Country：阿根廷 · Employment & Visas
Argentina · Employment & Visas
Non-Argentine employees usually need a temporary-residence work visa: 23A (paid activity employed by a local company) or 23E (intra-company transfer). The employer must first apply for precalificación (pre-qualification) with the migration authority (DNM), proving the company is compliant and the position cannot be filled locally. Wages must reach the sectoral union minimum wage. Social security (SIPA) includes pension 11%, healthcare 6%, unemployment 3%, etc.; the employer burden is about 24%–26.4%.
Key points
- Work visas: 23A (local employment) / 23E (intra-company transfer/ICT).
- Employers must conduct precalificación (prove no local candidate and AFIP compliance).
- Wages must reach the sectoral sindicato minimum; contracts must be dependent employment.
- Social security SIPA: pension 11%, healthcare 6%, unemployment 3% (plus employer contributions).
- 2–3 consecutive years of legal residence convert to permanent residence; 2 years to citizenship (non-Mercosur).
- 2025 Decreto 366/2025 tightened the permanent-residence route (2 consecutive years).
Procedure
- Employer submits precalificación to the DNM.
- Employee applies for the work visa at the home-country consulate (in-person interview).
- After arrival, obtain DNI and register ANSES and CUIL.
- Employer registers obra social and pays social security.
Hard requirements
- Spanish employment contract (notarized); no criminal record (apostilled); health insurance.
Costs
Visa fee approx. USD 300; notarization/translation/certification fees.⏱ ⏱ Timeline：precalificación 30–60 days; overall 2–5 months.⚠ Common risks
- Incomplete precalificación materials returned (missing AFIP certificate is common).
- Residence approval of 2–5 months affects onboarding.
- Spanish documents and apostille delays.
Handbook
📘 Step-by-Step Handbook (with owner / timeline / cost / penalties)
Applies to：Employers handling Argentine work visas for foreign employees (23A local employment / 23E intra-company transfer) and employment compliance.
Prerequisites
- The employer lawfully exists in Argentina and holds a CUIT.
- The employer is registered with the DNM as a foreign-worker sponsor (RENURE).
- Spanish employment contract and the employee's no-criminal-record/health certificates prepared.
| Step | Action | Owner | Timeline | Cost | Official form / system | Notes & penalties |
|---|---|---|---|---|---|---|
| 1 | Employer completes RENURE registration (DNM sponsor registration). The employer must register with the DNM as a foreign-worker sponsor, providing existence evidence, CUIT, and tax compliance documents. | Employer / DNM | Days to weeks | Registration fee per DNM rules | RENURE registration | Penalty：Without registration, work visa sponsorship is impossible. |
| 2 | Labor market test and precalificación. Must prove the position cannot be filled locally (posting period ≤ 15 days) and the company's AFIP compliance. Missing AFIP certificates is a common reason for returns. | Employer / DNM + Labor Ministry | 30–60 days | Publication/service fees | precalificación application + job posting | Penalty：Incomplete materials (often missing AFIP certificates) are returned. |
| 3 | Employee applies for the visa at the home-country consulate (23A / 23E). Spanish employment contract (notarized), no-criminal-record (apostilled), health insurance; an in-person interview is required. Local employment uses 23A; intra-company transfer uses 23E. | Employee / consulate | Several weeks | Visa fee approx. USD 250 (per consulate) | 23A / 23E visa application | Penalty：Incomplete materials delay onboarding. |
| 4 | Obtain DNI and CUIL after arrival. Obtain the DNI at the national population registry and the CUIL (social security number) at ANSES. | Employee / RENAPER / ANSES | Days to weeks | Document fees | DNI, CUIL registration | Penalty：No CUIL means formal employment registration cannot be completed. |
| 5 | Employer registers obra social and pays social security. Employer social security burden about 27% (pension, healthcare, unemployment, ART); per DNU 366/2025, health insurance and entry-purpose declarations are required. | Employer | Monthly | Employer social security burden about 27% | SIPA social security registration | Penalty：Missed contributions bring fines and labor litigation. |
| 6 | Plan residence-to-permanent-residence conversion. Non-Mercosur citizens can apply for permanent residence after 2 consecutive years and citizenship after 2 years; DNU 366/2025 tightened requirements (2 consecutive years, no absence over 6 months). | Employee / immigration lawyer | 2–3 consecutive years of legal residence | Application fees | Permanent residence application | Penalty：Absences over 6 months lose temporary status. |
✅ Self-check list
⚠ Common pitfalls
precalificación missing AFIP certificate影响：Application returned, delays规避：Prepare employer tax compliance certificates in advance
Wrong visa category (23A vs 23E)影响：Rejected规避：Local employment uses 23A, intra-company transfer uses 23E; meet DNM format requirements
Spanish documents and apostille delays影响：Overall cycle extended to 2–5 months规避：Prepare translations and certifications in advance
Ignoring DNU 366/2025 new requirements影响：Application blocked规避：Prepare health insurance and entry-purpose declarations; temporary status absences no more than 6 months
Wages below the sectoral union minimum影响：Non-compliant contract规避：Wages must reach the sindicato minimum wage
Assuming no local director/representative is needed影响：Insufficient employer qualification规避：Ensure the employer lawfully exists in Argentina and holds a CUIT
📅 Ongoing post-incorporation obligations
- Monthly social security (SIPA/ANSES) and ART contributions
- Annual residence/visa renewals
- Report major changes (position/wage/contract) to the DNM
- No absences over 6 months to maintain temporary status
- Apply for permanent residence after the consecutive legal residence period
🔗 Official portals
📎 Source：National Directorate of Migration (DNM); Immigration Law No. 25.871; Decreto 366/2025; Labor Law Ley 20.744
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