practice area articles


January 15, 2021

By Enrique Stile

Back to International Employment Law




Prohibition on dismissals and suspensions

The Argentine Executive has adopted several measures to help mitigate the impact of COVID-19 on the workplace and to maintain current levels of employment. For example, subject to certain exceptions, any dismissals and/or suspensions taking place during the prohibition period (from 31 March 2020) are deemed to not have any effect. One exception relates to suspensions resulting from a reduction in work which is not attributable to the employer or a force majeure event. In that instance, the employer and the employee may agree certain non-remunerative allowances as compensation for suspension, subject to approval by the relevant enforcement authority.


Increase in remote working and mandatory notification and other requirements

The outbreak of the COVID-19 virus has resulted in a re-evaluation of the way in which tasks are performed by employees.

Due to mandatory isolation, employees must continue to work remotely, unless they provide 'essential services' and/or are otherwise exempt. In spite of the widespread use of remote working, employers must still notify the Labour Risk Insurance Company about any employees who are subject to remote working. However, they are not required to comply with other requirements, such as the provision of certain equipment (e.g., fire extinguisher, ergonomic chair, etc.) during the mandatory isolation period.

Several bills have been established to further regulate remote working, which contemplate, amongst other things, additional requirements in terms of regular breaks for employees, providing employees with equipment for internet access and employers being required to cover the cost of the same.


Relaxation of rules relating to unilateral variation of employment terms by employers

As a result of the impact of COVID-19, the rigid limitations on an employer's abilities to unilaterally vary an employee's terms and conditions of employment have been relaxed. For example, the Argentine Labour Ministry has expressly stated that employers may unilaterally vary employment terms in order to guarantee the continuity of certain essential services and in practice, many non-essential workers have been forced to change their place of work in order to provide services remotely and/or to have their working days reduced (which may also result in a corresponding reduction in salary). In addition, if employers suspend employment benefits on the basis that it has become materially impossible to provide them during the pandemic (e.g., gym subsidy, meal vouchers, etc.), it is unlikely that employees would succeed with any request to reinstate these suspended benefits, despite the fact that under normal circumstances these may amount to an acquired right.




Amendments to the tax regime

Social Security contributions

Law 27,430 will gradually unify the rate of social security contributions into a single rate of 19.5% which will apply from 1 January 2022. This means that the rate of employer contributions will progressively reduce for certain employees (i.e. for those whose main activity is the rendering of services, leasing and commerce in general) and will increase for employers who do not fall within this definition, until a unified percentage of 19.5% is reached.

The contributions percentages for employers whose main activity is the rendering of services, leasing and commerce in general will be reduced as follows:

  • from 01/02/2018 to 31/12/2018: 20.70%;
  • from 01/01/2019 to 31/12/2019: 20.40%;
  • from 01/01/2020 to 31/12/2020: 20.10%;
  • from 01/01/2021 to 31/12/2021: 19.80%; and
  • from 01/01/2022: 19.50%.

From 1 January 2019, the non-taxable minimum for employers' contributions has increased to ARS 17,509.20.

Income tax law

The Income Tax Law has also been modified and now establishes that severance payments to be paid to people in management and executive positions who have occupied their position for 12 month prior to the termination of their employment relationship are included within the scope of income tax, as long as such amounts exceed the minimum severance amounts provided by the labor legislation.

#MeToo movement influence

In light of the #MeToo movement, issues such as sexual harassment in the workplace have become prominent and many companies are implementing policies, training, hotline reporting tools and other mechanisms to address such issues.

Impact of inflation on employee salary levels

As the levels of inflation in Argentina have been increasing, the Executive passed Decree No. 1043/2018, which established a payment of a non-remunerative one-off lump sum of ARS 5,000 to all employees in the private sector. The lump sum is paid in two instalments in December 2018 and February 2019. Such payment may be offset by any other payments made by the company since 1 January 2018 (such as salary increase, bonuses, etc.).

Decree 1043/2018 has also established a temporary provision in force until 31 March 2019, to notify the Ministry of Production and Labour of any planned dismissal of any permanent employee at least 10 business days prior to the dismissal. After receiving the notice, the Ministry of Production and Labor may hold a hearing to hear the reasons for the proposed termination. Failure to comply with such obligation to inform may result in a fine ranging between 30% and 200% of the minimum wage for each affected employee, in addition to other compensation or remedies available to the employee or from a collective standpoint if a Collective Bargaining Agreement is applicable.




Amendments to Labour Risk Regime

On January 23, 2017 Decree No. 54/2017 was published, introducing modifications to the Labor Risk Regime aimed at reducing litigation regarding work related accidents or disease. A series of recent Supreme Court rulings have been issued which have held that Courts are not to arbitrarily decide to increase the amount of compensations deriving from work related accidents. Such compensation is stated by law, and the Court has made it clear that Courts are not to arbitrarily increase this amount going forward.


New Interest Rate to Labour credits

By Disposition No. 2658 (November 8, 2017) the National Labor Court of Appeals introduced a lower judicial interest rate applicable to labor credits.


Draft Bill for Amendment to Labour Contract Law and the National Employment Law

In late 2017, a draft bill was submitted to Congress, which seeks to amend the current labor regime and in particular, reduce the burden of litigation. This is expected to come into force in 2018.

The changes include:

  • tax evasion of social security obligations will no longer be a crime;
  • reduction in fines / severance payments for lack of registration of the employment relationship and/or deficient remuneration / hiring records, with such reduced fines being payable to Social Security systems (instead of to affected employees), thus potentially reducing litigation in this area; and
  • new ability for employees to waive rights contained in their labor contracts.




A series of amendments to the Labour Contract Law, the National Employment Law, and the Educational Internships Law

The Chamber of Deputies’ Commission of Labour Legislation has passed a series of amendments to the Labour Contract Law, the National Employment Law, and the Educational Internships Law.

The main changes include:

  • Labour Contract Law
    • Section 15 - transactional, conciliatory, or release agreements.
    • Section 55 - the omission of displaying the labour books.
    • Section 218 - suspensions decided by the employer.
    • Section 241 - judicial approval of the termination of the contract by mutual agreement.
    • Section 264 - the non-waiver of labour privileges.
  • National Employment Law
    • Modifications regarding the inclusion of agricultural, housekeeping, and public sector employees in the unemployment fund.
    • Modifications to the amount of unemployment benefit, resulting in one minimum monthly wage.
  • Educational Law Internship
    • Section 21 of Law No. 26,427 has been modified to promote the inclusion of students with disabilities within the quota of trainees that companies and government agencies must admit.




Change of criteria by the Argentine Supreme Court on the right to strike

On 7 June 2016, the Argentine Supreme Court of Justice established that only authorized organizations of workers are entitled to the constitutional right to strike. Therefore, only these organizations (with or without legal recognition) can exercise this right. Non-unionized groups of workers are excluded.


Penalty fee for labour certificates

On 6 July 2016, the Argentine Chamber of the Labour Court of Appeals established that, even when the existence of differences in salaries is accredited, if the labour certificates were duly and timely delivered to the employee, the allocation of the penalty fee as established by Section 45 of Law Number 25,345 does not apply. This is because the differences in salaries were declared at the moment of dictating the definitive ruling. The employer’s obligation is limited to delivering the labour certificates taking into consideration the records of the company’s books.


Stability guarantee – union protection

On 23 February 2016, the Argentine Supreme Court of Justice emphasized that the effective enjoyment of union protection is subject to compliance with the requirement to notify the employer about the employee’s formal application for a union position.

With thanks to Enrique Stile of Marval, O’Farrell & Mairal for his invaluable collaboration on this update.


Image: Suzanne Horne
Suzanne Horne
Partner, Employment Law Department

Image: Kirsty Devine
Kirsty Devine
Associate, Employment Law Department

Image: Aashna Parekh
Aashna Parekh
Associate, Employment Law Department