In recent years, Argentina went through a scenario of high inflation that directly impacted salaries, purchasing power and hiring dynamics. As of October 2025, accumulated inflation reached 24.8%, with a year-on-year rate of 31.3%. The Market Expectations Survey (REM) estimates an annual CPI of 28.2%, which marks a deceleration process compared to previous periods.
In this context, Adecco Argentina presented its Salary Guide 2025-2026prepared from a survey carried out between 305 national and international companies and more than 216 positions from different sectors and regions of the country.
The objective of the report is to provide an up-to-date reference for decision-making in compensation, benefits and human resources policies.
Market outside of agreement. Workers outside the agreement received an average adjustment of 36% in 2025, 7.8 points above the CPI projected by the REMshowing a partial recovery of real wages. In 2024, however, the average adjustment had been 110.05%, leaving more than 7 points below the CPI (117.76%).
By 2026, companies project increases outside the agreement in a range of 16% to 20%with preferably quarterly review and decisions tied to macroeconomic evolution.
The study found that 42% of companies uses multiple indicators to define increases, being the parity the most influential, followed by the combination CPI + Parity.
How often do companies make salary adjustments? One of the main trends of the year is the change in periodicity:
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42.3% of companies today review salaries every 3 months.
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In 2024, the 46% I did it monthly.
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Still, a 15.4% continues with monthly updates.
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He 7.7% follows the sector’s parities to avoid overlaps.
Frequency of review of salary adjustments
- Monthly: 15.4%
- Bimonthly: 3.8%
- Quarterly: 42.3%
- Quarterly: 11.5%
- Biannual: 19.3%
- Other: 7.7%
This movement towards quarterlyization responds to the decline in inflation and the need for companies to stabilize their financial planning.
Income Tax: impact and strategies. Income tax continues to be a critical point for employees and companies. Only 12% of companies report having a formal policy to mitigate its impact. Among the most frequent practices are:
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The company absorbs all or part of the withholdings (10% to 50%).
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Complementation with benefits to maintain net salary.
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Informal payment of a part of the salary to avoid withholdings.
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Proration of discounts in the validity period.
Talent Retention. This issue is one of the main challenges of the sector in recent years. 28% of the companies that participated in the 2025-2026 Salary Guide have specific retention actions. The strategies focus mainly on 3 axes: financial compensation, well-being and professional development.
Work modality. He 40% of the participants, indicated that it currently has a modality hybrid of work. This modality has decreased almost 10 points in relation to the first semester measurement. He 63% has a single remote day to the week.
He 58%On the contrary, it works in person. This percentage increased significantly in 2025. Furthermore, 12.5% of companies plan to modify their work modality in the coming months. In Adecco’s measurement in the second quarter, presence was 48%.
What happens with job creation? 60% indicated that they hired or plan to hire employees in 2025/2026. Regarding the most sought-after profiles for the coming months, there is a range of needs that speak of an economy in transformation, companies project a strong boost in workers and productiondriven by industrial and manufacturing expansion while the demand for engineers and techniciansespecially in maintenance, automation and other highly specialized roles. At the same time, the IT and digital talent continues to consolidate itself as a key player in the advancement of corporate digitalization.
Business development also pushes the incorporation of commercial and sales profilesreflecting an investment oriented towards market growth, and a sustained increase in investment positions. Administration & Finance. Finally, a surprise appears: For the first time, profiles linked to the agricultural sector enter the hiring radara data that was not recorded in previous measurements and that confirms the expansion of the country’s labor map.
What about rotation? He 33% of companies indicated that they plan to end the year with an average staff turnover of 5.8%. The value most mentioned was 5%. When comparing with 2024, where the rotation was 8%a significant reduction in labor mobility is observed.
by MA
