Payroll services in Argentina are becoming increasingly in demand as payroll outsourcing scales globally, reaching an estimated $17.83B by 2031. Payroll outsourcing is becoming a strategic decision for many companies because compliance moves faster than most internal back-office teams can keep up.

In Argentina, the need for payroll support is even sharper. Payroll has to plug into the ARCA (ex-AFIP) ecosystem, align statutory deductions and filings, and stay consistent across payments, reporting, and record trails. On top of that, 2026 is expected to bring a broader labor reform agenda, with proposed changes touching areas like work rules and severance pay - exactly the parts of payroll that can’t afford guesswork.

That’s why choosing the right provider matters for business expansion in Latin America. A strong payroll partner helps you scale headcount without rebuilding processes every time you add a location, change team structure, or face a regulatory update - keeping payroll stable while the business moves fast.

Core Payroll Services in Argentina

Payroll calculation and payslip management

This is one of the key payroll outsourcing services in Argentina and the point where payroll processing typically starts. It covers gross-to-net calculations for remunerative pay items such as base salary, bonuses, overtime, and allowances; applies statutory and voluntary deductions; and generates compliant payslips. Each payslip is the employee’s pay stub, showing a clear breakdown of earnings, deductions, and net pay aligned to the agreed payroll frequency.

Payroll payments and reconciliation

Payroll execution is the moment when theory meets reality: numbers leave spreadsheets and show up as real money in employees’ accounts.

Most Argentinian teams run payroll monthly, with payroll processing typically tied to month-end. Salaries are usually paid in Argentine Pesos (ARS), although international employers may structure USD payments for some employees through compliant banking arrangements and agreed payment methods. Some companies also use weekly or biweekly pay frequencies, depending on the role and contract type.

To execute payments, payroll providers comply with local banking requirements by collecting employee payout details and preparing bank-ready instructions. In practice, that means using a valid local account identifier, such as a CBU (bank account) or a CVU (wallet-based account). If an employee doesn’t have an eligible account, global payroll vendors or EOR providers can facilitate account setup via partner banks as part of onboarding.

After payouts are released, reconciliation becomes the control gate.

It verifies that the payroll register, bank transfer results, and accounting postings match, so failed transfers, incorrect account details, duplicates, or partial settlements are fixed before they become employee tickets or finance escalations.

Although rarely visible to employees, reconciliation is one of the strongest safeguards in payroll operations and typically follows a defined cadence: a check after every payroll run, deeper reviews at quarter-end, and year-end audit tie-outs to support financial closing.

Typical reconciliation workflow:

  1. Match payroll totals to bank confirmations.
  2. Investigate discrepancies.
  3. Correct payroll, bank files, or accounting entries.
  4. Document and store the reconciliation outcome for the period.

Statutory contributions

In Argentina, statutory payroll compliance is handled by ARCA (formerly AFIP, Administración Federal de Ingresos Públicos) - the authority that connects payroll records, social security reporting, and tax filings. In practice, payroll providers operate inside the ARCA (ex-AFIP) ecosystem, where payroll outputs must match what’s filed and paid through government systems.

Regarding employee statutory deductions, Argentinian payroll providers must calculate and withhold mandatory social security charges totaling 17%, including 11% retirement social security contribution (Jubilación), 3% for mandatory social security for health care (Obra Social), and 3% for social services.

Another important part of Argentinian statutory contributions is the tax component. Accuracy here matters. Payroll providers in Argentina need to understand how taxation differs depending on the employee classification - whether it’s an FTE employee or a B2B contractor.

FTE employment

Employer payroll contributions:

  • Personal income tax: Typically applied on a progressive scale (often described as 5% to 35%). This is the employee’s tax, but the employer is responsible for calculating, withholding, and remitting it through payroll.

What comes out of the employee’s pay:

  • Mandatory contributions: When you add up pension funds (16%), health insurance (2%), social services (6%), unemployment insurance (1.5%), life insurance (0.30%), and employment risk (2%), the total is 27.8%.

And don’t forget about the mandatory 13th salary (Aguinaldo): equivalent to one month’s salary, paid in two installments (June and December), and treated as an employer cost.

B2B hiring

For B2B arrangements, taxes typically stay on the contractor’s side, including:

  • Personal income tax: Ranges from $3.5 to $872 for individuals under the Monotributo tax regime (applicable only to those earning less than $79,000 annually).
  • Social security contributions: Including SIPA $11.39–$98.75 annually and health contributions $16.04–$54.88 annually.

Clean statutory reporting improves visibility into the tax burden by separating gross pay, employee deductions, employer charges, and withheld taxes into a traceable cost breakdown per pay period.

Mandatory benefits management

Employees are entitled to:

  • Paid annual leave: 14-30 working days with a bonus of 20% of the regular salary.
  • Public holidays: 18 fully paid national holidays per year.
  • Sick leave: Depends on seniority and is employer-paid. For up to 5 years of service, 3 months are fully covered; after 5 years, 6 months are fully covered.
  • Maternity leave: 90 calendar days, typically divided as 45 before and 45 after birth, starting at least 10 days before the due date.
  • Paternity leave: 2 calendar days.
  • 13th-month salary (Aguinaldo): Paid in two installments, mid-year and year-end
  • Overtime pay: 150% of the regular rate in regular hours and 200% in a Sunday or holiday.
  • Severance pay: 30 days' salary per year of service.

Payroll reporting

This is all about structured outputs that make payroll auditable and decision-friendly. Providers deliver payroll registers, cost summaries, and employer-versus-employee contribution breakdowns, plus department - or cost-center-level reporting for budgeting. Strong reporting also supports internal and external audits by providing traceable calculations from input data to payslips, payments, and statutory totals.

In Argentina, payroll reporting also involves recordkeeping: storing payslips, payroll registers, and submission receipts to prove what was paid and what was reported during audits or inspections.

Valued-Added Payroll Services in Argentina

  • Employer of Record (EOR) becomes the Argentinian legal employer, so you can hire local talent without setting up a local entity. The provider signs employment contracts, runs payroll, manages statutory deductions and filings, and handles mandatory benefits and labor compliance.
  • Professional Employer Organization (PEO) supports companies that already have (or are building) a local presence. In practice, it helps run payroll and HR administration, keeps payroll aligned with ARCA reporting workflows, and reduces the operational burden on your internal finance/HR team - while you keep day-to-day team management.
  • Contractor of Record (COR) helps you engage contractors compliantly by standardizing contracts, documentation, payment workflows, and classification guardrails. This matters in Argentina because contractor misclassification risk is high and can trigger back payments, social security liabilities, and fines.
  • Payroll audits are a structured review of payroll inputs, calculations, statutory deductions, and reporting outputs to catch errors early - before they become an employee dispute, a failed filing, or an audit headache.
  • Local taxation and labor law guidance is an ongoing advisory that helps you keep payroll processing aligned with local requirements - especially around employee classification (FTE vs B2B), statutory updates, and payroll-sensitive labor rules that affect how you calculate pay and deductions.
  • HR administration services include operational support around onboarding and offboarding workflows - contracts, employee file documentation, payroll setup, benefits enrollment, and termination documentation - so each lifecycle step is consistent and compliant.

Alcor

Founded in 2017, Alcor helps tech product companies build offshore and nearshore engineering teams in Latin America and Eastern Europe, combining payroll outsourcing in Argentina with tech-focused Employer of Record services, recruitment, and operational support. By delivering these services through its own legal entities and in-house teams across all countries of operation, Alcor supports 100% compliance with local labor and tax laws and enables companies to scale engineering teams from 10 to 100+ developers within a year.

Alcor has moved its primary website to alcor.com, which is the main source of company information.

Tax compliance expertise

Alcor runs payroll through its local legal entities in the countries where it operates, so the same entity appears on employment contracts, statutory filings, and payroll tax processes. Clients set compensation and approve payroll inputs; Alcor handles calculations, mandatory withholdings, and employer charges, as well as required submissions. Termination processes are managed as part of the employment lifecycle, including country-specific severance pay and final settlement workflows where applicable.

Payroll processing speed & quality

Payroll follows standardized monthly cycles aligned with local requirements, with dedicated specialists managing calculations, approvals, and payouts. Clients track payroll steps and status in AlcorOS, which provides a single workspace for payroll-related workflows, benefits, and documentation.

Pricing transparency

Payroll is delivered as part of Alcor’s Employer of Record offering rather than as a standalone add-on. The model uses pay-as-you-go billing tied to active team members. There are no prepayments, and pricing can be reduced through volume-based discounts as headcount grows.

Employee data security

Alcor protects payroll and employment data with role-based access controls and secure systems aligned with GDPR. The preparation of NDAs and IP rights agreements is built into the legal framework, helping keep sensitive information protected throughout the employment lifecycle.

Customer support SLA

Support is organized around a dedicated Customer Operations Manager who understands your setup and payroll calendar. Instead of a one-size-fits-all SLA, Alcor defines a custom payroll SLA upfront based on your pay dates, approval workflow, and the level of control you want. During onboarding, Alcor captures your review/approval timing and builds a shared payment calendar that both sides follow, aligning payroll with your internal processes rather than forcing a fixed model.

Integrations & automation

AlcorOS consolidates day-to-day employment operations - payroll visibility, contracts, benefits, and employee documentation - into one structured workspace. Monthly execution (salary payments, statutory items, and payroll taxes) is handled through local processes, with AlcorOS acting as the coordination and tracking layer.

Expansion flexibility

Alcor makes it easier to scale across both nearshore and offshore locations. You can start in one country and then expand to other LATAM hubs, such as Mexico, or to Eastern Europe, including Poland, Ukraine, and Romania, while keeping the same EOR and payroll operations approach. Alcor can help you bring on 5 specialists in the first month and grow to 30 developers within 3 months, depending on the roles and project needs - and then continue expanding team size as delivery ramps up. As regulations change, in-country specialists track local payroll law updates and reflect them in payroll cycles and employment workflows, so expansion doesn’t mean rebuilding processes every time the rules shift.

Casin & Asociados

Casin & Asociados is one of the professional payroll providers in Argenitina founded in 2002, that provides payroll outsourcing and related services, alongside audit, tax, consulting, outsourcing, and staff augmentation. The firm operates across Ibero-America, with offices in Argentina, Brazil, Panama, Peru, Spain, and the United States.

Tax compliance expertise

Casin’s payroll scope includes salary, payroll, and social security charges, plus “information regimes” and labor/social security audit support. In practice, this covers the compliance work that sits around statutory reporting, employee withholdings, and the documentation required for inspections and record keeping across the financial year.

Payroll processing speed & quality

The core payroll service list includes labor counseling, payroll calculation (“liquidación de sueldos”), handling job incorporations and terminations, and issuing payroll reports. This is where a payroll provider typically keeps calculations aligned with items that can change during the year, such as minimum wage updates, working time rules, and other payroll-sensitive requirements.

Pricing transparency

Pricing is not published on Casin’s official website; it’s typically discussed on a case-by-case basis through an inquiry.

Employee data security

Casin’s site does not provide a detailed public security/compliance pack (e.g., SOC/ISO summaries). For an article, it’s safest to describe security only at a high level unless the firm provides specific controls or certifications.

Customer support SLA

A public, standardized SLA is not listed on Casin’s website. Client interaction is generally routed through direct engagement with the firm’s team, typical for professional services firms.

Integrations & automation

The website does not detail payroll software integrations or API automation. If your readers care about HRIS/ERP connectivity, this is a point to confirm during vendor discovery.

Expansion flexibility

With offices across Argentina, Brazil, Panama, Peru, Spain, and the US, Casin is set up to support firms working across multiple Ibero-American markets and coordinating payroll-adjacent processes across entities and locations.

Kmp Auditores y Consultores

KMP Auditores y Consultores is an Argentinian management and advisory company founded in 2006 that provides payroll and compliance support to companies operating in Argentina. In the landscape of payroll companies in Argentina, KMP offers payroll processing with ongoing labor-law support and a strong focus on the confidentiality of payroll information.

Tax compliance expertise

KMP’s payroll scope covers payroll and social security contributions settlement, as well as labor consulting spanning legal, social security, tax, accounting, and financial aspects of workforce administration. This setup helps companies keep payroll aligned with Argentinian statutory obligations across the tax year, supporting fiscal validity through consistent calculations, documentation, and compliance-ready outputs.

Payroll processing speed & quality

KMP runs payroll as a structured service that includes payroll settlement, handling employment changes, and final settlements (end-of-employment calculations). It also offers labor cost projections, helping companies forecast workforce costs before headcount or compensation changes hit the payroll cycle.

Pricing transparency

Pricing is not listed on the official website as a public rate card; engagement is typically quote-based.

Employee data security

Confidentiality is built into the service model, with payroll information handled under strict confidentiality commitments.

Customer support SLA

Support is positioned as proactive and ongoing, including guidance on labor law decisions during payroll operations.

Integrations & automation

Payroll processing is delivered through a digital platform built with KMP’s technology partner Sueldos Net, which supports digital payroll workflows and employee-facing documentation such as receipts. KMP’s own content also references automation for payroll records, deadlines/alerts, and documentation, such as the Libro de Sueldos Digital, which helps maintain cleaner records and improve audit readiness.

Expansion flexibility

KMP includes an Expatriates service focused on residency analysis and its tax implications for individuals and companies, including optimization of tax and pension structures - useful for organizations managing cross-border assignments into Argentina.

Deel

Deel is one of the payroll processing companies in Argentina used by distributed teams to hire and pay both employees and contractors through one platform. It combines EOR, Global Payroll, Contractor of Record, HRIS, and compliance workflows, helping centralize payroll processing across countries while keeping local requirements in mind. The company was founded in 2019.

Tax compliance expertise

For Argentinian employee hiring, Deel positions the EOR service around handling local laws, payroll, and the “complex tax system” as part of the employment setup. In global payroll, the platform supports local deductions and tax filing workflows during the payroll run.

Payroll processing speed & quality

Deel supports different pay frequency patterns. For Argentina, Deel’s country guidance notes that multiple pay frequencies are legally supported, while monthly remains the most common, with a typical pay date at the last working day of the month. For Argentinian contractors, Deel also supports one-click funding for mass payouts in multiple currencies.

Pricing transparency

Deel’s EOR pricing starts at $599 per employee/month, with total cost varying by product scope and add-ons.

Employee data security

Deel centralizes employment documents, contracts, and payroll artifacts in a single system, enabling controlled access and audit-ready workflows for global teams.

Customer support SLA

Support coverage is delivered through Deel’s platform; response times and escalation paths typically depend on plan scope and the product (EOR vs payroll vs contractors).

Integrations & automation

Deel positions payroll as part of a broader workforce stack to consolidate data flows and reduce manual handoffs across tools during hiring in multiple countries.

Expansion flexibility

Deel offers payroll and/or EOR coverage across 130+ countries, which supports expansion beyond Argentina without switching platforms. For contractors, Deel offers a wide range of payout options and methods, including bank transfers and other withdrawal rails, helping standardize cross-border payments as teams scale.

ADP

ADP is one of the payroll outsourcing companies in Argentina that supports mid-sized and large organizations with payroll processing and end-to-end payroll operations, including employee contributions, payroll calculations, and tax filing workflows as part of its payroll & tax service model.

Tax compliance expertise

ADP’s payroll delivery is built around keeping payroll outputs aligned with tax and compliance requirements. Its compliance capacity is focused on regulatory changes and payroll-related rules. In Argentina, the local payroll scope typically includes support for mandatory payroll reporting requirements and tax-related workflows for each pay cycle.

Payroll processing speed & quality

ADP supports complex payroll scenarios, including multiple pay rates within the same pay period, automated deductions (including benefits and other withholdings), and consistent, on-time pay runs. This is relevant in Argentina, where payroll calculations must align with employee contributions, net pay, and tax amounts that flow into reporting and payments.

Pricing transparency

Pricing is quote-based and typically provided after an inquiry or consultation, rather than listed as a fixed public plan.

Employee data security

ADP runs a formal security and assurance program and makes independent assurance reports available for eligible services (including SOC 1 Type 2 and SOC 2 Type 2), which are provided to customers under NDA. Security controls include governance, auditability, and recognized security certifications such as ISO 27001 for parts of its environment.

Customer support SLA

A single public, one-size-fits-all SLA is not typically listed for all payroll offerings. Support models are usually tied to the specific service tier and regional scope, with dedicated compliance and payroll specialists involved to ensure accuracy and resolve issues.

Integrations & automation

ADP supports integrations and automated data flows between HR and payroll, such as pulling new-hire data from upstream systems and updating payroll deductions when benefits change. This reduces manual work in multi-system setups and helps maintain consistent payroll inputs across cycles.

Expansion flexibility

ADP supports payroll delivery in Argentina and offers international coverage across 140+ countries and markets, helping companies scale beyond a single country while keeping payroll operations under a single vendor family.

Top Payroll Companies in Argentina for the Software Nearshoring Industry

  • Alcor is a tech-first provider that combines payroll and Employer of Record services to help software product companies hire and manage engineering teams through one structured tech R&D center model. Its legal and accounting teams are experienced in structuring engineering employment contracts and running payroll for developers in tech-rich locations with combined talent pools of 3.8M specialists, universities ranked in the QS World University Rankings, and developed business infrastructure. The all-in-one software R&D setup keeps everything under one roof, helping you stay focused on product development while they handle the back office.
  • ADP is a fit for mid-sized and large companies that need structured payroll operations in Argentina with payroll and tax workflows and standardized reporting. It works well for software nearshoring setups because it supports complex organizational structures (multiple teams, pay rates, locations) and is used across a wide range of industries, including tech, so the processes are designed for scale, governance, and audit-ready reporting.
  • Deel is a strong option for distributed companies that want a single platform to hire and pay Argentinian employees and contractors with different pay frequency setups. It fits software nearshoring teams because it centralizes contracts, payments, and record-keeping across many countries and industries (including tech), reducing admin friction as you scale globally and mix FTE and contractor talent.

Top Payroll Service Providers in Argentina for the Manufacturing Industry

  • Casin & Asociados is one of the long-established payroll companies in Argentina, with payroll outsourcing that covers salary calculations, social security payments, onboarding/terminations, and audit-ready reporting. For Argentinian manufacturing companies, this supports fiscal validity by keeping payroll records, labor books, and compliance documentation consistent across plants, shifts, and large headcount cycles.
  • KMP Auditores y Consultores is an Argentinian vendor that supports companies with payroll settlement, social security contributions, labor consulting, and final settlements, which fits manufacturing, where payroll accuracy must hold up under inspections and internal controls. As a local payroll provider in Argentina, it helps keep payroll processes stable and compliant as workforce changes and labor requirements evolve.