helps the international hire become productive and engaged more quickly.

Relocating Foreign Employees to Argentina

Hiring or relocating a foreign employee to Argentina demands careful preparation. Employers must identify the correct visa category (23A for new hires, 23E for transfers, Mercosur visas for certain nationals, etc.) and understand who needs a permit. The sponsor company is responsible for registering with RENURE, applying for the entry permit (PIM), and providing a notarized Spanish employment contract and supporting documents to the consulate.

Once the employee arrives, the employer must continue compliance: registering with tax and social security authorities, withholding payroll taxes, and honoring Argentine labor laws (minimum wage, benefits, leave, etc.). Streamlining these steps—starting early, double-checking paperwork, and communicating clearly—saves time and avoids costly delays or penalties.

In the end, thorough planning and local expertise are the keys to success. Employers who approach the process methodically and who support their employees through the transition will find that the benefits of having talent in Argentina outweigh the challenges. For personalized assistance navigating Argentina’s visa and work permit system, employers are encouraged to contact Rivermate—our team specializes in helping companies meet all regulatory requirements and ensuring a smooth relocation for your international staff.