Which EOR is best for hiring in Argentina in 2026?

Depends on priority. Teamed leads on Argentine LCT depth (real experts on dismissals and aguinaldo, every plan) and cost transparency (zero FX markup, shown against mid-market). Remote leads on self-serve with a 100%-owned EOR entity. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Ask any provider: real Argentine employment-law experts, or a generalist ticket queue?

What is the aguinaldo (SAC) and how does an EOR handle it?

The SAC (aguinaldo) is a mandatory 13th-month salary: 50% of the highest monthly salary in each semester, due by 30 June and 18 December. Required under LCT Articles 121-123. Every EOR includes it in payroll. Ask how the calculation is reviewed and how it appears on your invoice.

What are the Argentine employer social contributions an EOR will pass through?

Argentine employer contributions run about 23 to 26% of gross salary: SIPA (pension), INSSJP/PAMI, FONASA, ANSSAL and family allowances. Labor risk insurance (ART) adds a variable by industry. All EOR providers pass these at cost. Compare providers on the platform fee and FX transparency, not on statutory contributions.

How does Argentine severance work, and what should I ask my EOR?

Argentine severance is one month's salary per year of service (LCT Article 245), plus 15 days to 2 months notice by seniority. One of the more generous frameworks in Latin America. Ask your EOR: real HR and legal experts on severance calculation, or a ticket queue? And does the EOR carry accountability for a miscalculated indemnizacion?

Why does FX transparency matter more in Argentina than in other markets?

Argentina's peso has seen significant volatility. An undisclosed FX spread of 1.5 to 3% on a peso salary becomes material quickly across employees and months. Ask every provider for the FX policy in writing: what rate applies, is it shown against mid-market, and what is the rate mechanism during periods of exchange-rate movement?

How current is this comparison, and how was it scored?

Competitor facts verified 18 June 2026 from each provider's pricing page and G2 listing. Argentine statutory facts from servicios.infoleg.gob.ar and AFIP. Eight providers scored 1 to 5 on five Argentina-focused criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Argentina · 2026

The best EOR providers in Argentina in 2026

No single winner. We scored eight EOR providers on a published rubric built around Argentina's rules: the Ley de Contrato de Trabajo, mandatory aguinaldo, generous severance indemnification, and the peso volatility that makes FX transparency unusually important here. Teamed leads on Argentine employment-law depth and cost transparency. Oyster leads on onboarding. Deel and Rippling lead on platform.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Argentina-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 5
Argentina-specific rubric criteria, no overall winner

Disclosure

This guide was produced by Teamed, one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the lowest-priced, and we say plainly where another provider is the better fit for your Argentina hire.

Last reviewed 18 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Argentina in 2026?

What is an EOR in Argentina?

An Employer of Record (EOR) in Argentina legally employs your people through its own Argentine entity or a local partner, so you can hire compliantly before you have a Sociedad de Responsabilidad Limitada (SRL) or Sociedad Anonima (SA) of your own. The EOR issues an Argentine-law employment contract under the Ley de Contrato de Trabajo (LCT), runs payroll, remits income tax and employer social contributions (approximately 23 to 26% of gross salary), pays the mandatory Sueldo Anual Complementario (aguinaldo) in June and December, and carries the obligations of the Argentine employer while you direct the work.

Argentina adds statutory layers that most EOR contracts do not anticipate. The LCT provides generous severance: one month per year of service on every without-cause dismissal. Notice periods are seniority-graduated, from 15 days in the trial period to two months after five years. The peso's history of exchange-rate volatility makes FX transparency unusually important, since an undisclosed conversion margin on a peso-denominated salary can be material and hard to model. Ask any EOR whether real HR and legal experts with Argentine employment-law credentials handle those moments, and whether the FX rate on your invoice is shown against a mid-market reference.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on five Argentina-focused criteria. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same criteria as the rest.

Argentine compliance depth: Owned Argentine entity or vetted local partner, plus real HR and legal experts with Argentine LCT credentials who handle aguinaldo calculations, severance indemnification and dismissal procedures directly. How fast a real Argentine employment-law expert responds at the hard moments is part of the score alongside entity structure.
Cost & FX transparency: Whether the headline fee is the real bill in Argentina. FX margin on peso salary conversions disclosed and itemised against a mid-market reference. Argentina's peso volatility makes undisclosed FX spreads particularly costly. No undisclosed spread or surprise setup and year-end fees.
Platform & self-serve: Dashboard depth, integrations and API surface for teams running Argentine hiring themselves.
Onboarding & speed: Speed to first Argentine payroll and how well the product keeps pace with a fast-growing team adding people in Argentina quickly.
Lifecycle to own entity: Whether the provider moves you from contractor to EOR to your own SRL or SA on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO).

How we gathered evidence

Competitor facts come from Teamed's global provider fact-cache, last verified 18 June 2026 against each provider's own pricing page and G2 listing. Where a provider does not publish pricing (G-P is quote-only), we say so rather than presenting a third-party estimate as the provider's own number. Argentine statutory compliance facts reference servicios.infoleg.gob.ar (the official Argentine law database) and AFIP. Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in Argentina would realistically evaluate.

Skuad, Atlas: Capable but with a thinner public track record than the eight scored.
Remofirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Argentine compliance depth	Cost & FX transparency	Platform & self-serve	Onboarding & speed	Lifecycle to own entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
Velocity Global (now Pebl)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: rapidly growing companies hiring in Argentina that want real HR and legal experts on call for LCT-governed dismissals and aguinaldo calculations, FX absorbed at zero markup in a peso-volatile market, and one partner from first Argentine contractor to their own SRL.

Teamed leads with Argentine employment-law depth. Real HR and legal experts handle the hard moments directly: an LCT-governed dismissal with mandatory severance calculation, a preaviso-period compliance question, or an aguinaldo dispute that needs resolution in hours. Expert access is standard on every plan, with no AI bot wall and no Enterprise tier to unlock it.

The cost wedge is transparency, and it matters more in Argentina than in most other markets. Teamed shows the applied FX rate on your Argentine peso salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. In a market where peso volatility has historically made undisclosed FX margins material, that itemised line is the difference between a bill you can audit and one you have to estimate.

Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Argentine contractor to EOR to your own entity on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up and runs your own legal entity in 90+ markets, including Argentina, so the lifecycle advice is built in from day one.

Countries: 57 owned entities (Argentina included), 180+ total reach with partners
Entity model: Owns an Argentine entity and employs your Argentine staff directly through it; 57 owned entities worldwide plus partners
Onboarding: As little as 24 to 48 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-06-18
G2: 4.8/5

Strengths

Real HR and legal experts handle LCT compliance, aguinaldo calculations, severance indemnification and dismissal procedures directly. Expert access is standard on every plan, not gated behind a higher tier.
Zero FX markup on the fee. The applied peso conversion rate sits next to the mid-market reference on every invoice. In a market with historically high peso volatility, that transparency is unusually valuable for accurate budgeting.
A real escalation contact who knows your Argentine account, rated 4.8 on G2 for service. No AI bot wall when an LCT dismissal deadline is hours away.
One system from first Argentine contractor to EOR to your own entity, via Global Entity & Employment Operations (GEMO) across 90+ markets. No re-onboarding at any stage of the lifecycle.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
Smaller brand and review base than Deel or G-P. Less recognition with a procurement team that wants the market-leading name.
The advisory model earns its weight with multiple Argentine hires or a growing headcount. For a single experimental hire with no plans to scale, a lighter self-serve platform may fit better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest EOR platform, the deepest integration catalogue and a settled brand for their Argentina hire, and who will manage compliance questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers Argentina within its 150-plus country reach. Its platform leads this rubric: one of the broadest native integration catalogues in the category, polished self-serve flows and tooling that suits teams running Argentine hiring without a dedicated HR manager.

The compliance gap in Argentina is advisory depth. Deel does not publish a specific FX rate or spread, so the peso salary-conversion cost is not visible as a line on the invoice. In Argentina, where peso volatility has historically been pronounced, that opaqueness is more costly than in a stable-currency market. The dedicated Slack or Teams support channel sits on the Enterprise tier, which means a real person is not the default response to an LCT-governed dismissal question unless you are on the higher plan.

For a team that wants platform depth and can manage Argentine compliance edge cases through documentation, Deel is a strong choice. Model the conversion cost on your real Argentine peso salary before comparing with the flat-fee providers, since industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary, which is material on peso-denominated compensation.

Countries: 150-plus via owned entities + local partners
Entity model: Mix of owned entities and vetted partners; Argentina covered
Onboarding: Days, self-serve
Contractors: Yes
Pricing: From $599 Standard, from $899 Enterprise per employee per month · verified 2026-06-18
G2: 4.8/5

Strengths

One of the broadest EOR platforms in the category, with a large native integration catalogue and polished self-serve flows. Leads the platform column on this rubric alongside Rippling.
The largest brand and review base in the category. A procurement team that wants the market-leading name will recognise it immediately.
Fast self-serve onboarding into Argentina and most other markets, with a mature contractor-management product alongside EOR.
Holds ISO 27001 and SOC 2 certifications, which clears a procurement security gate without a follow-up question.

Watch-outs

Does not publish a specific FX rate or spread. The peso salary-conversion cost is not visible as a line on the invoice. In a market with historically high peso volatility, that undisclosed margin is more material than in a stable-currency market.
The dedicated Slack or Teams support channel sits on the Enterprise tier. On the Standard plan, an LCT dismissal question or aguinaldo dispute goes to a shared support queue.
Advisory depth on Argentine employment-law edge cases is lighter than the specialist providers, which matters in a jurisdiction with generous statutory severance and mandatory 13th-month obligations.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, a fully owned EOR entity network, and a disclosed FX rate they can budget for their Argentina hire, with annual billing acceptable.

Remote markets a 100%-owned EOR entity network across its 90+ EOR countries, so an Argentine hire is employed by a Remote entity rather than routed through a partner. Its platform is polished and self-serve, with strong benefits and IP-protection tooling. Owned-entity compliance is a genuine differentiator in Argentina, where accountability on an LCT-governed dismissal or an aguinaldo calculation matters.

On FX, Remote is more transparent than Deel. It discloses its approach: the Remote FX rate applied per line item is shown on the monthly in-platform invoice breakdown, though it is a variable blended rate rather than a zero-markup line against mid-market. The $599 headline needs annual billing; the month-to-month rate is $699.

The fit is a team that wants to run Argentine hiring as a product rather than a service. Benefits administration and IP protection are mature in-product, and the self-serve flows hold up as headcount scales. Model the disclosed FX spread on your real Argentine peso salary before comparing with the flat-fee providers, then decide whether the product depth and owned entity justify the variable conversion cost.

Countries: 190+ locations, 90+ via owned EOR entities
Entity model: Markets a 100%-owned EOR entity network across its 90+ EOR countries; Argentina owned
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-18
G2: 4.6/5

Strengths

Markets a 100%-owned EOR entity network, so an Argentine hire is employed by a Remote entity rather than a partner, which matters for accountability on LCT edge cases and dismissal procedures.
A polished self-serve platform with strong benefits administration and IP-protection tooling. Product experience is among the best in the category.
Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call.
Discloses its FX approach rather than concealing it. The Remote FX rate is visible on the in-platform invoice breakdown each month, though it is a blended rate, not zero markup.

Watch-outs

The $599 rate needs annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
The disclosed Remote FX rate is a variable spread above mid-market. It is transparent, but it is not zero markup, which is a meaningful distinction on peso-denominated salary conversions.
The model is product-led rather than advisory. A team that wants a real Argentine employment-law expert on call may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Argentina and a dedicated customer success manager, with published pricing they can budget from day one.

Oyster is the automation-first choice for getting an Argentine hire done quickly. Onboarding is fast and clean, a dedicated Hiring Success Manager is consistently praised in reviews, and a 24-hour response and sub-72-hour resolution SLA is published. The product is built so a small team can run an Argentine hire without a payroll specialist in-house.

Oyster discloses a hybrid model, owning or partnering with local entities, but it does not publish how Argentina specifically is served or its owned-vs-partner split. That is worth pinning down when an LCT dismissal or an aguinaldo dispute comes into play. The Hiring Success Manager provides a human layer, but white-glove HR advisory is billed separately at $300 per hour, so in-depth Argentine employment-law work is not all included.

Pricing is predictable: the published $699 per-employee headline (annual discounts noted but not figured) means the first Argentine hire costs what the tenth does, with setup, onboarding, HR-expert access and termination processing stated as included. B-Corp certification carries weight with procurement teams that screen on values. Against the specialist providers, you trade advisory depth for speed, published pricing and a strong customer-success relationship.

Countries: 120+ for EOR, 180+ all products
Entity model: Hybrid: owns or partners with local entities; owned-vs-partner split for Argentina not published
Onboarding: Fast, automated; a few weeks
Contractors: Yes
Pricing: $699 / employee / month (annual discounts noted, not published) · verified 2026-06-18
G2: 4.4/5 (1447)

Strengths

A strong, consistently praised Hiring Success Manager and clean automated onboarding, with a published 24-hour response and sub-72-hour resolution SLA. Oyster leads the onboarding column on this rubric.
Certified B-Corp with a published flat $699 headline and included essentials (setup, onboarding, HR-expert access, termination processing). Procurement teams that screen on values get a straightforward yes.
Automation that keeps pace when a fast-growing team adds Argentine hires quickly, with one of the biggest G2 review bases in the category at roughly 1,447 reviews.
Holds SOC 2 Type II and GDPR compliance, a mature security posture that clears most procurement gates.

Watch-outs

Oyster does not publish whether Argentina is owned-entity or partner-served. For an LCT dismissal or an aguinaldo dispute, ask clearly where the accountability sits.
Lighter lifecycle tooling, with no productised path from EOR to your own SRL as Argentine headcount builds. EOR is positioned as the alternative to an entity, not a step toward one.
White-glove Argentine HR advisory is billed separately at $300 per hour. An involved LCT edge case can land on a meter rather than inside the subscription.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where an Argentina EOR hire is part of a broader system migration rather than a standalone hiring decision.

Rippling is the alternative if you want to run HR, IT and payroll on one platform. Rippling's 600+ integrations and unified employee record cover people, devices and access in one system, making it the broadest consolidated platform on this rubric. New Argentine hires slot into the same workflow as every other employee in your company, which is the consolidation argument.

EOR is the newer part of the Rippling product, delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 EOR countries. Rippling does not publish EOR pricing on its primary pages: a $499 starting figure appears only on Rippling-owned blog listicles, and a platform base fee can sit on top of the EOR fee. Confirm that Argentina is within Rippling's 80-country EOR footprint before committing, and get the all-in monthly number in writing.

Argentine LCT advisory depth is lighter than the specialist providers. Rippling is built to replace your HR stack, not to be your Argentine employment-law partner. For a team with an Argentina hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit.

Countries: 80 for EOR via owned subsidiaries + partners
Entity model: Hybrid mix of Rippling-owned subsidiaries and partners; the split is not published
Onboarding: Fast, self-serve
Contractors: Yes
Pricing: Not published on primary pages; $499 starting figure cited on Rippling blogs · verified 2026-06-18
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here. Rippling carries 600+ integrations and a unified employee record that spans HR, IT and payroll across every market you operate in.
New hire setup, payroll and access provisioning live in one workflow with every other employee. Device and app provisioning is built in from day one.
Holds SOC 1 Type II and SOC 2 Type II plus ISO 27001, a deep security certification stack that matters for an enterprise procurement gate.
Fast, polished self-serve experience if you are standardising your whole people stack. Argentine hires sit in the same product as every other market you operate in.

Watch-outs

EOR covers 80 countries via a hybrid of owned subsidiaries and partners. Confirm Argentina is within that 80-country footprint before committing, and get the all-in number (platform base plus EOR fee) in writing.
Does not publish EOR pricing on its primary pages. The $499 figure lives only on Rippling-owned blogs, and a platform-base fee can sit on top.
Argentine LCT advisory depth, from aguinaldo obligations to dismissal indemnification, is lighter than the specialist EOR providers.

Source: rippling.com/eor

Papaya Global

Best for: enterprises running multi-country payroll at scale, where Argentina is one of many markets and finance-grade payroll consolidation across 130+ currencies matters more than advisory depth.

Papaya Global is the payroll-at-scale choice for enterprises managing Argentina alongside many other markets. Its platform is payments infrastructure as much as HR software: 160+ countries of reach, 130+ payment currencies, and a strong data backbone for finance teams consolidating multi-country payroll in one reporting layer.

EOR starts from $499 per employee per month on Papaya's own pricing page, but it is built for Fortune-500-scale buyers, and most of its EOR footprint is partner-delivered: it owns full EOR entities in 40 countries and reaches the rest through vetted in-country partners. Confirm whether Argentina is one of the owned 40. Argentine LCT compliance advisory is present but payroll-operations-led rather than employment-law-advisory.

On cost, Papaya markets no surprise fees, yet its FX rate is the market reference plus an undisclosed processing fee with country-variable margins, and payment wallets must be pre-funded a few days early with a buffer. In Argentina, where currency conversion has historically been sensitive, that undisclosed processing fee is worth pinning down before you sign. Price the full stack before comparing with the flat-fee providers.

Countries: 160+ reach, 40 via owned EOR entities
Entity model: Hybrid; 40 owned EOR entities, the majority of the footprint partner-delivered
Onboarding: Weeks, enterprise-paced
Contractors: Yes
Pricing: From $499 / employee / month, plus pre-funded wallet and FX processing fee · verified 2026-06-18
G2: 4.5/5

Strengths

A strong enterprise payroll and data backbone across 160+ countries and 130+ payment currencies. Few providers consolidate multi-country payroll data at this scale.
Mature automation and reporting for finance teams running multi-country payroll consolidation including Argentina. Month-end reconciliation is where it wins time back.
Holds ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, a deep certification stack for an enterprise procurement gate.
A 4.5 G2 rating, strong for an enterprise product whose buyer is a demanding finance team.

Watch-outs

EOR starts from $499 but is built for Fortune 500, not smaller fast-growing teams. The product depth comes with corresponding setup overhead.
Owns full EOR entities in only 40 countries, so an Argentine hire may be partner-delivered. The FX rate adds an undisclosed processing fee that is worth quantifying on peso-denominated salaries.
Argentine LCT advisory depth is payroll-operations-led rather than employment-law-advisory.

Source: papayaglobal.com/pricing

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity-led footprint, including Argentina, matters more than speed, price or advisory agility.

G-P runs over 100 legal entities of its own plus a 200+ partner network across 180+ countries, one of the widest footprints in the category. That breadth is genuine, with a long enterprise track record. For a large enterprise running a major Argentine operation where governance and audit are the primary bar, G-P clears it as completely as any provider here.

For a rapidly growing company, though, it is usually overkill. G-P does not publish EOR pricing at all: it is quote-only, gated behind a demo. Third-party estimates that put it high in the market are not figures G-P itself stands behind. The platform and onboarding are widely reported as enterprise-paced, and the engagement model is built for large organisations with involved global operations.

The bigger watch-out for an Argentina hire is the support model. Base-tier support runs through the G-P Assist AI assistant, while a dedicated success manager and direct access to G-P HR and legal teams are reserved for the higher EOR Prime tier. An LCT dismissal deadline or an aguinaldo dispute is not the moment to discover that human Argentine employment-law access is a paid upgrade.

Countries: 180+ via 100+ owned entities + 200+ partners
Entity model: Owned-entity-led (100+ entities) plus a 200+ partner network; per-country owned-vs-partner split not published
Onboarding: Slow, enterprise governance
Contractors: Yes
Pricing: Not published; quote-only, gated behind a demo · verified 2026-06-18
G2: 4.4/5 (1028)

Strengths

Over 100 legal entities of its own plus a 200+ partner network across 180+ countries. One of the widest footprints in the category and the reason it anchors enterprise shortlists.
Deep enterprise governance and a long track record with large global teams. References that pre-date most of this list.
A deep certification stack: ISO 27001, 27017, 27018, 42001 and SOC 2 Type II. An enterprise security review tends to pass it quickly.
A G2 base of roughly 1,028 reviews at 4.4 gives the enterprise track record third-party weight, not just reference calls.

Watch-outs

Does not publish EOR pricing. It is quote-only and gated behind a demo, so a like-for-like Argentine comparison takes a sales cycle to pin down.
Base support is the G-P Assist AI assistant. A dedicated success manager and direct HR and legal team access are gated to the higher EOR Prime tier.
Enterprise focus, enterprise-paced onboarding and a quote-led model make it a poor fit for a rapidly growing company that needs to move fast in Argentina.

Source: g2.com/products/g-p/reviews

Velocity Global (now Pebl)

Best for: companies with M&A, carve-out or cross-border immigration needs that touch Argentina, and who want a broad owned-entity-plus-partner footprint with an AI-first delivery model.

Velocity Global rebranded to Pebl in September 2025 and is repositioning as an AI-first platform. It brings real depth in immigration and cross-border engagements across 185+ countries, with 65 owned entities backing its EOR footprint. That owned-entity share matters for Argentine compliance accountability on workforce carve-outs or relocation-driven hires.

The published headline is a flat $399 USD per employee per month, marketed as all-inclusive. Third-party reviews suggest the real all-in base may land higher once FX is added, and the company does not publish an FX rate or spread anywhere on its own pages. In Argentina, where currency conversion has historically been sensitive, that undisclosed FX margin is worth quantifying on your real peso salary before you compare.

Day-to-day support is AI-first: the Alfie assistant answers and routes to a human specialist when needed, backed by 200+ in-country experts. For a team hiring a handful of people in Argentina without M&A or immigration considerations, a specialist advisory provider gives a more direct line to Argentine LCT depth. Ask whether Argentina is one of the 65 owned entities or partner-served.

Countries: 185+ reach, 65 via owned entities
Entity model: 65 owned entities plus an in-country partner network; ask whether Argentina is owned or partner-served
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $399 USD published; reportedly higher all-in once FX is added · verified 2026-06-18
G2: 4.6/5

Strengths

Real depth in immigration and cross-border engagements, with 65 owned entities backing its footprint. The carve-out and relocation practice is a differentiator the generalists do not match.
A simple published headline: a flat $399 USD per employee per month, easy to compare at a glance before you model the all-in cost.
An AI-first hybrid support model (the Alfie assistant routing to human specialists) backed by 200+ in-country legal and hiring experts, well reviewed at scale.
Holds ISO 27001:2022 and SOC 2 Type 2, with an in-house legal team backed by Baker McKenzie, a strong governance signal for an enterprise hire.

Watch-outs

The published $399 is the headline, but the real all-in base may land higher once FX is added, and no FX rate or spread is published. In Argentina, pin the all-in peso-conversion number down before you sign.
Customer experience is still settling after its September 2025 rebrand to Pebl.
Day-to-day support is AI-first via the Alfie assistant. For an LCT dismissal or aguinaldo dispute, confirm how fast it routes you to a human Argentine employment-law expert.

Source: hellopebl.com/eor-pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Argentine LCT compliance	Ask whether the provider has real HR and legal experts with Argentine LCT credentials or routes dismissal and aguinaldo questions to a generalist ticket queue.	A contested dismissal in Argentina carries a severance liability of one month per year of service plus notice pay, with potential penalty provisions. Know who handles it before you sign the MSA.	You want a direct line to a real Argentine employment-law expert when an LCT dismissal deadline is hours away.	An owned Argentine entity means one data-processing chain; a partner adds a sub-processor that needs its own privacy review.
FX on Argentine peso salaries	Ask for the FX policy in writing. Argentine salaries in ARS billed from a non-ARS currency make the spread material, given the peso's history of significant exchange-rate movement.	An undisclosed FX spread on a peso-denominated salary can be difficult to budget and reconcile when the peso moves. Request an itemised FX line against a mid-market reference on every invoice.	An itemised FX line avoids salary-reconciliation surprises at Argentine year-end and makes the aguinaldo calculation auditable.	A timestamped rate against a public reference is an auditable record under Argentine bookkeeping requirements.
Path to your own SRL or SA	Ask when EOR stops being the right model. The crossover in Argentina is roughly 8 to 12 full-time employees, at which point an SRL often saves more than EOR costs.	An EOR that models the crossover and helps you set up the SRL keeps you from overpaying EOR fees past the breakeven month.	A managed transition via Global Entity & Employment Operations (GEMO) avoids re-onboarding employees onto a new contract at entity setup.	Your own Argentine entity gives you full control over data residency and employment contracts in Argentina.

Decision checklist

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
Choose on Argentine employment-law depth if real HR and legal experts who handle LCT dismissals, aguinaldo calculations and severance indemnification matter more than platform breadth or price. Teamed leads this column with direct expert access on every plan.
Choose on cost transparency if a salary invoice you can read matters in a peso-volatile market. Teamed shows the FX rate against mid-market and absorbs it at zero markup. Deel does not publish a rate; Remote discloses a blended rate on the invoice; Pebl publishes no FX rate at all.
Choose on lifecycle if you plan to set up your own SRL or SA. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 90+ markets.
Choose Deel if platform breadth, a deep integration catalogue and the largest brand matter most for your Argentine hire.
Choose Remote if you want a polished self-serve product, a fully owned EOR entity and a disclosed FX rate you can see on the invoice, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than Argentine employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform across Argentina and every other market, and you have confirmed Argentina is within its 80-country EOR footprint.
Choose Papaya Global if enterprise payroll automation across Argentina and many other markets is the priority and a partner-delivered Argentine hire is acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity-led footprint matters more than speed, price or advisory agility.
Choose Velocity Global (Pebl) if you have M&A, carve-out or immigration considerations in Argentina and want a broad owned-entity-plus-partner footprint with an AI-first delivery model.
Ask every provider one question before you sign: do real HR and legal experts handle an LCT dismissal or an aguinaldo dispute, or does it go to a generalist ticket queue?

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Honest take

When another provider here is the better choice.

Choose Deel if platform breadth, the deepest integrations and the largest brand outweigh seeing the FX on your Argentine peso invoice.
Choose Remote if a polished self-serve product, a fully owned EOR entity and a disclosed FX rate matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Argentina and every other market.
Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster or Velocity Global if fast onboarding or M&A and immigration depth in Argentina is the deciding factor and you have confirmed the pricing and FX terms.

Teamed leads Argentine employment-law depth, cost transparency and the lifecycle to your own entity, not every column. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Argentina in 2026?
It depends on your priority. Teamed leads on Argentine employment-law depth, with real HR and legal experts handling LCT dismissals, aguinaldo calculations and severance indemnification directly on every plan. It also leads on cost transparency, with FX absorbed at zero markup and shown against mid-market, which is particularly valuable in a peso-volatile market. Remote leads on self-serve product polish with a 100%-owned EOR entity. Oyster leads on onboarding speed. Deel and Rippling lead on platform breadth. G-P leads on owned-entity-led governance for large enterprises. The most useful question: can you reach a real HR or legal expert with Argentine employment-law depth when you need one, and can you see the FX on your Argentine peso invoice?
What is the aguinaldo (SAC) and how does an EOR handle it?
The Sueldo Anual Complementario (SAC), commonly called the aguinaldo, is a mandatory 13th-month salary payment required under the Ley de Contrato de Trabajo (Articles 121-123). It equals 50% of the highest monthly salary an employee earned in each six-month semester. The first half is due by 30 June and the second by 18 December each year. An EOR provider includes this in its payroll run as a statutory cost, alongside employer social contributions. Ask your EOR how the aguinaldo is calculated and reported on the invoice, and whether a real Argentine payroll specialist reviews the calculation or it is handled by an automated system.
What are the Argentine employer social contributions an EOR will pass through?
Argentine employer-side social contributions run approximately 23 to 26% of gross salary. They cover SIPA (pension insurance, the main component), INSSJP/PAMI (retirees health insurance), FONASA (national health fund), ANSSAL (health regulatory authority), and family-allowance contributions. Labor risk insurance (ART) adds a variable amount that depends on industry and risk classification. All EOR providers pass statutory contributions through at cost; they are not the provider margin. Compare providers on the platform fee and FX transparency, not on statutory contributions.
How does Argentine severance work, and what should I ask my EOR?
Argentine law entitles dismissed employees to an indemnizacion por antiguedad of one month's salary per year of service (or fraction greater than three months), calculated on the best normal monthly salary in the last year, under Article 245 of the LCT. Notice pay (preaviso) adds 15 days to two months depending on seniority. This is one of the more generous severance frameworks in Latin America. Ask your EOR whether real HR and legal experts calculate and advise on the severance, and whether they carry accountability for a miscalculated indemnizacion. An EOR that routes this question to a generalist ticket queue carries real risk in a market with active labor courts.
Why does FX transparency matter more in Argentina than in other markets?
Argentina's peso has a history of significant exchange-rate volatility. When an EOR bills you in USD and pays your employee in ARS, the conversion rate applied to that salary can vary materially. A provider that does not disclose its FX rate or show it against a mid-market reference makes it harder to budget accurately and reconcile the invoice. An undisclosed FX spread at the 1.5 to 3% industry range on a peso-denominated salary adds up quickly across multiple employees and months. Teamed absorbs FX at zero markup on the fee and shows the applied rate against mid-market on every invoice. Ask every provider for their FX policy in writing before you sign.
How current is this comparison, and how was it scored?
Competitor facts come from Teamed's global provider fact-cache, last verified 18 June 2026 against each provider's own pricing page and G2 listing. Argentine statutory facts reference servicios.infoleg.gob.ar (the official Argentine law database) and AFIP. Each of the eight providers is scored 1 to 5 on five Argentina-focused criteria with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR provider handles Argentine LCT compliance best?
Teamed leads on Argentine LCT compliance: real HR and legal experts for dismissals, aguinaldo and severance, standard on every plan, through its own Argentine entity. Remote markets a 100%-owned EOR entity network. G-P offers enterprise-grade compliance with a broad footprint. Oyster, Papaya, Rippling and Deel are lighter on Argentine employment-law advisory depth.
What is the real cost of hiring in Argentina through an EOR?
Four layers. First, the headline EOR fee: roughly $399 to $699 per employee per month, quote-only for G-P. Second, Argentine employer social contributions, roughly 23 to 26% of gross, passed at cost by all. Third, the aguinaldo (SAC), 50% of the highest monthly salary per semester, passed at cost. Fourth, FX on the peso conversion for providers that do not disclose their rate, an estimated 1.5 to 3% of salary. Teamed absorbs FX at zero markup and shows the rate against mid-market.

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