PEO Services in Argentina

A co-employment model for companies that want to share the employer relationship in Argentina rather than hand it over entirely. Worth knowing up front: true PEO co-employment is far less established in Argentina than in the US, so we will tell you honestly whether PEO or an EOR genuinely fits, and place you with the right vetted partner.

  • Independent advice
  • Vetted partners
  • Honest positioning

What a PEO does in Argentina

A Professional Employer Organisation works on a co-employment model. You and the PEO partner share the legal employer responsibilities for your Argentine staff: you keep direction and day-to-day control, while the partner administers payroll, income tax, pension, PAMI, obra social, and HR compliance under a shared arrangement.

01

Shared employer role

You and the PEO partner share the legal employer responsibilities. You keep direction and control; they handle payroll, income tax, pension, PAMI, obra social, and HR administration.

02

More direct control

PEO suits companies that want to retain more direct control of the employment relationship than a full EOR arrangement allows. In Argentina, true co-employment is uncommon, so EOR is usually the better fit.

03

Honest recommendation

For most companies hiring in Argentina, EOR is simpler. We will tell you honestly whether PEO genuinely fits your structure, or whether EOR serves you better.

How PEO works in Argentina, step by step

From assessing the fit to a compliant co-employment arrangement.

01 — Assess the fit

We map your structure, headcount, and how much control you want to keep, and tell you honestly whether PEO or EOR serves you better. No product push.

02 — Set up co-employment

If PEO fits, we place you with a vetted Argentine partner and structure the shared employer arrangement correctly.

03 — Onboard your people

Compliant Argentine employment terms under the LCT, with the administrative employer functions handled by the partner.

04 — Payroll & compliance

Income tax, pension, PAMI, obra social, and statutory filings handled monthly, while you keep day-to-day direction.

What PEO in Argentina costs

As with EOR, two parts: the statutory cost of employment (split across Argentina’s pension, PAMI, and obra social systems, on figures that move every few months) and the partner service fee.

Employer pension, PAMI & obra social

20.40% of gross salary (18% for qualifying MiPyMEs) to the SIPA ceiling of ARS 4,509,567.41/month, plus a separate 6% obra social contribution with no cap, all administered under the shared employer arrangement.

Minimum wage (2026)

ARS 372,400 per month (ARS 1,862 per hour) currently, one national rate, the SMVM, which the Consejo Nacional del Empleo has reset almost every month through 2026.

Income tax (employee)

A progressive scale from 5% up to 35%, re-indexed by ARCA every six months, withheld at source as part of the shared payroll administration.

PEO partner fee

A service fee for the co-employment administration. Under a shared employer arrangement, Argentina’s split across pension, PAMI, and obra social still has to be administered correctly by someone, on figures that reset every few months. We benchmark across our vetted network, typically 15 to 25% below going direct.

Why arrange it through Bradford Jacobs

Why companies arrange Argentine PEO through us rather than going direct to a single provider.

We tell you if PEO fits your needs

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

A PEO quote in Argentina carries co-employment exposure to statutory costs that move every few months, the SMVM, contribution ceilings, and now the severance cap and floor under Ley 27.802, so a rate agreed once and left unreviewed can go stale within a quarter. We benchmark across our vetted network for rates typically 15 to 25% below going direct, and renegotiate for you at renewal.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades of placements

Two decades placing and managing employment arrangements across global markets, with the local knowledge that prevents costly Argentine compliance mistakes.

  • Co-employment expertise
  • Honest fit advice
  • Right structure

We flex as your structure changes

PEO, EOR, and your own entity sit on a spectrum, and the right point shifts as you grow. We advise on the path and manage the moves, EOR to PEO, or either to your own Argentine S.R.L. or S.A., as your Argentine presence develops.

  • EOR, PEO or entity
  • Transitions managed
  • Right fit as you grow

The employer duties an Argentine PEO shoulders

Whichever model you use, the underlying Argentine rules are the same. Under a PEO arrangement, the administrative employer functions are handled for you.

Working time, leave & contracts

Compliant Argentine employment contracts and working-time rules (48-hour standard week, 8-hour standard day, statutory overtime caps, minimum 14 calendar days’ annual leave). Income tax, pension, PAMI, and obra social withheld and filed correctly. Statutory benefits, aguinaldo, notice, and severance applied properly.

Statutory protections & exits

Statutory notice, the 6-month probation period, and the protections Argentine employees carry under the LCT, since dismissal without cause triggers statutory severance rather than at-will termination, all handled under the shared arrangement. The value is the same as with EOR: the compliance is handled by people who do it daily. The difference is simply how much of the employer role you keep.

What a PEO arrangement covers

The co-employment administration covers all of this, under one transparent fee.

Compliant contract

A compliant Argentine employment contract under the LCT, issued and maintained for you.

Payroll & filings

Monthly payroll run, with income tax, pension, PAMI, and obra social calculated, withheld, and filed each month.

Statutory benefits

All statutory benefits administered: annual leave, the aguinaldo, parental leave, notice and severance.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how PEO co-employment works in Argentina.

What is the difference between PEO and EOR in Argentina?

With an EOR, the partner is the sole legal employer of your Argentine staff. With a PEO, you and the partner share the employer relationship, you keep more direct control, they handle the administration. In Argentina, true co-employment is uncommon, so EOR is the usual route; PEO suits specific structures.

For most companies, EOR is simpler and faster, especially with no Argentine entity. PEO fits when you want to share rather than outsource the employer role, or have a structure that calls for it. We assess your situation and recommend honestly.

It depends on the structure. Some co-employment arrangements assume or work alongside your own Argentine entity. If you have no entity and want none, EOR is usually the cleaner route. We will confirm which applies to you.

The administrative employer functions, payroll, income tax, pension, PAMI, obra social, statutory benefits, and statutory filings, are handled by the partner. We make sure the arrangement is structured so responsibilities are clear and Argentine law is met.

The statutory employer cost (roughly 26.4% of gross salary, 24% for qualifying MiPyMEs, in pension, PAMI, and obra social contributions) plus a partner service fee for the co-employment administration. We benchmark across our network for pricing typically 15 to 25% below going direct.

Yes. These models sit on a spectrum and the right one changes as you grow. We advise on the path and manage transitions, EOR to PEO, or either to your own Argentine S.R.L. or S.A., as your Argentine presence develops.

Not sure whether PEO or EOR is right for Argentina?

Tell us your structure and headcount and we will give you an honest recommendation, usually within a day, plus pricing you will not get direct. No product push, just the right fit.

Tax and labour data verified 17 July 2026 (ARCA, ANSES, Boletin Oficial). Argentina resets the minimum wage every few months and income-tax bands every six months, so treat these as good only until the next scheduled update; we confirm the current position when we scope your hire.