Expanding to Argentina is an exciting time for your company. One of the first things you might do is try to recruit and hire Argentina employees. However, before you start the hiring process, you...
Read MoreExpanding to Argentina is an exciting time for your company. One of the first things you might do is try to recruit and hire Argentina employees. However, before you start the hiring process, you must understand the country’s various employment laws and other cultural nuances that could impact how you recruit and hire employees.
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Expanding to Argentina is an exciting time for your company. One of the first things you might do is try to recruit and hire Argentina employees. However, before you start the hiring process, you must understand the country’s various employment laws and other cultural nuances that could impact how you recruit and hire employees.
Argentine has several avenues for advertising open positions. Newspapers are still popular in the country, including circulations such as La Nación and El Clarín. LinkedIn is one of the least effective methods of job searching in Argentina. However, trends are changing and more people are using professional social networks.
Speculative applications are also common in the country. If you’re in charge of staffing and recruiting for your Argentina business, you could receive applicants by mail and online. Many candidates, especially those looking for internships or applying to be a teacher, will write to their target company for consideration. You should always look through these applications, as some might be valuable additions to your team.
Your company can also work with a staffing agency that handles both short- and long-term employment — many are internationally known companies. Since many job candidates call directly or send speculative applications, you may not have much luck working with a local recruitment agency.
While recruiting in Argentina, you must follow certain laws to ensure compliance. As an employer, you cannot perform a criminal background check on any candidate whether you’re hiring them directly or using a vendor. You can request a background check personally or go through a legal representative, but the candidate will ultimately obtain the document and give it to you.
However, as the employer, you must conduct a pre-employment medical exam to determine if the employee is fit to work and free of prior health conditions.
When interviewing, you cannot ask or put any discriminatory questions on an application. Discrimination based on gender, age, race, nationality, religion, political affiliation, or union membership is prohibited. Avoid discussing age, gender, politics, religious beliefs, or marital status.
The Argentina Constitution, international treaties, the Employment Contract Law, multiple federal statutes, and collective bargaining agreements create the basis for Argentina’s employment laws. The National Ministry of Labor enforces these regulations.
Although no law regulates employment contracts, it’s best to have a written agreement at the time of hiring Argentine employees. Most companies in Argentina use employment contracts for an indefinite period, which employers do not need to put in writing. However, defining the terms in a written agreement is a good idea. Once you hire an employee, you’ll need to immediately register them in the Special Payroll Book, which the Ministry of Labor oversees.
Once you learn how to hire Argentina employees, staying within the country’s employment law through every step of the process is essential. Some employees might ask to get paid in U.S. dollars directly to their bank accounts since Argentina’s exchange rate continually fluctuates. This type of payment is illegal, and it could cause your company to shut down if an employee is terminated and shares information about the arrangement.
Argentina employment compliance hinges on strict labor laws. Not following these laws can be expensive or lead to a total shutdown of your company. One of the best ways to stay compliant is to adjust the salary amount every twelve months based on the nation’s fluctuating exchange rates. You should then update the employment contract every time the salary changes.
After you hire employees in Argentina and set up payroll, you’ll need to prepare to onboard your employees. While there is no right or wrong way to bring on new employees, these tips can help:
Outsourcing your Argentina hiring needs provides multiple benefits. First, it relieves a burden on your time and can help you focus on running your company. It can even save you money on travel expenses. However, one of the most significant benefits of Argentina hiring outsourcing is that you do not need to learn all the ins and outs of the country’s employment laws. A global PEO such as Globalization Partners will help you hire exceptional talent and assume all the risk involved.
When you need to hire employees in Argentina, call Globalization Partners. We’ll help fill your company with talented employees by employing them on your behalf. You can start operations sooner and feel confident in meeting Argentina’s employment laws. Contact us today to learn more.
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