The complete guide to offering employee benefits in Argentina
In this article
In Argentina, labor laws are complex—especially for companies looking to hire employees in Argentina while based in the US or another country. It's important to understand mandatory employee benefits in Argentina, so you can put together a benefits package that's compliant with labor laws—and attractive to local workers.
Read on for everything you need to know about benefits plans that meet the statutory requirements in Argentina.
What employee benefits are mandatory in Argentina?
Mandatory benefits are the ones that are required by Argentine law for all workers based in Argentina.
Keep in mind that the benefits required by the government of Argentina are statutory minimums, and employers can always offer more than these mandatory benefits. Also, note that these benefits are mandatory for employees—independent contractors in Argentina aren't entitled to any benefits.
Social security
In Argentina, employers are required to contribute around 25% on top of an employee's salary to social security, which covers several crucial benefits:
Retirement plans
Disability benefits
Mandatory life insurance
Employment insurance and unemployment benefits
Family allowances, which help low-income families provide for children and cover parental leave payments
Health insurance plans
Employees in Argentina have healthcare benefits through private companies that are arranged by labor unions. Health benefits under these plans typically include medical and dental coverage for the employee and all of their immediate family members. Both employers and employees contribute to the cost of premiums—employers contribute 6% on top of the employee's base salary.
Paid vacation
Employees with less than five years of service are entitled to 14 days.
Employees with five to 10 years of service are entitled to 21 days.
Employees with 10-20 years of service are entitled to 28 days.
Employees with over 20 years of service are entitled to 35 days.
Argentina requires vacation time to be granted between Oct. 1 and April 30.
Paid vacation leave in Argentina is based on seniority:
Sick leave
Sick leave is also based on seniority. Employees with less than five years of continuous service are entitled to three months of paid sick leave per year. Employees who have worked for the same employer continuously for more than five years are entitled to up to six months of paid sick leave per year.
The amount of sick leave an employee is entitled to is doubled if they have any dependents.
Statutory holidays
Employees in Argentina are entitled to different statutory holidays, depending on their municipality and religion. There are a number of holidays that are observed nationwide and given to employees as paid days off.
Below are the nationwide statutory holidays in Argentina.
Payroll Aggregators | Rippling |
|---|---|
15-30 days to process global payroll | <5 days to process global payroll |
Impossible to see a breakdown of global payroll in real time | Global payroll processed from start to finish—with the exact amounts for taxes and net pay as you run payroll |
No native time and attendance software, nor can you classify global employees as hourly in your system. | You can hire salaried or hourly employees as long as the country allows it. Global hourly employees can use Rippling Time & Attendance, which syncs with Rippling Global Payroll—so you never have to do manual calculations. |
Unable to process off-cycle pay runs like bonuses or reimbursements | You can run off-cycle pay runs as needed, because we don’t rely on third-party payroll partners |
Currency conversions must be calculated manually during pay runs to see total payroll costs in your HQ's local currency | Rippling automatically does the calculation for you in Global Payroll, and shows you the converted amount at the time of the pay run |
Currency conversions must be calculated manually during pay runs to see total payroll costs in your HQ's local currency | Rippling automatically does the calculation for you in Global Payroll, and shows you the converted amount at the time of the pay run |
Holiday | Date |
|---|---|
New Year's Day | Jan. 1 |
Carnival | Monday and Tuesday before Ash Wednesday |
Memorial Day for Truth and Justice | March 24 |
Good Friday | The Friday before Easter Sunday |
Christmas | Dec. 25 |
May Revolution Day | May 25 |
Flag Day | June 20 |
Independence Day | July 9 |
Day of National Sovereignty | Nov. 20 |
Immaculate Conception | Dec. 8 |
Day of Respect for Cultural Diversity | Oct. 12 |
Disclaimer
Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.
Hubs
Author
Vanessa Kahkesh
Content Marketing Manager, HR
Vanessa Kahkesh is a content marketer for HR passionate about shaping conversations at the intersection of people, strategy, and workplace culture. At Rippling, she leads the creation of HR-focused content. Vanessa honed her marketing, storytelling, and growth skills through roles in product marketing, community-building, and startup ventures. She worked on the product marketing team at Replit and was the founder of STUDENTpreneurs, a global community platform for student founders. Her multidisciplinary experience — combining narrative, brand, and operations — gives her a unique lens into HR content: she effectively bridges the technical side of HR with the human stories behind them.
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