Employer of Record in Argentina

Employer of Record in Argentina

Employer of Record in Argentina

Argentina is a viable option for companies looking to hire remote teams. Roots EOR simplifies the process of Employment in this country. Want to know more about us? Let´s get started!

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The employee onboarding process is not very cumbersome in Argentina. Companies look for resources online using popular employment sites such as Monster. Professional sites like LinkedIn also play a significant role in hiring employees at a global level. Other local job search sites like Bumeran, ZonaJobs, etc. also help companies in scouting the best talent. The recruiters then conduct several rounds of testing to analyze and understand the candidate’s potential and choose the best fit for the role.

About 78.86% of people in Argentina are employed in the services sector. Therefore, a lot of jobs arise from various services like teaching, etc. However, due to the pandemic, most employees are working remotely. This has attracted a lot of global talent to Argentina.

The process of handling recruitment from scratch can be extremely tiring for companies. With Roots EOR you can hire employees with much more ease and convenience. Roots EOR takes care of all the steps involved in the onboarding process so that you can focus on the other essential aspects of your business.

Argentina’s labor laws have multiple provisions, including employee welfare funds. You must be mindful of these provisions if you are hiring in Argentina. Countries have laws and provisions to safeguard the interests of the employees working in these companies.

A large number of people working in Argentina belong to other countries. These laws also safeguard the interests of the foreign nationals who work there. There are several contracts between different countries; Argentina’s laws are formulated accounting for all these factors.

Best resources at lowest cost

Argentina has numerous employee entitlements such as leaves and employee health benefits. As a company, you should be aware of these employee entitlements.

But without doubt Argentina is a promising and convenient place to invest. Employment laws in Argentina are congenial for employers and focus on improving employment in the country. Still, Argentina’s business market has its share of complexities. Collaborate with Roots EOR to sail through it all smoothly. Our team will handle cross-border payments, payroll, compliances, benefits, taxes, and work permits in Argentina ensuring your complete focus on your business scale-up. Roots EOR has resources that can help you to manage the Argentinian employees’ entitlements. To know more, contact us.

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Employer of Record in Argentina

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4 benefits of working with remote employees

4 benefits of working with remote employees

4 benefits of working with remote employees

An effective onboarding process is crucial to developing a productive and engaged workforce.

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After the pandemic in 2020, this year is giving hope to professionals and organizations across the world. Companies are implementing new trends and practices to ensure that their business processes are not hampered in the future.

Working with remote employees has its own benefits. Here are some of the advantages of onboarding remote employees to your organization.

 

No geographical restrictions

On-premise hiring and onboarding often limit an organization’s choices when it comes to the location of the employees. However, when you have employees working remotely, you can hire employees working from any corner of the world. This helps you add diversity to your team and prevents you from compromising on talent just because of the geographical location of the employees.

Thanks to digitization, remote onboarding allows you to form a truly global team and get dedicated employees from across the globe onboard effectively.

 

Improved collaboration

Collaboration is the key to managing multiple business processes within an organization. When onboarding remote employees, always use online collaborative platforms that help you ensure that everyone is on the same page.

This improves the collaboration between new employees within and across different departments as they all view the same dashboards, access the same database and communicate on the same platform.

 

Saving money

The remote onboarding process saves an organization from spending a fortune on organizing on-premise orientation programs, setting up new desks, providing dedicated devices and several other office expenses. Technically, all you need to onboard remote employees is a stable internet connection and essential resources for new employees.

Also, remote onboarding processes help organizations cut down training costs incurred in hiring dedicated trainers every time a new employee joins the time. HR managers can facilitate streamlined and automated virtual training by providing the new employees with all the necessary training resources.

 

Effective monitoring of progress

The first few weeks an employee spends in your organization requires regular and effective monitoring. This helps you ascertain the effectiveness of your onboarding process.

When you onboard remote employees, you can keep track of their progress and their work on a centralized platform. As most tasks involve using online collaborative platforms, it becomes easier for team leaders and managers to monitor the work done by the new employees in real-time.

This allows HR managers to assess how well they have onboarded the employees and make crucial decisions.

 

Teleworking is a reality

Although a few years ago many companies had doubts about hiring employees remotely. Today is a reality. It is possible to hire employees anywhere in the world. It is certain that this implies time, money, knowing the laws of each country. But we have good news. There are companies that take care of doing that work for you. Do you want to know more about us? Contact Our Advisors 

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Employer of Record in Argentina

Employer of Record in Argentina

Argentina is a viable option for companies looking to hire remote teams. EOR ROOTS simplifies the process of Employment in this country. Want to know more about us? Let´s get started!

How to hire staff in Latin America without a local company?

How to hire staff in Latin America without a local company?

How to hire staff in Latin America without a local company?

Would you like to hire employees from other parts of the world but you don´t know where you start? Perhaps this article will help you take courage and take the first step.

Post main image. Illustrative EOR vs PEO

Thanks to the rapidly growing information flow and an ever-present internet access, it has become extremely easy to interact with people, companies, and governments around the globe. The emerging markets of Latin America are no exception to this transition process.

Traditionally, Latin American markets have been reliant on agriculture and on the extraction of natural resources. However, in recent years, these have begun to be substituted for industrial production and services. As a result, increasing amounts of foreign direct investments which come to this region are in a great extent a reason for this shift.

Are you thinking of doing business in Latin America, an attractive option is through an employer of record (EOR)? 

 

What is an EOR?

An EOR is an organization that supports companies through the provision of human resources services. That generally means recruiting, hiring, firing, and paying all taxes and benefits to local employees, as part of a comprehensive EOR service. However, a more limited service can also be provided based on your needs.

Essentially, an EOR will manage time-consuming HR tasks, leaving their clients to focus on other aspects of their businesses.

 

Benefits of contracting through an EOR in Latin America

Besides saving your company time and manpower, other benefits of hiring an EOR in includes:

Profitability: Hiring staff through an EOR reduces administrative and recruiting expenses and saves you money if you want to hire local staff but do not have operations large enough to warrant company incorporation or branch formation.

Recruitment: A reliable EOR will have an established recruitment team with abundant knowledge of the local market, which will quickly be able to find the most suitable and qualified personnel for your company.

Compliance: With their experience and knowledge of the local market, EORs will ensure as a matter of course that you are in full compliance with all the countries labor laws and regulations.

 

Benefits of not having a local company

The EOR is charged with carrying out the legal and regulatory requirements of immigration, employment and payroll, but does not participate in day to day work activity.

In essence, the EOR is the registered employer for the worker, but does not have any supervisory or management role vis a vis the employee’s position. The original employer maintains the substantive work relationship, making all decisions on compensation, position duties, projects and termination.

Specifically, the employer of record is the legal entity that:

  • Arranges all visas and work permits for the employee, avoiding delays or refusals
  • Provides a registered entity for running a local, compliant payroll inside the country
  • Meets all host country labor laws pertaining to local contracts and worker protections
  • Advises the client of required notice periods, termination rules and severance pay
  • Is the host country interface between the employee and government authorities

Work with ROOTS EOR

Do you want to know more what we do? Contact Our Advisors 

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EOR Vs PEO

EOR Vs PEO

EOR Vs PEO

How can EORs help you hire global teams successfully?

Post main image. Illustrative EOR vs PEO

But there are key differences between the two services you need to know about, and this article will help you to understand them.

What Is a Professional Employer Organization (PEO)?

In HR, PEO stands for Professional Employer Organization. If your business is looking to outsource its HR function locally, PEOs can offer extensive employment management services. They can provide a holistic HR and admin solution including: Payroll, managing benefits, onboarding, advice to help companies keep to local employment laws, meeting local customs and industry best practice.

As these administrative processes require dedicated resources and expertise, PEOs can offer an outsourced HR function that helps companies to comply with local tax and employment laws. There are a handful of other benefits of working with an experienced PEO team, including: Lower HR overheads, simplified payroll process and tax preparation, advice on regulatory compliance and management of legal risks, advice on industry best practices and benchmarks, improved employee experience, more time to focus on business and productivity
By working with PEOs you can often outsource a range of HR functions, while maintaining control of organizational decision-making, such as managing your employees’ day-to-day roles and responsibilities.

There is one significant disadvantage to working with a PEO, and that’s that the legal responsibility remains with you as the employer. This often means you have to set up a local entity (i.e. incorporate a company or register your business) in the jurisdiction where your employees will work. This can be time-consuming and complex, especially for start-ups or SMEs. It’s also worth noting that PEOs aren’t legal in some countries. You can read more on that below.

PEOs are a great option for companies that are expanding their operations globally and setting up local entities, but require local HR support for their remote team. They can help take away some of the workload associated with HR functions and could save your company money.

 

What Is an Employer of Record (EOR)?

An Employer of Record offers similar services to a PEO, but unlike a PEO, an EOR does become the legal employer for their client’s chosen talent.

While PEOs focus on particular HR and payroll tasks, they don’t represent or act on behalf of client companies. In contrast, EORs do act on behalf of client companies, employing talent for their clients via a service agreement.

This means that EORs take on the added responsibility of complying with local employment laws for their clients. EORs ensure compliance with local regulations regarding:

Compensation, holidays, benefits and welfare, severance and termination, payroll tax and collective agreements.
EORs also sign the employment contract alongside the employee. On paper, they are the employer for a client’s chosen talent and are legally liable for them.

Nevertheless, client companies still retain full control over their relationship with the employee and the work they are doing. This is ensured through the service agreement between an EOR and their client company.

If you want to hire someone based in a country your company doesn’t already operate in, using an EOR is probably the best solution for you. This is because you won’t need to set up a local entity, which will, in turn, save your HR team precious time and resources.

Work with ROOTS EOR

Using an EOR can help you hire talent abroad compliantly while taking on HR work like payroll and benefits. Want to know more? Contact Our Advisors 

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8 benefits of hiring remote workers

8 benefits of hiring remote workers

8 benefits of hiring remote workers

Post main image

In the age of COVID-19 more and more employers are starting to switch from traditional office employees to remote employees. What are some benefits of hiring remote workers?

According to some recent remote work statistics in the United States alone, 5 million employees work from home at least half the week. There has been a 173% increase in the number of people who work remotely since 2005 and it starting to accelerate even faster in 2020. It’s estimated that 75 million people or 56% of the workforce could work from home.

What are some benefits of hiring remote workers?

1. Reduces overhead costs

Office lease rent payments can be an enormous cost, especially during economic downturns. There are also other overhead costs that add to the expenses such as workers’ compensation insurance, furniture, cleaners, and office supplies. Compensating the employees for their working space is unnecessary when they’re working remotely. A survey by glassdoor showed the 30% would trade pay raises for the option to work remotely.

2. Remote workers are more productive

They can focus on their work without being sidetracked by their coworkers. A lot of employees also love working remotely. They cited that the flexible schedule and the ability to work from any location as the biggest benefit.

3. Reduces costs for workers

While you’re getting a huge benefit and savings in remote working, the same goes for your employees. They save on gas, car insurance, maintenance, and food costs.

4. Saves time for workers

Employees have a higher quality of life cutting out the long commutes to and from work.
That is why 14% of Americans actually moved just to live closer to their jobs. However, it’s not always the best decision as there are many factors to consider, such as higher rent costs the closer they are to a larger city.
Some working from home productivity statistics state the average remote worker saves between 2 and 5.5 hours a day from not commuting to work or having weekly onsite meetings.
This makes remote work appealing to a lot of potential employees. 

5. Increases worker retention

Having the ability to work from home increases employee retention. The ability to avoid the commute is a big selling point to many current and potential employees.

6. Increases worker productivity

According to some recent studies working from home can increase productivity by up to 50%

7. Working from home is healthy for the environment

The more people that work from home reduces the amount cars are on the road and the less pollution that occurs.

8. You can hire workers from anywhere

Hiring remote employees gives you a chance to hire more talented individuals even if they’re from the other side of the United States. Meanwhile, office employees are limited to the talent you can source within the local area where the office is located, or you must pay relocation expenses. For companies who are not located in big cities, this means the number of talented individuals you can hire is much lower and you have a hard time competing for those candidates that enjoy the big city life.

You would like to hire employees from other parts of the world, but you don’t know how to do it. You think it is very difficult, you should know the labor rules of each country, and you must pay a lot of social charges? We have the solution for you. 
Contact Our Advisors 

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Five questions to ask when choosing a global employer of record partner

Five questions to ask when choosing a global employer of record partner

Five questions to ask when choosing a Global Employer of Record partner

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It has never been easier to hire internationally. If you are looking for help to expand almost anywhere in the world, gone are the days when entity setup was required before onboarding a team member in another country. An Employer of Record (EOR) makes it fast and easy to hire in other countries.

How does employer of record work?

Employers of record ensure that they have a legal presence in foreign nations, and they use that in partnering with organizations that want to carry out business and employment operations abroad. They oversee talent hiring, tax compliance, and other lawful obligations. They utilize top technologies in carrying out their operations for client organizations they ensure that your business is compliant, and they handle all obligations.

But in any new industry, whenever you are evaluating a partner, you may find many conflicting messages on all sides. So, evaluating the right EOR for your company is an important step in your international expansion execution.

Here’s what you should watch out for, according to business leaders who have already worked with an EOR:

 

1. The local presence of the Employer of Record

As the regulatory framework for every country differs, it is critical that the chosen EOR needs to have a local presence in the country where the company intends to set up its international operations and does the hiring, or at least needs to have a strategic partner in that nation to handle all the compliances of employee management.

 

2. The limit that the target country allows EORs to operate

There are nations such as Germany that allow organizations to work through EORs for 18 months. Global EORs all operate on different time frames, and companies should utilize this time to set up their future strategies. While hiring the right EOR, the company should have complete knowledge of legal limits and its future game plan.

 

3. The security and data privacy offered by the EOR

Security and privacy are the two aspects that cannot be stressed enough in today’s business. Even before the regulations of GDPR, these have served as critical strategic aspects for the company. The task of an EOR is dealing with sensitive employee information. If the former cannot ensure complete privacy and security of the information, it can prove detrimental for the company. Therefore, it is of phenomenal importance to choose an EOR partner that has sufficient infrastructure.

 

4. The model of pricing used by the EOR

The company must determine the profitable pricing model that they want to engage in. Global EORs opt for either a fixed price per employee or charge a proportion of the employee’s earnings. It depends, therefore, on the country, employment rules, basic salaries of the employees to finally arrive at the suitable pricing model beneficial for the company. Therefore, before engaging with any EOR, it is pertinent to know about the model of pricing followed by them.

 

5. The flexibility shown in contracts of employment

Between the company and its EOR, it is required that their policies be aligned together. Situations may become complex if the two sets of guidelines are directed differently. It is necessary that before choosing, the company needs to strategize with the EOR into creating a host of standard policies that would work best rather than accepting what the EOR has to offer without flexibility.

Are you thinking of hiring employees? ROOTS EOR would seem to be a good option, do you want to know more about us?
Contact Our Advisors