Outsourcing Payroll
in Argentina
Hassle-free payroll outsourcing in Argentina for your own offshore team:
- Outsourced payroll, tax, and legal navigation
- 100% transparent & predictable pricing
- Full control over outsourced payroll via AlcorOS
- Not robotic answers – individual customer operations support
- Employer of Record – all-in-one compliant employment solution
Mexico
Colombia
Argentina
Chile
Poland
Romania
Ukraine
BulgariaYour Own Up-and-Running Operated Tech Team in Argentina
Better Than Just Outsourced Payroll in Argentina
- AlcorOS for automated, error-free payroll
- Compliance with evolving tax laws & regulations
- Employer of Record service – from hiring to benefits management
- Convenient payment systems
- Detailed invoices – no prepayment or hidden commissions
Payroll Landscape in Argentina
Seamless Payroll Outsourcing Experience in Argentina
2.5 years
is the average tenure of our hires
Cultural alignment
with your company values
Pricing transparency
no hidden or buy-out fees
Legal & compliance
and other needed operational support
Exceptional dedication
it’s literally your own team
Long-term partnership
shared responsibility & commitmentKey Things to Know about Outsourcing Payroll in Argentina
Specifics of an outsourced payroll for tech companies
For tech companies, the payroll flow for engineers is not fundamentally different from other specialists. To put a software developer on payroll, a payroll solution in Argentina first collects all relevant data: country of tax residency, employment or contractor status, bank or payment details, worked hours or monthly rate, overtime, bonuses, benefits, and any other pay elements.
Next, the provider calculates gross-to-net, processes payments through the chosen system, issues a payslip, reports and submits payroll taxes, completes statutory filings, and maintains payroll records and accounts in order. A reliable payroll vendor in Argentina will also track hires and leavers, enforce the correct notice periods, and keep HR and payroll in Argentina aligned with your internal finance and HR stack.
What’s more specific to engineering teams is what goes into that payroll run:
- Stock options and equity plans
Many product companies grant stock options as an additional benefit for developers. Depending on the plan, engineers may receive regular dividends or equity payouts that must also be reflected in payroll and taxed correctly. Alcor supported this for clients like Sift and ThredUP, making option-related payouts a clean, compliant line on each payslip instead of a manual side process.
- Multiple payment rails for remote engineers
Distributed teams often mix traditional bank transfers with services like Wise or Payoneer, depending on what works best for each developer. Some companies even implement crypto payroll, paying part of compensation in Bitcoin to a crypto wallet. Payroll providers in Argentina should support multiple payment channels while still providing consolidated reporting and predictable reconciliations.
Payroll & taxes in Argentina (FTE)
What do outsourced payroll services in Argentina cover? Essentially, when scaling to Argentina, you entrust payroll management to a provider specializing in outsourced payroll in Argentina. When you hire under the full-employment model, your provider will help with the following payments:
- The employer’s share of payroll taxes and Social Security Contributions (SSC) amounts to 27.8% on top of the gross monthly remuneration of $5,000.
- The employee’s share with a monthly gross salary of $5,000 in Buenos Aires would constitute approximately 33.1% of their gross salary (including PIT and SSC obligations).
Payroll and taxes in Argentina (B2B)
The B2B model differs in that your team member, i.e. a contractor, is responsible for payroll and taxes. As a rule, personal taxes are levied on the income and are not mandatory for compensation by the company. Still, here’s the breakdown.
In Argentina, a personal income tax follows a progressive scale, i.e., it considers worldwide income, and ranges from $3 to $872 for individuals under the Monotributo tax regime (applicable only to those earning less than $79,000 annually).
Social Security contributions include:
- SIPA(Social Security): $11.39 – $98.75 annually
- Health contributions: $16.04 – $54.88 annually
As a result, the effective tax rate for an IT specialist from Buenos Aires with a monthly salary of $5,000 would be approximately 16.5% of gross income (including PIT and SSC).
Local payroll payments in Argentina
In Argentina, the employer’s budget should include an annual bonus equivalent to 30 days’ salary, paid in two instalments of 15 days every six months (aguinaldo). Employees generally receive 14-30 working days of paid vacation, depending on tenure, plus a vacation bonus of 20% of their regular salary.
Overtime is paid at 150% of the regular rate on normal days and 200% on Sundays or public holidays, with limits of 3 hours per day, 30 hours per month, or 200 hours per year.
Paid sick leave is fully covered by the employer for several months, with the exact duration (around 3-6 months) depending on the employee’s length of service.
Tax incentives for R&D in Argentina
Argentina actively incentivizes research and development and high-tech sectors with the following bonuses:
- Companies can convert up to 70% of employer contributions to social security into a non-transferable 24-month tax credit voucher, usable for national taxes, such as VAT (excluding income tax).
- Income tax reduction: 60% for micro/small businesses, 40% for medium businesses, and 20% for large businesses.
These tax benefits for software and technology companies are in line with Law 27,570, which amends Law 27,506 on the Knowledge Economy Promotion Regime.
Payroll processing outsourcing in Argentina
Payroll outsourcing services in Argentina cover key day-to-day tasks, such as:
- Payroll tax planning, calculation, and consultation
- Preparation and allocation of statements
- Preparation and submission of payroll returns to local authorities
- Statutory payroll reporting
- Team benefits administration
- Processing payments for the tech industry
Why is outsourcing payroll to Argentina efficient for businesses?
- It saves costs & time. Managing payroll internally requires your accountants to cover salary calculations of both in-house and outsourced development teams. Extra workload means additional hiring and staff training, not to mention that your payroll experts would have to learn the specifics of the foreign payroll management rules, labor laws, statutory regulations, tax systems, etc., to stay compliant. Thus, outsourcing payroll solutions can help you cut costs on payroll management for new team members. Plus, it frees up time for your internal team to prioritize core financial activities.
- It mitigates compliance risks. When hiring developers abroad, your tech business should follow all the local laws, especially regarding payroll and taxes. Cooperation with a local payroll provider can shield your company from legal issues and fines, as they know the ins and outs of the local tax laws, wage regulations, terminations, and compliance requirements and stay updated on changes.
- It’s safe for your data. Payroll deals with sensitive employees’ information like social security numbers, salaries, and bank details, which can make tech entrepreneurs reluctant to use payroll outsourcing services in Argentina. However, a trusted payroll firm prioritizes security, investing in cloud-based servers, data centers, and cyber security software. The result? Maximum protection from embezzlement, identity theft, and other risks.
- It allows for scalability. The tech companies looking to rapidly expand their development team abroad often have complex payroll needs. Using outsourced payroll services can help them handle fluctuations in employee numbers, benefit plans, and tax requirements, providing scalability without the need for extra internal resources or infrastructure. This approach has been embraced by notable tech companies like People.ai, BigCommerce, ThredUP, Sift, and Dotmatics when expanding development teams abroad.
Choosing a payroll outsourcing company in Argentina
- Qualification & experience. Choose a vendor with experienced payroll and legal professionals in the tech industry. Also, check out their case studies, client reviews, and testimonials for social security.
- Pricing structure. Consider a payroll outsourcing provider in Argentina with predictable pricing and detailed invoices to avoid hidden fees and, therefore, eliminate the risk of overpayment.
- Technology & security. Check if your payroll outsourcing company in Argentina uses modern payroll processing software that is reliable and capable of handling your payroll requirements. Additionally, make sure they apply data security protocols and encryption standards and comply with data privacy regulations to safeguard employee information.
- Guarantees. If your payroll outsourcing solutions company provides compensation for mistakes or missed deadlines, has outlined timeframes, and offers pricing transparency, this is a green flag to outsource payroll service in Argentina with them.
Employer/Payer of Record for net pay and taxes within the Alcor model
In Alcor’s EOR model, we act as the Employer/Payer of Record in Argentina. Our local entity appears on employment contracts, in payroll tax records, and in statutory filings, while your company keeps full control over roles, team structure, and day-to-day engineering work. You set gross salaries, bonuses, and benefits; Alcor turns them into compliant gross-to-net, applies the correct payroll tax rate and social contributions, and then pays net salary to your engineers and all due taxes to the authorities.
Legally, these developers are employed through our local entity, but in practice, they are your team members, fully integrated into your org. You can insource them to your own entity at any time without additional transfer fees.
This goes further than a standalone payroll vendor in Argentina. We collect employees’/contractors’ data, including tax IDs, statutory payroll reporting, and payslip administration as part of one integrated HR and payroll services in Argentina. Because payroll runs inside an Employer of Record framework, employment contracts, IP and confidentiality clauses, benefits, and payroll cutoffs are aligned under a single model. As a result, you get corporate payroll services in Argentina that already sit inside a ready-to-scale EOR structure, so expanding your tech team across Eastern Europe or Latin America is a change in headcount, not a change in legal setup.
Do we need outsourced payroll only or an EOR?
First of all, ask yourself: “What do I already own on the ground in Argentina, and how far do my global expansion plans go?”
If you have a local legal entity, a mature HR team, and clear processes for contracts, benefits, and people management, a classic outsourced payroll solution in Argentina can be enough. In this model, payroll providers in Argentina primarily handle salary calculations, statutory filings, and payroll remitting, while your internal HR and legal teams remain responsible for contracts, policies, and day-to-day people decisions.
An Employer of Record provider, like Alcor, becomes the legal employer in Argentina, while you manage work as usual. This is usually a better fit when you don’t have a legal entity in a new market and want to hire engineers quickly, but don’t want to delegate business functions like local HR, legal, and payroll operations to fragmented vendors. Instead of building your own infrastructure, you rely on in-country experts who already understand regulations, notice periods, benefits norms, and tax practice.
For tech product companies, the EOR route is especially effective when headcount is growing across several markets at once. You maintain strategic control – team structure, stack, roadmap, and performance – while HR and payroll services in Argentina, contracts, and compliance sit within a single EOR framework.
Companies Scaling with Alcor
Alcor is a reliable partner that meets our hiring needs. We finally hired experienced software engineers in Eastern Europe with strong tech skills and business acumen. Account Managers are awesome!
With Alcor’s all-in-one solution, we got a software R&D office with 15 senior PHP devs and a compliant operational coverage. I really appreciated their transparent pricing structure and deep expertise.
We interviewed a lot of EoR platforms and companies, but Alcor was the only one that provides a combo package of EoR and Recruting offerings. Alcor helped us build a full stack team in 1.5 month.
We wanted to switch from our outsourcing provider, and Alcor has become really game-changing for us. Within a mere 6 months, we got a fully-fledged team of 30 engineers in our own R&D office.
Alcor’s R&D solution eclipses full-cycle recruitment, EOR service, and operational support for our offshore team. Their ‘all-in-one place’ approach is far more cost-effective than I could’ve imagined.
I value their commitment to going the extra mile. We evolved from an outstaff project into an independent company, and Alcor’s support was crucial. They hired and ondoarded 15+ professionals for us.
Thanks to Alcor, we hired four engineers and a designer that strengthened our team. Beside stellar recruitment, Alcor flawlessly handled our payroll. Their approach was seamless and swift.
Alcor closed our 4 QA positions in a month and more than doubled the team in a year! We chose Alcor because of their communication style, cost, scope of services, and ideas to help us be successful.
Expanding our engineering team outside the US with Alcor was a game-changer! They found 15 talented developers and provided seamless EOR & operational support. Great responsiveness to our needs!
Alcor’s flexible model helped us scale from 0 to 30 devs in a year first, and then to 50! No buy-out fees, seamless hiring, and top-tier talent. A hassle-free way to grow without setting up a subsidiary!
Alcor helped us hire the top 5% of tech talent while building our employer brand. They were proactive, never compromised on quality, and delivered. Three years later, our hires are still thriving!
FAQ
Do we have to wait till the end of the financial year, or can we start payroll outsourcing at any time?
No, you don’t need to wait until the end of the financial year to outsource payroll services. It’s possible to transition at any time – entirely up to you. However, we do recommend starting at the beginning of a new pay cycle or quarter to ensure a smoother handover and minimize disruptions.
What payroll functions can be outsourced to Argentina?
Payroll outsourcing covers both payroll processing outsourcing and compliance. Processing includes management, tax planning, calculations, payments, and bonuses, while compliance handles statement preparation, payroll returns, and statutory reporting. The best part? You don’t need a separate compliance or payroll processing provider in Argentina – outsource it all with Alcor’s model!
Can a new payroll outsourcing provider fix existing payroll errors?
Yes – within the limits of local law and available documentation, a new payroll and compliance outsourcing provider in Argentina can help identify and correct past mistakes. The key is to choose a partner with strong industry expertise, transparent pricing, solid guarantees, robust security, and a clear track record in corporate payroll services.
When Alcor takes over, we:
– Review historical payroll runs and supporting documents.
– Rerun key periods where needed.
– Prepare adjustments or amended filings in line with local regulations.
– Map out a clean process for future runs, including SLA steps for any payment failure or rejected transfer.
The goal is simple: fix legacy issues once, then set up a stable process so payroll errors become rare exceptions – not a recurring pattern.
How to switch to another outsourced payroll, PEO, or EOR provider?
Once you’ve found the perfect payroll compliance outsourcing vendor in Argentina by evaluating them against the factors I listed in the previous answer, the next step is to discuss cooperation terms and sign an agreement. Then, you can create a transition plan and outsource your payroll processing to the new provider. Typically, professional payroll providers lend a hand. For example, fast-growing teams abroad may benefit from a comprehensive solution like Alcor’s software R&D accelerator.
Which model is best suited for tech companies: an outsourced payroll company, PEO, or EOR?
For tech companies expanding their development teams abroad, a classic outsourced payroll company often isn’t enough. They usually focus on payroll processing outsourcing in Argentina. For anything beyond that – benefits management, onboarding/offboarding, contract updates, local HR admin – you either pay extra or bring in additional providers.
PEOs and Employers of Record (EORs) offer a broader package. Both can cover employment under B2B or FTE models, draft and maintain local contracts, handle onboarding and offboarding, run payroll and benefits, and keep you compliant with local labor and tax rules.
With a PEO, you enter a co-employment setup: you must have your own local legal entity, and the PEO shares employment and compliance responsibilities with you. With an EOR, you don’t need an entity – the EOR becomes the formal employer and assumes the legal and payroll risk, while you still make all day-to-day decisions about your engineers’ work.
Some providers, like Alcor, go further and offer not just an Employer of Record service but a full software R&D center solution – combining EOR, tech recruitment, and operational support under one roof.
Is it better to outsource payroll in Argentina?
Outsourcing payroll in Argentina is usually the best fit for tech companies that don’t have and don’t plan to open their own legal entity and full back office there. Instead of setting up a local company, bank account, and hiring payroll specialists, lawyers, and accountants, you can work with a provider who already has all that in place.
With the right partner, you can save up to 3-3.5 months you’d otherwise spend on setup and immediately put your foreign developers on payroll while staying 100% compliant with local laws. On top of that, payroll outsourcing helps cut costs, reduce compliance risks, avoid payroll errors, and streamline cross-border payroll operations so your team can focus on shipping product, not running admin.
What is Alcor’s standard payroll SLA?
We don’t use a one-size-fits-all payroll SLA. For corporate payroll services in Argentina, we tailor the SLA to your payroll schedule, approval workflow, and preferred level of control. Everything is defined upfront, so you know exactly how and when payroll will be processed – no surprises.
During onboarding, we capture your preferences for pay dates and the amount of time you need for payroll review and approval. Based on that, we create a custom payment calendar with clear cut-off dates, processing windows, and correction timelines, and align it with your PEMP-based budget. Both sides then follow this calendar consistently.
Our clients especially value this flexibility, as it allows us to align the payroll cycle with their internal processes rather than forcing them into a rigid model. From there, our team takes full ownership of timely, accurate payouts and proactive communication – something employees notice and trust.
In short, our payroll SLA is built around transparency, flexibility, and reliable delivery, ensuring a smooth payroll experience for both you and your team.
How do we stay compliant and agile with changing local payroll laws?
First, we rely on local legal advisers and accountants in every country where we run HR and payroll in Argentina, not just a distant central payroll office. They continuously track labor and tax changes, then brief our internal team.
When rules change, we first update you: we share clear impact notes with your HR and finance teams, explaining what’s changing and which payroll cycle it affects. After that, we adjust contract templates (where needed), payroll settings, and our internal calculator so the next run is already compliant.
Because Alcor runs an EOR model rather than a classic PEO or pure financial outsourcing setup, we can quickly adapt to new requirements on benefits, social contributions, or reporting, while keeping your internal policies and benchmarking logic consistent across locations.
What are the red flags to avoid while working with outsourced payroll providers?
When you evaluate a payroll vendor in Argentina, watch for warning signs like:
– No local footprint. They don’t have their own legal entity or in-country payroll specialists and legal advisers in your go-to country, relying instead on distant hubs.
– Consistent payroll errors and delays. Former or current clients repeatedly mention late payments, miscalculations, or unresolved issues in reviews.
– Rigid or limited payment options. They don’t let you choose convenient rails for your team (Wise, Payoneer, local bank transfers, etc.), which is a problem when you pay remote engineers in places like Bogotá, Kyiv, or New Mexico.
– Hidden conversion costs. They apply extra FX markups or “service” fees on currency conversion, which quietly eat into your payroll budget.
– Opaque process. You get little visibility into how HR and payroll in Argentina operate, with unclear approval steps and unclear ownership of compliance when something goes wrong.
A reliable partner will act as a single point of accountability for calculations, reporting, and communication – essential for any long-term HR and payroll setup or broader global expansion plans.
What is Alcor, and why is it a better long-term alternative to outsourcing or generic EOR platforms?
Alcor builds software R&D centers and hires remote development teams for US and European tech product companies. Since 2017, we’ve been helping our clients scale in Latin America and Eastern Europe, adding 10 to 100 developers each year. Our solution is designed only for the tech industry:
– hiring in top tech talent markets
– benefiting from tax incentives for tech
– managing all the necessary contracts for tech (NDAs, IP rights protection agreements, etc.)
Alcor lets clients easily track and manage payroll, benefits, and more via its cloud platform, AlcorOS. However, unlike other global payment platforms, our clients don’t just get robotic support; they work with a dedicated human Customer Operations manager.
Our solution is 50% more affordable than hiring in the US or tech outsourcing, and we offer custom pricing and volume discounts for even greater savings – no setup or hidden fees.
What services does Alcor provide to clients?
Our all-in-one solution includes tech-focused Employer of Record, full-cycle tech recruitment, and operational support, such as: hardware procurement, office/coworking leasing, insurance provision, employer branding, HR services, remote/office/hybrid strategy support, sysadmyn support, business/travel visa support, stock options & IP agreements – you name it. We go the extra mile for clients, so they can get everything they need without engaging third parties.
What do you get with our tech-focused EOR service?
First of all, you don’t have to spend 3.5+ months on setting up your own legal entity and other infrastructure like a bank account, a local team, etc., in a new tech market. We’ll hire talent on your behalf right away.
Secondly, our EOR service covers everything: payroll, compliance, benefits, onboarding, offboarding, and other services. We commit to onboarding talent in 10 business days and provide free offboarding.
Last but not least, you’ll hire talent in top talent markets for tech – across Latin America and Eastern Europe – with 3.5+ million IT specialists and fast-growing tech industries. But our solution is not just another HR payments platform – with us, you get EOR, plus tech recruitment from scratch with full operational coverage in one place.
How do you handle compliance, risk, and data protection?
Alcor acts as a legal shield, ensuring 100% compliance with labor laws in our operating countries and protecting IP. We protect clients from risks related to worker misclassification, social security, and tax obligations while providing GDPR and CCPA solutions. We also provide background check services to our clients upon request. Moreover, Alcor has a mature policy set consisting of a publicly available Privacy Policy, Cookie Policy, Terms of Use, Security Policy, and Code of Ethics.
Does Alcor provide a full-cycle tech recruitment service?
Yes. With the help of our 40 in-house tech recruiters and researchers, we hire Silicon Valley-caliber talent from scratch. You can get 5 developers in the first month, 30 in 3 months, and 100 in a year. You receive the first CVs of pre-vetted candidates within 5 business days, while a vacancy is typically closed within 2-6 weeks. These are your people from day one who become part of your in-house team and culture, with no buyout process and fees if you later insource.
Which geographies and seniorities can you cover?
We hire top-10% engineers across Mexico, Colombia, Argentina, Chile, Poland, Romania, Ukraine, and Bulgaria – with a focus on senior, lead, and C-level talent. To ensure you get the best talent on the market, we prepare a location strategy and consultation from the start.
What is the quality of your candidates?
To present you with the best candidates, we use an internal database of 253k software engineers and external resources. 80% of the CVs we send to clients are approved; 8 CVs are needed to secure an accepted offer; and 15% of vacancies are closed with the first CV. If a client wants to further improve the quality of the candidate pipeline, we offer an Engineering Manager screening service. As a result, 98.6% of the developers that we hire for clients successfully pass probation.
How long do software developers that Alcor hires stay with clients?
90% of the talent we hire for clients stays with them long-term, while the average tenure of developers is 2.5 years. In case you’re unsatisfied with our hire or vice versa, we offer a 3-month free replacement warranty. What’s more, you can increase the retention rate among your R&D team with the talent retention strategy developed for you by our HR professionals.
Is Alcor’s pricing transparent?
We don’t have setup fees, tricky rate cards, or expensive pricing wrappers. Also, our model doesn’t presuppose regular cost increases with no visible returns. Instead, we have custom pricing for each client, set and revise individual compensations, and give contractual volume discounts.
Who owns the team and assets, and can we insource later?
You own everything from day one – the team and all procured assets (hardware, software, office/coworking arrangements, and related records). You can insource the team at any time, free of charge, with no buyout or lock-in.
Who manages the team day to day?
You do. We act as the official employer of record (EOR) for compliance and payroll, while decision-making, roadmap, and performance management remain on your side.
What documentation and visibility do we get?
You get full transparency – employment contracts, SLAs, and supporting documentation are shared with you from the start.
How is IP handled, and who can access our code?
IP remains 100% yours, protected by compliant IP rights agreements from day one. Alcor does not access your source code, product docs, or other sensitive materials.
Who bears compliance and other employment-related risks?
Alcor bears 100% of employment and compliance risk in each country by acting as your legal shield for labor, tax, and regulatory matters.
Who are the clients of Alcor?
Our clients include tech product companies from the US and EU – People.ai, BigCommerce, Grammarly, Sift, Ledger, Pindrop, Chartbeat, BIScience, ChargeAfter, Tubular Labs, and Teladoc – from domains like AI/ML, ecommerce, cybersecurity/fraud prevention, crypto/fintech, media & marketing analytics, and digital health.
Does Alcor have any industry awards, or is it featured in ratings?
Alcor has earned top rankings in the IT & business services, HR outsourcing, and legal outsourcing categories on Clutch, become the #1 HR Services Agency on SuperbCompanies, and won The Legal 500 EMEA Awards. We are also featured on Clutch, TrustPilot, G2, and GoodFirms.
What is the team behind Alcor?
We’re a 100+ in-house team with deep bench strength – 40 tech recruiters and 60 back-office specialists across 8 key locations, with 93% CSAT and a 93% Net Promoter Score. Leadership is hands-on and accessible:
Founder & CEO – Dmytro Ovcharenko;
COO – Viktoriia Keliar;
Director of Technical Recruiting – Kassandra Ruiz;
Head of Customer Operations – Oksana Petrus;
Head of Legal – Oleh Danylchenko.
Supporting leaders include:
Head of People & Culture – Hanna Koval;
Senior Legal Adviser (LATAM) – Gilda Orozco;
Country Manager, Mexico – Javier Preciado.
Plus regional recruiting leads in Poland, Romania, and LATAM for on-the-ground execution.
How do you make cross-region collaboration work – overlap windows, English proficiency, and executive availability?
We run teams across the USA, Latin America, and CEE – covering GMT-7, GMT-6, GMT-5, GMT-4, GMT, GMT+1, GMT+2, and more. That footprint lets us engineer reliable overlap windows: typically 5-8 hours within the Americas or Western Europe, and 2-5 hours between US time zones and CEE with modest schedule shifts. English proficiency runs from intermediate to native, with customer-facing roles staffed at advanced/native levels. To improve leadership accessibility, we align recurring exec-level touchpoints within overlap windows and keep async updates flowing so decisions don’t wait on the clock.