employment law overview argentina 2021-2022 · 2020. 10. 13. · employment law overview 2021-2022...

| 1 employment law overview

2021-2022 / argentinawww.leglobal.org

employment law overview argentina 2021-2022Allende & Brea / Proud Member of L&E GLOBAL

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2021-2022 / argentina

table of contents.

i. General overview 03ii. HirinG praCtiCeS 05iii. employment ContraCtS 06iv. workinG ConditionS 08V. Anti-DiscriminAtion LAws 10vi. pay eQUity lawS 12vii. SoCial media and data privaCy 13 viii. termination of employment ContraCtS 14iX. reStriCtive CovenantS 18X. tranSfer of UndertakinGS 19Xi. trade UnionS and employerS aSSoCiationS 20Xii. employee BenefitS 22




i. general overview

2. Key Points•Argentina’s labour laws are pro-employee andhave been designed to safeguard the rights ofemployees and workers, by instituting rulesgoverningworkingconditionsandworkinghours,providingforpaymentofsalariesduringillnesses,setting surcharges on salaries for overtime,establishing annual vacations and requiring thepaymentofseverancecompensationintheeventof unfair dismissal (dismissal without justifiedcause).

•Labour law in Argentina is comprised of publicorder provisions and thus cannot be ruled out,orwaived by any agreement, applicable law orjurisdictional clauses subsequently included inanyagreements.Accordingly,Argentina’s labourlaws will apply – and the labour courts willhave jurisdiction–withrespect toanyeventuallabourclaimfiledwiththecourtsrelatedtoworkperformedinArgentina.

•Employeesareentitledtoa13thsalaryorstatutoryannual bonus, called “aguinaldo” or “sueldo annual complementario/SAC”,whichispayableintwo semi-annual installments, tobepaidon30Juneand18December.Eachinstallmentisequalto 50% of the highest monthly salary accruedduringthecorrespondingsemester.

•Employersmustpayacompulsorylifeinsuranceforallemployees.

•The employer can only change the terms andconditions of employment, provided that thosechangesarenotunreasonableanddonoteither:

• modifytheessentialtermsofthe employmentcontract;or • causemoralormaterialdamagetothe employee.

3. legal frameworK•As labour laws are federal laws, the terms andconditionsarestandardisednationally.

•LabourContractLaw20,744(the“LCL”),togetherwith any other complimentary legislation andapplicable collective bargaining agreements,tailor the general provisions that govern theconditionsofemployment.

•Law No. 23,660, the Health Insurance Act,sets forth the measures necessary to establishappropriatehealthandmedicalcareservicestoemployeesandtheirfamilies.

•Argentina’s Employees’ PensionandRetirementAct (Law No. 24,241) secures access to publicfunds for employees and independent workerswho are eligible to apply for retirement or apension plan, a disability retirement annuity aswellaspensioncoverageincaseofdeath.

•Law No. 19,587 on Occupational Hygiene andSafety lays down the standards andproceduresapplicable to all workplace establishments,regardless of the nature of their economicactivity.

1. introductionArgentina’slabourlawsareremarkablycomprehensiveandregulatevirtuallyallthetermsandconditionsoftheemploymentrelationship.Labourlawsarepublicpolicyandarethereforemandatory.Theemployerisobligatedtograntemployeesatleastwhatisaffordedtothemunderlabourlegislation.Hence,anemployercanextendbenefitsontopofthestandardprovisions,butcannotagreetotermsthatarelessfavourableorotherwisedetrimentaltoanemployee,norcananemployeewaiveanyknownrightorprivilegeestablishedforhis/herprotectionorbenefitunderthelaw.



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•TheWorking Hours Act (Law No. 11.544/1929)regulatesworkinghours.

•Law No. 24,013 regulates temporary personnelservicecompaniesandrelatedfinesforimproperregistrationoflabourrelationships.

4. new develoPments A prohibition on dismissals is currently in force,pursuant to Decree 624/2020, by which anemployercannotproceedwithadismissalwithoutjustcause,forlackofworkoradecreaseinwork,orduetoforcemajeureuntil30September2020.Incasetheemployerproceedswithaterminationof an employee in violation of the above, suchterminationwillbeconsiderednullandwillhavenolegaleffect.Assuch,theemploymentrelationshipwillcontinueunderthesametermsandconditions.Decree 624/2020 also prohibits furloughs due toforcemajeure, for lack of work or a decrease inworkuntil30September2020.

Additionally, severance compensation duplicationpursuant to Decree 528/2020 due to anoccupationalemergency iscurrently in forceuntil7December2020.

Boththeprohibitionondismissalsandtheseverancecompensation duplication may be extended intime,accordingtotheemergencycontext.

On 30 July 2020, the National Senate approvedthe Legal Regime of Teleworking Contract(“TeleworkingLaw”).Thislawguaranteesminimumlegalrequirementsforateleworkingcontractandprovidesthatspecificregulationsforeachactivitywill be established through collective bargaining,complying with the principles of labour’s publicorder.

PursuanttotheTeleworkingLaw,theworkingdaymustbeagreedinadvanceandinwriting,complyingwith legal and conventional limits in force. Thelaw provides that the platforms and/or softwareusedmustnotauthorise theworker’s connectionoutsideofworkinghours.Theteleworkerwillhavethe right to not be contacted and to disconnectfrom digital devices and/or ICTs during off-hoursandleaveperiods.

The transfer from the on-site modality to theteleworking modality must be done with theemployee’svoluntaryacceptanceinwriting,exceptindulyaccreditedcasesofforcemajeure.

In the case where the worker performed tasksunder an on-sitemodality and voluntarily agreedto provide tasks under the teleworkingmodality,he/shemayrevoketheconsentgivenatanytimeduring the employment relationship andwithoutprior notice, and the employer is obliged toreinstatetheworkerintheestablishmentinwhichhe/shehadpreviouslyperformedtheirworkorattheclosestestablishmenttotheworker’shomeinwhichhe/shecouldperformtasks,unlessitwouldbe impossible to comply with this obligation, forreasonswhicharelegitimateandjustified.

Regarding a worker who, from the beginning ofthe relationship, agreed to provide tasks underthe teleworkingmodality, theeventual change toanon-sitemodality,willoperateaccording to theguidelinesestablishedbycollectivebargaining foreachactivity.

The employer must provide the employee withthenecessaryequipment,includinghardwareandsoftware, work tools and the support necessarytoperformthetasks,aswellasassumethecostsof installation, maintenance and repair of suchdevices. The Teleworking Law contemplatesthe possibility that the teleworker will satisfythe essential working elements, and that theemployer will compensate for the use of suchtools which are owned by the worker, in whichcase, such compensation will operate accordingto the guidelines to be established by collectivebargaining.

The control systems implemented to protect theemployer’sassetsandinformationshallhaveunionparticipation,inordertosafeguardtheteleworker’sprivacyandtheprivacyofhis/herhome.

In cases of transnational telework, the lawgoverning the place of performance of the tasks,orthelawoftheemployer’sdomicile,whicheverismorefavourabletotheteleworker,shallapply.

The Teleworking Law will enter into force ninetydays after the end of the mandatory socialdistancingandself-isolationmeasurescurrentlyinforce.



ii. Hiring Practices 1. requirement for foreign emPloyees to worK There isno restriction regarding theemploymentof foreigners in Argentina. Requirements differif the employee´s nationality is from a countryof Mercosur or affiliated to Mercosur (Uruguay,Paraguay, Brazil, Argentina, Colombia, Chile,Venezuela, Ecuador, Bolivia and Perú) or othercountries. Employees who are not nationals of acountrymemberof theMercosur, or affiliated toMercosur, are required to obtain a working visato work under an employment relationship inArgentina. Employers must first register before aregistryofemployersthathiresforeigners.Inorderto obtain a working visa, the employee shouldbe registeredasanemployeeofa local companyinArgentina.All foreignershave tofilea criminalrecordscertificate,dullylegalisedfromthecountryor countrieswhere they have been living for thelast3years,aswellasfromArgentina.

2. does a foreign emPloyer need to establisH or worK tHrougH a local entity to Hire an emPloyee?A foreign employer needs to establish a localentitytohireanemployee,inordertoregistertheemployeebeforethelocaltaxauthoritiesandpaylocaltaxesandsocialsecurityobligations.

3. limitations on bacKground cHecKsInArgentina,anemployercannotperformacriminalbackgroundcheckonanemployee,eitherdirectlybytheemployerorbytheuseofavendor.Onlytheemployeecanobtainthecriminalbackgroundandthenprovideittotheemployer.Thisisestablishedinsection8subsection(f)oftheCriminalRecordsRegister Act (Law No. 22,117) which states thatthe Criminal Records Registrywill be confidentialandmayonlyprovide reports to individualswho,by demonstrating the existence of a legitimateinterest,requestacriminalcertification.Moreover,the Regulatory Decree No. 2004, states that thecertificate must be requested by the interestedpartypersonallyorthroughhislegalrepresentative.In addition, the Argentine Data Protection Actestablishesthatpersonaldatareferringtocriminalrecords can be processed only by the competentpublicauthorities.

4. restrictions on aPPlication/interview questionsEmployers cannot include restrictions onapplications that may entail any discrimination,such as gender, age, political or religious beliefsand/or marital status. Potential employees arenot obliged to provide background informationdue to the fact that it is considered personalprivate information. The employer is obligated toconduct pre-employment medical examinationsto determine if the employee is fit to work andto determine any prior health conditions at thebeginningofthelabourrelationship.




iii. emPloyment contracts1. minimum requirementsWrittenemploymentcontractsarenotrequiredforpermanent, full-time employment relationships,because labour laws are mandatory, verycomprehensive and rule almost every term ofthe employment relationship. Labour laws onlyrequire the employer to register the employeein the company labour books and before the taxauthorities,paysocialsecurityandtaxesinrespecttoallsalariespayabletotheemployee,andprepareand deliver to the employee the correspondentsalary slips on a monthly basis. Employers mustalsoprovideformandatorylifeinsuranceaswellasworkingaccidentinsuranceforallemployees.

2. Fixed-term/Open-ended contractsForafixed-termcontract: •awrittenemploymentcontractmustbeexecuted;•it requires an extraordinary need that dulyjustifiesexecutingafixedtermcontract

•thereisamaximumtermof5years;•the employer must serve prior notice oftermination(nolessthan1monthandnomorethan 2 months). Failure in serving such noticecannot be replaced by any compensation andwillautomaticallytransformthecontractintoanindefinitetermcontract;

•in case the employer dismisses an employeewithout justified cause before the expiration oftheagreedterm,theemployeeisentitledtoclaimdamages. Labour Courts have usually awardedpendingwagesuntiltheoriginalexpirationoftheagreedterm;

•oncetheagreedtermends, theemployermustpayaseverancecompensationequivalentto50%ofaregularone;and

•afixed-termcontracthasnotrialperiod.

A temporary contract can be used whenextraordinary and transitory production demandsor requirements are foreseeable, although aspecific term for the contract termination cannotbeforeseen.Thecontractwillalsotakeplacewhentherelationshipbeginsandendswiththespecificjobexecutionorwiththespecificserviceforwhichtheemployeewashiredtoexecute.Theguidelinesrequiredbylaware:

•there is no obligation to give any notice oftermination;

•no severance payments or compensations areowedwhenthecontractfinishes;

•awrittencontractisrequiredbylaw;•thespecificcausemustbeclearlydescribed,astheemployermustprovethetemporarynatureofthecontract;

•notrialperiodisapplicable;•LawNo.24,013capsthetermofthiscontracttoamaximumtermof6monthsperyearandupto12monthsovera3yearperiod;and

•itcanbeeitherprovideddirectlybytheemployeror through an employment agency authorisedby theMinistry of Labour. In this last case, thecompany is jointly and severally liablewith theemployment agency for any labour and socialsecuritydebts inconnectionwiththeemployeehiredthroughanemploymentagency, includingpaymentofseverancecompensation.

3. trial PeriodTrialperiodscanbeupto3monthsfor indefinitetermcontracts.Terminationduringthetrialperiodcanbedecidedwithoutpayinganycompensation




or severance payment liability to the employee(except that a prior notice of 15 days is requiredandthewagesdue).

4. notice PeriodEmployers must give a prior written notice tothe employee in the event of a termination ofemployment, absent a justified cause. Such priornoticemustbegivenbytheemployer:(i)15daysinadvance,ifthelabourcontractisunderthetrialperiod; (ii) 1 month in advance, if the employeehasservedforupto5years;and(iii)2monthsinadvance,iftheemployeehasservedformorethan5years.Employershavetheoptiontonotgivesuchpriornotice, inwhich case itmustpay severancecompensation in lieuof notice, equal to 15days’salary,plusoneortwomonthlysalaries,dependingon each case. It is customary that employers optto pay this compensation instead of giving priornotice.

Theemployeemustalsogive15days’priornoticetotheemployerintheeventthatheplanstoresignfrom his job, without detriment to his seniority.Decree 1043/2018, published on 13 November2018,providesthatuntil31March2019,employersin Argentina must follow a procedure beforedismissing,withoutjustcause,anemployeehiredunder an indefinite term employment contract.Theemployermust servenoticeof thatdismissalupon the Ministry of Production and Labour ofArgentina,nolessthan10businessdaysbeforethedismissalbecomeseffective.



iv. worKing conditions 1. minimum worKing conditionsEmployeesareentitledtoaminimumwagethatisadjustedfromtimetotime.AsfromOctober2019,the minimum mandatory wage is AR $16,875,currentlyequaltoUS$216.

However, the minimum wage is higher foremployeesundercollectivebargainingagreements,who are also granted periodic salary increasesagreeduponbyunionsandchambersof industryandcommerce.Part-timeworkersandinternshipscan be paid a lower salary, provided that theycomply with the legal requirements set forth forthoserelationships.

Employees are entitled to mandatory healthcoverage and a pension plan (funded throughmandatory social security contributions by bothemployer and employee), paid vacations, 13thsalary and maximum working hours. They arealso entitled to paid sick leave. There are othercompulsory leaves of absence on the grounds ofchildbirth, marriage, mourning or educationalexaminations. Applicable collective bargainingagreementsalsoprovideadditionalpaidleaves.

2. salaryA minimum wage has been established and isadjusted at intervals. However, said minimumwage is generally exceeded by the basic salariesestablishedinthecollectivebargainingagreements.Collectivebargainingagreementsarenegotiatedbyunionswiththechambersthatrepresentemployersof each industry. The provisions of a particularcollectivebargainingagreementaremandatorybylaw and regulated by law. A particular collectivebargainingagreementisapplicabletoallemployees

workinginactivitiessuchasindustrial,commerce,health and other sectors. In general, employeeswho work as managers, supervisors or in otherhierarchy positions are excluded from the legalframeworkofthecollectivebargainingagreement.Theconsentoftheemployeeisnotnecessary,sincethey are automatically included in the collectivebargainingagreementjustforworkinginacompanyunderaparticularagreement.Collectivebargainingagreementsusuallyprovidebenefitstoemployeeson top of what is provided for under Argentinelabourandemploymentlaws.

3. maximum worKing weeKThe normal working hours for employees andworkersare limited to8perdayor48perweek.Night shift and unhealthy work provide reducedworkinghours.

4. overtimeOvertime is paid at a rate of 50% of the normalpay,unless it isworkedonSaturdaysafter1P.M.,Sundays and holidays, in which case it is paidat a rate of 100% of the normal pay. Applicablecollective bargaining agreements may providehigher payments. Overtime must not exceed 3hoursperday,30hoursamonthand200hoursayear. All employees are entitled to overtime pay,exceptcorporatedirectorsorcorporatemanagers,registeredassuchbeforetheOfficeofCorporations(Register of Commerce). Part-time employeescannotperformovertimework.




5. HealtH and safety in tHe worKPlace

a. employer’S oBliGation to provide a HealtHy and Safe workplaCe

Employers are obliged to grant mandatory lifeinsurance and working accident insurance toemployees.Employersarealsoobligedtoprovidea healthy and safe workplace (both physical andpsychological), in compliance with the labourauthorities’ instructions, as well as the workinginsurance instructions. Employers in certainindustries, must provide employees with workclothes,working tools andprotectionequipment,andmusthavepreventativemeasures inplace toprevent accidents and perform regular medicalexaminations.

b. coViD-19 ProtocoLs

Consideringtheexceptionalemergencycontextdueto COVID-19, the companies currently operatingfrom their establishments/offices must have inplace,ahygieneandsafetyprotocoltoensurethatemployeesareworkingsafelyandtominimisetheriskoftransmittingthevirus.

Such protocols include, among other issues, thecontrol of access of employees and suppliers,maintaining the distance between employees,defining specific personal protection items (facemasksorevenclothing,dependingonthesituation)andhavingan isolationprotocol for suspectedorconfirmedcasesofCOVID-19.

On12August2020,theWorkRiskSuperintendencethrough Disposition 16/2020, approved the“General Protocol for the Prevention of COVID-19 - Guidelines for a Gradual and ResponsibleReturn to Work” (the “General Protocol”),stating that employers must not only follow therecommendations included therein, but mayalso complement such guidelines with relevantmeasures, considering the particularities of theprocessesinvolvedinthetasksperformedineachestablishment. TheGeneral Protocol (in linewiththe “Ten Steps for a Safe and Healthy Return toWorkTool”publishedbythe InternationalLabour

Organisation) provides minimum preventivemeasures for the planning by the employers,together with the relevant work union, for thereturn towork. Suchmeasures involve settingupinformation systems, instituting action protocols,providingawarenessregardingcare,theobligationto provide information, provisions for adequatepersonal protection equipment and the adoptionofengineeringcontrols.

Major risk sectors, such as health services, werenotaddressedintheGeneralProtocol.TheGeneralProtocol sets forth that employers and unionswill be responsible for the dissemination of theinformation contained therein, and compellingemployeestocomplywithallmeasuresadoptedbytheemployerinlinewiththeGeneralProtocol.Theforegoing,regardlessofanymeasureimplementedbythesanitationauthorities, localworkagencies,protocolsagreedtobetweenemployer’schambersandunionsorotherrecommendationsoftheWorkRiskSuperintendence.

C. Complaint proCedUreS

Employees may file a petition before the unionand/or the labour authorities complaining aboutthe breach of health and safety obligations byemployer. The labourauthoritiesmay inspect theworkplaceatanytimeandordertheemployertoremedyanybreachandimposefines.




V. Anti-diSCriminAtiOn laws1. brief descriPtion of Anti-diSCriminAtiOn lawsLabour Law No. 20,744 as well as Law No.23,592 and international treaties entered into byArgentina,prohibitdiscrimination.Ifanemployeeisdiscriminatedagainstbecauseofrace,religion,age,gender,disabilityorpoliticalorunionactivities,theemployer’sactioncanbedeclarednullorvoidandtheemployercanbeorderedtobothreinstatethedismissedemployeeandcompensatetheemployeeforanydamagescaused.Asfaraslabourconditionsare concerned, the law obliges the employer togivethesamebenefits/salarytoemployeeswithinthesamecategoryandseniority.

2. extent of Protection Different conditions granted by the employerto the employees must be justified in objectiveparameters(seniority,jobposition,responsibilitiesandperformance).

3. Protections against HarassmentThe employer is obliged to keep a safe workingenvironment, includingpreventingandprotectingemployees against physical and psychologicaldamages causedbydiscrimination. The employercouldnotonlybeorderedtoprotectanemployee,butcanalsobeheldliableforanydamagessufferedbytheemployeeduetodiscrimination.

4. emPloyer’s obligation to Provide reasonable accommodations Employers are obliged to provide reasonableaccesstodisableemployees,suchasemployeesinwheelchairs.

5. remediesEmployees who are discriminated against canassert unequal treatment, claiming payment ofsalaryvariancesortobegrantedthesamebenefits.In case of termination due to discrimination, theemployeeisentitledtoclaimtortdamagesandevenreinstatementatwork,andhavethediscriminatoryactdeclarednullandvoid.

Additional severance is provided for dismissedemployees recently married or pregnant. Uniondelegates cannot be dismissed while they holdoffice and for one year thereafter. In the caseof dismissal, the union delegate may claimthe reinstatement or consider himself/herselfdismissed on a constructive basis and claimpaymentofseverancecompensationpluspendingsalariesuntil theexpirationofhisperiod,plusanadditionalseveranceequalto13salaries.

Intheeventofadismissalofanemployeewhoisill, the employee can either claim reinstatementor be paid severance compensation, plus thependingsalariesuntiltheexpirationofthepaidsickcertificate,plustortdamages.




6. otHer requirements In recent case law, a labour court ordered atransportation company to hire at least 30% offemalebusdrivers.Thispercentagewasdeterminedin accordance with the quota provided by unionlawsforfemaleuniondelegates.



vi. Pay equity laws 1. extent of Protection Section 14 bis of the Argentine NationalConstitution, provides for the principle of equalsalary for equalwork. Additionally, Argentinahasratified the Equal Remuneration Convention C.100ofthe InternationalLabourOrganisation.Theforegoing, in addition to Labour Law No. 20,744aswellasAnti-discriminationLawNo.23,592andinternational treaties entered into by Argentina,prohibitdiscrimination.

Notwithstanding the above, different conditions(includingsalaryvariations)maybeinstatedbytheemployerwhenitisjustifiedbyobjectiveparameters(i.e., seniority, job position, responsibilities, tasksandperformance).

2. remedies Aclaimchallengingequalpaypracticesisbasedondiscrimination.Inthisrespect,employeeswhoarediscriminatedagainstcanassertunequaltreatment,claiming payment of salary variances, under thecaveat of considering themselves dismissed on aconstructivebasis,furtherclaiming–

• payment of mandatory severancecompensation for dismissal without just cause,severancecompensationduplication(ifapplicable)andfines;• or, by demanding that the employer ceasealldiscriminatorypractices,theemployeemaybegivenequalpay

– in addition to pursuing moral and materialdamages,whichispossibleinbothscenarios.

3. enforcement/litigation Local case law has ruled in favour of employeeswhohaveclaimedsalarydiscrimination,whentheemployer could not produce conclusive evidenceregardingtheobjectiveparametersforthedifferenttreatment (i.e., different salary compared toanotheremployeeperformingthesametasks).InarecentcasedatedMarch2020,alabourcourtruledinfavourofafemaleemployee,whoclaimedtobeunderpaid in comparison to other employees inthesameworkingcategory(approximately50%ofthesalaryofmaleemployeesinthesameworkingcategory). The court found that the disparitybetweentheparallelsalarieswasnotjustified.

4. otHer requirementsEmployers are not required to take any actionunder pay discrimination such as reporting togovernmentalauthorities,publicdisclosureofdataor conducting pay analyses. However, employersmust comply with positive actions with theconstitutionalprincipleofequalpayforequalwork,in line with anti-discrimination laws, labour lawsandinternationaltreaties.




vii. social media and data Privacy 1. restrictions in tHe worKPlaceEmployers can restrict employees’ Internet useand/or social media use during working hours,instructing that it can only be used for labourpurposes.

a. Can tHe employer monitor, aCCeSS, review tHe employee’S eleCtroniC CommUniCationS?

Employers can monitor, access and reviewonly labour/corporate employees’ electroniccommunications, provided that the employee isnotified inadvance (by signinga corporatepolicyinthatrespect)thattheelectroniccommunicationsaretobeusedonlyforworkingpurposesandcanbemonitoredandtherefore,theemployeeshouldhavenoexpectationofprivacy.

2. emPloyee’s use of social media to disParage tHe emPloyer or divulge confidential informationProvidedthattheemployeeshavesignedacopyofthecompany´spolicyfortheuseofsocialmediaandprovidedthatemployercanprovetheemployee´sbreachandthedamagetotheemployer,employeeswhodonot followthesocialmediapolicycanbesubject to disciplinary sanctions. Employees whodivulgeconfidentialinformationcanalsobesubjecttodisciplinarysanctionsordismissedwithjustifiedcause,dependingon theseriousnessof the fault,their seniority and any prior sanctions of theemployee.




viii. termination of emPloyment contracts 1. grounds for termination Employerscanterminateemploymentatanytimewithout justified cause, subject to payment ofseverancecompensationprovidedbylabourlaws.Employees on a trial period, i.e. during the firstthree months of employment, are not entitledto severance compensation; exception made topriornotice(15days).Terminationofemploymentwith justified cause does not entail payment ofseverancecompensation.

The employer can dismiss an employee withjustifiedcauseintheeventoftheemployee’sfailureto fulfil his obligationswhich, by their gravity, donotconsenttothecontinuationoftherelationship.Labourlawsdonotlistspecificbreachesthatjustifydismissalandshouldbeanalysedonacase-by-casebasis.Theemployerhastheburdenofprovingthecauseofdismissal.Theemployeecanalsochallengeany dismissal with justified cause as decided bythe employer, in which case a labour court willdecide if the employer had a justified cause fordismissal. Labourcourtsareveryrestrictivewhenit comes to evaluating whether the cause fordismissalmeetsthelegalstandards,inordertobeconsideredjustified.Labourcourtsusuallyanalysetheemployee´sseniorityandhierarchyandiftheyhavehadanypriorsanctions. An employee can also resign, in which case, noseverancecompensationispayable.Theemployeecan consider himself dismissed on a constructivebasisduetoanemployer’sbreach,theseriousnessofwhich,doesnot lend itself to thecontinuationof the relationship, in which case a labour courtwill decide if the employee had a justified causefor constructive dismissal. Lastly, an employmentrelationship can terminate due to the fact that

theemployeeretiresatthetimehe/sheisgrantedthe governmental pension plan. No severancecompensationispayableinthatcase.

A prohibition on dismissals is currently in force,pursuant to Decree 624/2020, by which anemployercannotproceedwithadismissalwithoutjustcause,forlackofworkoradecreaseinwork,orduetoforcemajeureuntil30September2020.Incasetheemployerproceedswithaterminationof an employee in violation of the above, suchterminationwillbeconsiderednullandwillhavenolegaleffect.Assuch,theemploymentrelationshipwillcontinueunderthesametermsandconditions.Decree 624/2020 also prohibits furloughs due toforcemajeure,forlackofworkoradecreaseinworkuntil 30 September 2020. Additionally, severancecompensation duplication pursuant to Decree528/2020 due to an occupational emergency iscurrently in force until 7 December 2020. Boththe prohibition on dismissals and the severancecompensation duplication may be extended intime,accordingtotheemergencycontext.

2. collective dismissalsThe company has to go through a mandatoryconciliation procedure before the Ministry ofLabour, prior to dismissing a certain minimumnumberofemployees,providedinLawNo.24,013:

•whenthecompanyhaslessthan400employeesandthecompanywilldismissmorethan15%ofthetotalpayroll;

•whenthecompanyhasbetween400and1,000employees and the company will dismissmorethan10%ofthetotalpayroll;

•when the company has more than 1,000employees and the company will dismissmorethan5%ofthetotalpayroll.




3. individual dismissalsEmployer can terminateemploymentat anytimewithout justified cause, subject to payment ofseverancecompensation.

Union delegates are protected and therefore,cannotbedismissedduringtheirtermandforoneyearafterwards. In caseofdismissalofpregnant,married or sick employees, among others,additionalseverancecompensationispayable.

Employers have to serve noticeof termination inwriting and through a notary public or certifiedletter for all dismissals. A resignation must bemade inwritingand theemployeehas to sendatelegramfromtheofficialpostalcompany(CorreoArgentino).

a. iS SeveranCe pay reQUired?

In case of termination of employment withoutjustified cause, the employer must pay theemployeemandatoryseverancecompensation,asprovidedbylaw,within4daysafterservingnoticeoftermination,asfollows:

Seniority compensation: equivalenttothehighestmonthly salary for each year of employment orperiodexceeding3months,taking,asabasis,thehighestmonthlysalaryandtheregularandordinarysalary accruedduring the lastworking year. Suchbasishasamaximumceilingamountprovidedbytheapplicablebargainingagreement (threetimestheaverageofallwagesprovidedbysuchcollectivebargainingagreement)andaminimumcapamount(one gross monthly salary). The Supreme Courtruledthatsaidceilingmustnotimplyareductionofmorethan33%ofthehighestmonthlysalarybasis.

Compensation in lieu of notice: the employermust give apriorwrittennotice to theemployeein the event of a termination of employmentabsent justified cause. Such prior noticemust begiven by the employer: (i) 15 days in advance, ifthe labour contract is under the trial period; (ii)1month in advance, if the employee has servedforupto5years;and(iii)2monthsinadvance,ifthe employee has served formore than 5 years.Iftheemployerdoesnotgivesuchpriornotice,itmust pay this severance compensation in lieu ofnotice, equal to 15 days’ salary plus one or two

monthly salaries (dependent upon each specificcase).Itiscustomaryforemployersopttopaythiscompensationinsteadofgivingpriornotice.

Pending days till the end of the month: if thedismissaldoesnottakeplaceonthelastdayofthemonth, the employer must pay a compensationequal to the proportional salary for the pendingdays, to complete the entiremonth inwhich thedismissaltookplace.

Compensation for unused vacations: theemployeeisentitled tocompensationequal to thevacationpay in proportion to the days effectivelyworked,fortheyearinwhichthedismissaltookplace.

Statutory Annual Bonus: theemployeeisentitledtotheproportionalamountofthis13thsalary.Theseverance compensation is reduced by one halfif the labour relationship ends as a result of theemployee’s death. Additional severance (equalto 13 monthly salaries) must be paid in case ofterminationwithout justified causeof apregnantemployee(duringpregnancyandupto7.5monthsafter giving birth) or an employeewho has beenmarried(andisfiredwithin3monthspriortothemarriage or 6months after themarriage). If theemployee isdismissedduringhisorherpaid sickleave,theemployeeisentitledtoclaimthemonthsremainingtocompletethepaidleave,asprovidedby law, plus moral damages. The employee mayclaimpaymentfor labourfinesprovidedinfavouroftheemployee,whichmaysignificantly increasethe severance owed, if he is able to prove thattherewasanunregisteredlabourrelationship.

4. seParation agreements

a. iS a Separation aGreement reQUired or ConSidered BeSt praCtiCe?

No separation agreement is required. Theadvantages of a separation agreement shouldbe analysed on a case-by-case basis, dependingon the amount to be paid to the employee andthe employer´s exposure. Argentina’s labour lawprovides that any labour settlement agreementshallonlybevalidifitisapprovedbyalabourcourt




or the Ministry of Labour. Any such agreementduly approved by a labour court or theMinistryofLabourisbindingandfinal,havingtheeffectofresjudicata,notonlywithrespecttoanyclaimofseverance compensation and salary differences,but also with respect to any possible claim forlabourfines.

Any labour settlement agreement that does notfulfilltheselegalrequirements(orifthecontractorcontinues working for the company, either asan employee or as an independent contractor)would not prevent the contractor from bringinga labourclaim in the future,evenafterexecutingthe settlement agreement and collecting thesettlement amount. In this case, any settlementpayment would be taken on account of, anddetractedfrom,aneventualadverserulingagainstthe company (settlement amounts will not beadjusted by inflation nor would they accrue anyinterest)andbothperiodsoftime(beforeandafterexecution of the settlement agreement) will beconsidered for purposes of calculating severancecompensation, labour fines and other amountsultimatelyawardedtotheemployee.

B. wHat are tHe Standard proviSionS of a Separation aGreement?

Both parties must appear before theMinistry ofLabour, and assisted by counsel. A settlementagreement should always be concluded, withoutacknowledging any facts or rights, and subject tothe prior approval by the Ministry of Labour. Aconfidentiallyprovision,aswellasabroadwaiver,arealsostandard.Lastly,aprovisionstatingthattheamountpayableduetotheseparationagreementshouldbeoffsetagainstanyeventualfutureclaimoramountawardedtotheemployeebyacourt.

C. doeS tHe aGe of tHe employee make a differenCe?

Inprincipaltheageoftheemployeedoesnotmakeadifference,butwhenemployees reach70yearsoldandhave30yearsofcontributionstothesocialsecuritysystem,theemployerisentitledtodemandthat the employee begin the process to obtainretirement and the governmental pension plan.Theemployermustservenoticetotheemployee

in these circumstances. The employer must alsodeliver the labour certificates to theemployee inadvanceandverifythattheemployeeiseligibleforretirement.

Oncetheemployerhasservednoticeanddeliveredthe labourcertificates,theemployer isobligedtomaintainthelabourrelationshipwiththeemployee(andpaysalariesandallbenefits)untileither theemployee obtains retirement, or for a period ofoneyearfromthetimetheemployeewasservednotice(whicheveroccursfirst).Oncetheemployeeobtains retirement or the one year period hasexpired (whichever occurs first), the employer isentitledtoterminatetheemploymentrelationshipduetotheemployee’sretirement,withoutpayinganyseverancecompensationtotheemployee.

d. are tHere additional proviSionS to ConSider?

Insomecases,partiesagreethat(i)theemployeereturns all work equipment or tools of thecompany;(ii)theemployeeresignsfromanyboardofdirectorsorlegalrepresentativeposition;(iii)theemployerpaystheemployee’smedicalcoverageforalimitedperiodoftimeaftertermination;(iv)theemployerpaysproportionalbonusorstockoptions;(v)theemployertransfersthecompanycartotheemployee;(vi)theemployeereturnsthecompanycar;and/or(vii)anon-competeclauseapplies.

5. remedies for emPloyee seeKing to cHallenge wrongful terminationThe employee can challenge dismissal withjustifiedcause,byclaimingpaymentofseverancecompensation for dismissal without justifiedcause,plusafineinhisfavourequalto50%oftheseverance compensation (plus interest and legalfees),inwhichcasealabourcourtwilldecideiftheemployer had a justified cause for dismissal. Theemployerhas theburdenofproving thecauseofdismissal.

The employee can also claim payment ofseverancedifferences,allegingthattheseverance



compensation was not properly calculated, aswell as certain fines provided in his/her favourfor improper registration of salary or entry date,in which case a labour court will decide if theemployercorrectlypaidthesalariesandseverancecompensation, as well as properly registered theemployee´slabourrelationshipandsalary.

The employee must go through a mandatoryconciliation process prior to filing a court claim.Partiesmust attend hearings before a conciliatorappointedbytheMinistryofLabour, toexploreasettlement.

6. wHistleblower laws Argentine criminal laws provide reduction ofpenalties for whistleblowers in respect to crimesagainst the public administration (corruption andfraud against public administration) customs,criminal offenses, economic and financial crimes,drug trafficking, terrorism, human trafficking andmoneylaundering,amongothers.Theselawsalsoprovide a reduction of penalties to be imposedon companies for crimes committed by theiremployeesorofficers,providedthatthecompanyhas set forth a compliance policy that includes,among others, the company´s protection towhistleblowersagainstretaliation.



ix. restrictive covenants 1. definition of restrictive covenantsDuring the employment relationship, employeesare obliged to respect in respect to employer´sintellectual property, confidentiality and non-compete provisions. There are no specific lawsabout restrictive covenants after termination ofemployment. However, the Constitution providesfreedomofwork,whichmeansthattheemployeemaychallengeanynon-competeornon-solicitationprovisionsafterterminationofemployment.

2. tyPes of restrictive covenants

A. non-comPete cLAuses

The employee is obliged by labour laws not tocompete with the employer during the labourrelationship. Labour Courts have ruled that non-compete provisions after termination are onlypermissible if they are limited in time (maximum2 years, in exceptional cases can be exceeded)andcompensated(atleast50%ofmonthlysalary,approx.). Failure to follow these requirementswill render a non-compete provision null andunenforceable.

b. non-soLicitAtion of CUStomerS

The employee is bound during the labourrelationship.Aftertermination, itwillbeanalysedasanon-competeprovision.

c. non-soLicitAtion of employeeS

Non-solicitation of employees is unenforceableinArgentinadueto theemployee’sconstitutionalrightoffreedomtowork.

3. enforcement of reStriCtiVe COVenAntS – Process and remediesRestrictive Covenants, such as non-compete ornon-solicitation of customers, after terminationof the labour relationship, must comply withspecific requirements to be enforceable. Theprovision should be limited in time (maximum 2years), compensation (at least 50% of monthlysalaryapprox.)andthegeographicalandindustry/company’sscopemustbeclearlyoutlined.

4. use and limitations of garden leave Argentina’s labour lawshavenospecificprovisionregarding garden leave. Employers cannot forceemployees to take garden leave (paid leave),since theemployer isobliged togivework to theemployee.However,theemployeecanacceptthegarden leave, in which case the employee mustbepaidhissalaryandbenefitsinfull,asifhewasworking.




x. transfer of undertaKings 1. emPloyees’ rigHts in case of a transfer of undertaKingIn case of a transfer of undertaking, employeesare transferred as a matter of law. The consentof theemployees isnotnecessary,andnonoticeisrequired.Thenewemployermustmaintaintheemployee’sworkcategory,benefits,rights,salariesand seniority acquired with the prior employer,otherwise the terms of employment may bemodified,butonlyforthebenefitoftheemployee.All liabilities of the in-scope employees transferautomaticallytothenewemployer.

Theemployeemayconsiderhimselfdismissedonaconstructivebasis,byreasonofthetransfer,ifthetermsofemploymentarechangedtothedetrimentoftheemployeeorhesuffersanydamageduetothetransfer.

Incasetheassignmentofpersonneldoesnotentailatransferofundertaking,theemployeemustgivehis prior written consent and the new employermustmaintaintheemployee’sworkingconditions.All liabilities of the in-scope employees transferautomatically to the new employer, as in thetransferofundertaking.

2. requirements for Predecessor and successor PartiesThe prior employerwill be jointly liablewith thenew employer for any labour and social securitydebtsarisingoutoftheemploymentrelationship,prior to the date of transfer. The new employerbecomes solely liable for those debts generatedafter the transfer. There is no legal obligation toinform, consult or obtain the authorisation oftrade union/employee representatives or labourauthorities.




xi. trade unions and emPloyers associations 1. brief descriPtion of emPloyees’ and emPloyers’ associations InArgentina,therearecurrentlytradeunionsandemployers’ associations that represent all typesofactivities.Employeeshavetherighttoorganisethemselves into unions. Affiliation to unions byemployeesisnotmandatory.Theemployeeisfreetodecidewhethertoaffiliateornottotheunion.The Government grants official recognition onlyto themost representative union and this is theonly union that can represent the employees incollectivebargainingagreements.

2. rigHts and imPortance of trade unionsArgentinahasratified ILOConvention#87,whichestablishes that workers and employers, withoutany distinction whatsoever, shall have the rightto establish and join organisations of their ownchoosing. It also provides that workers’ andemployers’ organisations shall have the right todrawuptheirconstitutionsandrules,toelecttheirrepresentatives in full freedom and to organisetheiradministrationandactivities.Italsosetsforththat workers’ and employers’ organisations shallhave the right to establish and join federations,confederationsandanysuchorganisation.

Section 14 bis of the Argentine Constitution,providesthattheGovernmentmustguaranteefreeand democratic unions and that unions have therighttoexecutecollectivebargainingagreements,fileconciliationproceduresandcallastrike.

Law No. 23,551 provides freedom of associationrights to unions, the right to organise,meet, filepetitions to theauthorities, freedomofaffiliationfor workers, requirements for union delegates,minimum union delegates per company andprotectionofuniondelegates.Italsoprovidesthattheunionthathasbeengrantedofficialrecognitionby the government, is the only one that canrepresenttheemployeesandengage incollectivebargainingagreements.

Uniondelegatesareprotectedbylaw.Theycannotbe demoted, sanctioned or suspended and theterms and conditions of employment may notbe changed to their detriment, nor can they bedismissedwithoutjustifiedcause,whiletheyserveas union delegates, and this, until one year aftertheir term expires. In order for an employer toapply a disciplinary sanction, suspend or dismisswith justified cause a union delegate during theprotection term, the employer must seek theprior authorisation of a labour court. In case theemployer breaches this protection, the uniondelegatemayclaimhisreinstatementorpaymentofseverancecompensationfordismissal,paymentofpendingsalariesuntiltheexpirationofhisterm,plusmoral damages and an additional severanceequalto13monthlysalaries.Thesameprotectionisgrantedtoemployeeswhorunascandidatesforuniondelegates,butarenotelected,andthis,until6monthsaftertheelection.

3. tyPes of rePresentation

a. nUmBer of repreSentativeS

LawNo.23,551providestheminimumnumberofuniondelegatesinrespecttotheemployeesofthecompany:




•from10to50employees:1uniondelegate•from51to100employees:2uniondelegates•more than 101 employees: an additionalrepresentativeevery100employees

Applicable collective bargaining agreements mayprovideahighernumber.

B. appointment of repreSentativeS

The union delegates are chosen by free anddemocratic vote of all employees, affiliated andnon-affiliated. There is a requirement that 30%of the candidates must be women. Unions mustinformtheemployerofthenameofthecandidateswhowillrun,aswellastheonewhoiselected.

4. tasKs and obligations of rePresentativesThe main tasks of the union delegate are: (i)to represent and make petitions representingindividual workers; (ii) to verify compliance oflabour laws and collectivebargaining agreementsin respect to workers; (iii) to participate in anyinspection carried out by the labour authorities;(iv) toorganise and conductmeetings; and (v) toeducateandinstructindividualworkers.

5. emPloyees’ rePresentation in managementManagement can organise their own union,separate from the union of non-managementemployees.

6. otHer tyPes of emPloyee rePresentative bodies Labour laws also allow the existence of otherunions that are not officially recognised as themost representativeunion (referred toas“simplyregisteredunions”beforetheMinistryofLabour).Assuch,simpleregisteredunionscannotrepresentemployeesincollectivebargainingagreements,butthey can represent employees in other collectiveclaimsandfilepetitions to the labour authoritiesalleging employer´s breaches of labour laws. TheSupremeCourtand labourcourtshaveruledthatthe union delegates of simply registered unionsare also protected against demotion, sanctions,suspensions, modification of the terms andconditionsofemploymenttotheirdetriment,anddismissalwithoutjustifiedcause.




xii. emPloyee benefits 1. social securityAllemployeesarecoveredbyanationalretirementpension scheme, funded through mandatorycontributionsbybothemployerandemployee.Itispaidbytheemployeethroughwithholdingsoftheirgross salary and by the employer through fixedcontributions,witheachcalculatedasapercentageoftheemployee´ssalary.Employeesareeligibleforretirementandcollectgovernmentalpensionwhentheyreachretirementage(65yearsformenand60yearsforwomen)andhavemadecontributionstothissystemfor30years.Employerscanonlycompelemployeestoretirewhentheyreach70yearsold,andhavemadecontributionstothissystemfor30years.

2. HealtHcare and insurancesHealthcare schemes exist for all employees,entitling them to free medical treatment andhospitalcare.Thesearefundedthroughemployercontributions and employeewithholdings, both apercentage of the employee´s salary. Employersmust obtain a mandatory insurance that coversthe employee’s death, illness or disability inconnection to work. Employers must secureinsurance contracts throughauthorised insurancecompanies. Such entities are obliged to providefinancial and medical assistance to the injuredemployees. For this provision and coverage, theemployermust pay amonthly contribution. Onlyaccidents inconnectionwith labourduties,andarestrictedlistofoccupationaldiseases,arecoveredbythisinsurance.Duringtheperiodthatinsuranceaid is provided, the worker is entitled to receivemedical assistance and medications, prosthesisandorthopedicitems,ifrequired.Burialexpensesarealsoincluded.Theemployermustalsoprovidemandatorylifeinsuranceforhisemployees,payableby the employer through monthly contributions.Keep inmindthatapplicablecollectivebargaining

agreements might set forth other additionalinsurances.

3. required leave

a. HolidayS and annUal leave

Employeesareentitledtoanannualpaidvacationperiod.Vacationsarecompulsoryandtheemployermustgrantthembetween1Octoberand30April,asfollows:

•upto5yearsofservice:14calendardays•between5and10yearsofservice:21calendardays

•between10and20yearsofservice:28calendardays

•over20yearsofservice:35calendardays

The partiesmay always agree to a longer periodthantheoneprovidedby law,butmaynotagreeonashorterperiod.

National holidays must be observed, and thecorrespondingsalary shouldbepaidat twice (2x)therate,wheneverservicesareactuallyperformedduringthosedays.

B. maternity and paternity leave

Female employees are entitled to 90 days’ paidmaternityleave.Thisisusuallytakeninthe45daysbefore giving birth and the 45 days afterwards.However,theemployeecaninsteadchoosetotake30days’leavebeforegivingbirthand60days’leaveafterwards. Leave is paid by the social securitysystem as a family allowance. Female employeescan request additional unpaid leave betweenthree and six months. While a newborn baby isbreastfeeding, a female employee can take two,half-hourperiodsadaytofeedherbaby,foruptooneyearafterthebirth.Paternityleaveis2days.




C. SiCkneSS and diSaBility leave

In theeventof sickness leaveor injury related towork,theemployermustpaytheemployee’ssalaryforthefirstfifteendays.Afterthefifteenthday,theworkinginsurancecompanywillpaythesickleavetotheemployee.Inrespecttoaccidentsorillnessesnot related towork,employeeswhohave servedforupto5yearsareentitledto3monthsofpaidsick leave. If the employeehas a family, thepaidsick leave is6months. For thoseemployeeswhohave served formore than 5 years, the paid sickleaveis6monthsandiftheemployeehasafamily,the paid sick leave is 12months. These paid sickleaves,sincetheyarenotrelatedtowork,arenotcoveredbyanyinsurancenorbythegovernment,and are paid by the employer. The employer isentitled to require theemployee to submit to anexaminationbyamedicaldoctor,appointedbytheemployer, to verify that the employee is actuallyillandinnoconditiontowork.Oncethepaidsickleavetermhaslapsed,incasetheemployeeisnotabletoreturntowork,theemployerisobligedtokeep theemployeeon its payroll as in leave, butwithout paying any salary to him/her for up totwelvemoremonths.

If, during that term, the employee is found tohave a permanent disability that prevents himfrom being able to perform the same work, theemployerisobligedtogivehimworkinaccordancewithhisdisability. If theemployercanprove thatheisnotabletoprovidetheemployeewithworkin accordance with the employee’s disability, theemployercanterminatetheemploymentbypaying50%oftheseverancecompensationasprovidedina dismissalwithout justified cause, andmust pay100%incaseoftotalpermanentdisability.

d. any otHer reQUired or tyPicALLy ProViDeD LeAVe(s)

Argentina’s labour laws also provide leaves ofabsence on the grounds of marriage (10 days),mourning (3 days) or educational examinations(2 days per exam and up to 10 days per year).Applicablecollectivebargainingagreementsusuallyprovideforotherleavesoradditionaldaysofleave.

4. Pensions: mandatory and tyPically Provided Employees are entitled to collect a mandatorypensionwhentheyreachretirementage(65yearsformenand60yearsforwomen)andhavemadecontributionstothissystemfor30years.Employerscan only compel employees to retire when theyreach70yearsold,andhavemadecontributionstothissystemfor30years.

5. any otHer required or tyPically Provided benefitsEmployeesunderacollectivebargainingagreementfor commercial activities, are entitled to aretirementinsurance.

NicolásGrandiPartner,allende & [email protected]+541143189984


http://www.allende.com

mailto:ngrandi%40allende.com%20?subject=



Allende & Brea is one of the most prestigious lawfirmsinArgentina.Foundedin1957,thefirmenjoysalong-establishedreputationforsuperiorlegalwork.Allende & Brea’s employment department providesadvice on day-to-day labour matters and skillfullyrepresentsinternationalcompaniesincomplexlabourlitigation cases, from a variety of different industrysectors. The employment team has considerableexperiencecounseling clientswith respect to labourissues that arise inM&A transactions, immigration,complianceanddiscrimination,draftingemploymentcontracts and benefit plans (bonus, stock options,restricted shares, car and mobile phone policies,among others), identifying labour liabilities andrisks,calculatingseverancecompensationanditstaxtreatment,individualandcollectivedismissals,claimsanddismissalsoftopexecutives,collectivebargaining,expatriate regimes, transferofemployees,obtainingwork visas, codes of conduct and data protection(monitoringandprivacypoliciesdealingwithInternetandemailuseatwork).Allende&Brea’semploymentdepartmenthasbeenrecognisedbyindustryinsidersincluding,amongothers,ChambersandPartners,TheLegal500andLatinLawyer250.

This memorandum has been provided by:

allende & breaMaipú130011thFloorBuenosAiresCapitalFederalArgentinaC1006ACTP+541143189984www.allende.com

allende & brea arGentina


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employment law overview argentina 2021-2022 · 2020. 10. 13. · employment law overview 2021-2022...

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