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  1. Overview: Argentina
  2. Global PEO and payroll
  3. Global HR Compliance
  4. Work permit for hiring expats via PEO
  5. Expand without a company set up
  6. Contractor vs. employee: which is better?
  7. Global Payroll Calculator
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Global Employer of Record in Argentina

Employer of Record and Global Employer of Record: Understanding their Role in Argentina

An Employer of Record (EOR) is an organization that hires employees on behalf of other businesses. It serves as the legal employer for tax, insurance, and compliance purposes, allowing companies to shift their focus away from complex administrative tasks. The EOR is responsible for tasks such as payroll, benefits administration, tax withholdings, and regulatory compliance.

On the other hand, a Global Employer of Record (Global EOR), like Acumen, offers similar services but on an international scale. A Global EOR handles employment compliance for businesses in multiple countries, navigating different legal systems and employment laws. They can hire employees worldwide, manage international payroll, and ensure businesses adhere to local labour, tax, and immigrations laws and regulations.

In Argentina, employing a Global EOR can be particularly advantageous. Argentina’s labour laws are complex and include specific requirements for contracts, benefits, and termination procedures. A Global EOR, already familiar with these regulations, can ensure full compliance while reducing the administrative burden on your company.

For instance, if a U.S.-based company wanted to hire an employee in Argentina, a Global EOR would handle Argentine employment’s complex legal and tax obligations. The company could then focus on their business growth and the management of its Argentine employee without needing to establish a legal entity or handle the compexities of labour and laws in Argentina.

Employing Overseas: When Should You Rely on a Global Employer of Record

Expanding your workforce overseas doesn’t have to be an overwhelming task. A Global Employer of Record can be the helping hand you need. Here are twelve key scenarios where their assistance can make all the difference.

1 Unhappiness with the Current Provider You have hired an employee but are unhappy with your current service provider and looking for better options.
2 Contractor Compliance You have decided to hire an independent contractor instead of a full-time employee, and you need help ensuring compliance with local labour, tax, and immigration laws.
3 Quality Improvement You seek to enhance the quality of employment services while avoiding the risk and hassle of dealing with multiple service providers in different jurisdictions.
4 Budget Constraints Your company can no longer afford to maintain a fully-fledged legal operation in the target country and needs a more cost-effective solution.
5 Temporary Projects You have a temporary or short-term project in a foreign country that does not warrant setting up a full legal entity.
6 Hiring Foreign Workforce You must hire a foreign workforce for a new international project and ensure legal compliance.
7 Business Transitions Your company is undergoing a business transition such as mergers, acquisitions, or shutdowns, and you want to ensure smooth and compliant employee transitions.
8 NGO Staffing You are an NGO that needs to hire professionals in different locations across the globe quickly.
9 Interim Employment Solution You are in the process of establishing a legal entity in a foreign country but need an interim solution for hiring and payroll.
10 Scaling up Operations Your company is rapidly growing and needs to hire in countries where you don’t have an established presence yet.
11 Remote Work Expansion You want to leverage the global talent pool by enabling remote work, but you need help with the employment regulations in each worker’s country.
12 Reducing Legal Liability Your company wants to reduce potential legal liabilities related to international employment and seeks expert assistance.

Global Employment Services in Argentina

1. Recruitment

2. Global Mobility

3. Checks

4. Onboarding

5. Payroll Administration

6. Working Time & PTO Processing

7. Benefits Administration

8. Tax Administration & Reporting

Offboarding

Talent skilled in highly-specialized areas Employee Work Visa and Work Permit sponsorship Health checks Employment Agreement drafting In-country registration with statutory bodies Working hours Mandatory Benefits Tax Reporting frequency and requirements; Employment agreement termination:
Executive search Dependent Visa Criminal record checks Compliant worker onboarding on your behalf Day-to-day payroll management Overtime Health insurance Employer taxes & contributions Dismissal – by the employer
Contingency workforce Visa extension Background checks Account setup in the payroll and HR system​ Monthly pay slips or other pay frequency Public holidays Workers’ compensation Employee taxes & contributions Resignation – by the employee
Application for a sponsor license for a foreign national Education checks Employee data entry and records maintenance Accruals Annual leave Unemployment insurance Withholding tax Termination by mutual agreement
Relocation assistance Managing probation periods Allowances Parental leave Voluntary Benefits Local tax payments and reporting to local authorities Notice period handling
13th and 14th salary Sick leave Share plans for executives End of financial year reporting Final settlement & severance payments
Additional leave Bonuses & Equipment provision De-registration with statutory bodies
Expenses reimbursement & business trip processing
Health insurance, dental treatment

Avoid Permanent Establishment Risk in Argentina

What Is Permanent Establishment Risk?

Permanent Establishment Risk refers to the potential tax liability and legal obligations that arise when a company unintentionally establishes a taxable presence in a foreign country due to certain business activities. This risk arises from activities such as having a physical office, a dependent agent, or exceeding specific business thresholds in the foreign jurisdiction, triggering tax obligations and potential legal implications.

How a Global Employer of Record Transforms Operational Challenges into Solutions

This table outlines the challenges of in-house operations in international business expansion and the solutions offered by a Global Employer of Record (EOR). The challenges span from labour law compliance, obtaining work permits, payroll management, and setting up a legal entity in a foreign market.

A Global EOR can effectively address these issues, ensuring regulatory compliance, managing permits and payroll, negating the need to establish a foreign legal entity, etc.

Therefore, partnering with a Global EOR offers companies the advantage of reducing administrative burdens, mitigating risks, and focusing more on core business activities.

Factor The Challenge for Your In-House Operations Global EOR Solution
Labour law compliance Establishing and maintaining compliance with local labour laws and regulations can be time-consuming and complex, requiring specialized knowledge and resources. With a Global EOR, the responsibility for ensuring compliance with local labour laws and regulations is taken on, providing peace of mind and freeing up valuable time and resources.
Work permits and visas Obtaining the necessary permits and visas required for foreign employees can be complicated, with potential delays or errors disrupting the business. Global EOR can provide immigration support and take on the process of obtaining necessary permits and visas for foreign employees, ensuring a smooth and efficient process.
Payroll management Handling payroll processing, tax reporting, and compliance with local labour laws and regulations can be a significant administrative burden for employers. Global EOR can handle payroll processing, tax reporting, and compliance with local labour laws and regulations, freeing up time and resources for employers.
Benefits provision Developing and providing a competitive benefits package in the local market and compliant with local laws and regulations can be challenging and time-consuming. Global EOR can develop and provide a benefits package that is competitive in the local market and compliant with local laws and regulations, reducing the burden on employers.
Legal entity establishment Establishing a local legal entity in the foreign market to comply with local laws and regulations can be lengthy and costly, requiring specialized knowledge and resources. Global EOR eliminates the need for establishing a local legal entity in the foreign market, providing a cost-effective and efficient solution.
HR policy development and implementation Developing and implementing a compliant HR policy that aligns with local laws and regulations can be complex, requiring specialized knowledge and resources. Global EOR can develop and implement a compliant HR policy that is in line with local laws and regulations, providing a standardized and efficient solution.
Background checks Conducting background checks on potential employees to ensure they are qualified and do not pose a risk to the business can be time-consuming and complex, requiring specialized knowledge and resources. Global EOR can conduct background checks on potential employees, providing a standardized and efficient solution.
Global employment expertise Expanding into foreign markets requires a high level of global employment expertise in areas such as labour laws, tax regulations, and cultural differences. Global EORs have global employment expertise across multiple jurisdictions, providing valuable guidance and support for startups looking to expand into foreign markets.

Different businesses have different needs when it comes to hiring employees. The Employer of Record international talent engagement model may be a good fit for fast-growing tech businesses and startups that need to take on people quickly and easily.

An Employer of Record (EOR) is a business that employs workers on behalf of another company. The EOR arrangement is often used when an organization wants to hire employees in a foreign country. EORs can be used as an alternative to setting up a branch or company in the jurisdiction of employees. This can save time and money by avoiding having to go through the process of setting up a separate legal entity.

To help your organization legally onboard and payroll a workforce in Argentina, Acumen International offers a global employment solution via our Global Employer of Record (EOR) designed to help you circumvent the legalities of direct hiring, eliminating the need for you to establish a legal entity in Argentina in order to conduct business there.

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Streamlining Global Hiring: The Value of Acumen’s Employer of Record (EOR) Solution in Argentina

Crafted to bolster global expansion, Acumen’s Global Employer of Record (EOR) solution enables international companies to tap into top-tier global talent for their projects. It’s an effective, risk-free, and economical alternative for hiring and compensating your workforce in Argentina and beyond.

Taking on the complexities of legal compliance, Acumen’s EOR solution is responsible for legally employing and paying your local and foreign talent in Argentina. This ensures your business operations proceed smoothly while avoiding unnecessary legal entanglements.

Acumen, as a reliable provider of Employer of Record services, facilitates businesses in legally engaging and compensating their chosen high-calibre professionals in Argentina. To successfully attract and retain such talent, it’s crucial for businesses to offer competitive salaries in alignment with local market standards.

With Acumen’s Global EOR service, businesses gain access to a cost-effective, efficient alternative to traditional hiring. This solution opens up opportunities for your business to operate seamlessly in Argentina and across 190 international markets, circumventing the need for registering as a local entity.

Global EOR or Legal Entity? Choosing the Right Path for Business Expansion in Argentina

Navigating the complexities of international business expansion is a challenging endeavor, particularly when considering the legal and administrative implications of establishing and maintaining a legal entity in a foreign country. In the context of Argentina, this process can become even more demanding due to the country’s specific legal and employment framework. Utilizing a Global Employer of Record (EOR), such as Acumen, provides an effective alternative that significantly simplifies international business operations.

The process of establishing a legal entity in Argentina involves substantial time, resources, and deep understanding of local labor laws, tax regulations, and business customs. Maintenance of the entity demands continuous monitoring and adaptation to ongoing changes in these regulations. This administrative burden detracts valuable resources from the company’s core activities and objectives.

In contrast, utilizing a Global EOR alleviates these burdens by acting as the legal employer on behalf of the company. The EOR manages the intricate tasks of payroll, tax reporting, benefits administration, and compliance with local labour laws. By ensuring that your company’s operations align with Argentina’s regulations, an EOR mitigates the risk of non-compliance penalties.

A Global EOR also offers a substantial advantage in terms of speed and flexibility. Setting up a foreign legal entity can take months or even longer, whereas partnering with an EOR allows companies to hire and onboard employees within days. This speed to market can provide a significant competitive advantage, especially in dynamic sectors where talent demand fluctuates rapidly.

Global EOR (Employer of Record) Services: Save Up to 80% of Employee Management Cost

Average Cost & Time Our Solution *
Time to Market 10+ weeks 72 hours
Legal Advisors Fees $ 10 000 + ………….
Official Employment & Benefits $ 20 000 + ………….
Incorporation & Liquidation Costs $ 11 000 + ………….
Bank Account Setup $ 2 000 + ………….
Maintenance costs and in-house staff to manage the foreign entity, payroll set up, and administration. $ 25 000+ ………….
The approximate total cost of new market entry** $ 74 000 + $ 15 000

* Per one Employee
** Costs vary from country to country

Spotlight on Argentina

Argentina is a country located in the southern part of South America. The eighth-largest country globally, it is the second-largest country in South America after Brazil, and it’s about one-third the size of the United States. The Andes Mountains and Chile border Argentina to the west. The country is divided into four regions: The Andes, the North, the Pampas, and Patagonia. The Pampas is the agricultural heartland.

  • Capital: Buenos Aires
  • Population: 46,044,703
  • Industries: Despite recent economic struggles, Argentina continues to play an essential role in the global economy, especially with regard to its agricultural production. The sector is mainly based on livestock farming, cereal cultivation (wheat, corn, and transgenic soy), citrus fruits, tobacco, tea, and grapes (mostly for the production of wine).
  • Local currency: Argentine peso
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