In Argentina, employment contracts can be dissolved:
The notice period depends on the length of service, as follows:
No notice obligation applies during the probationary period.
The notice must be given in writing and clearly state the grounds for the termination of the contract. There are provisions for waiving off notice by paying remuneration instead.
For an employee's resignation to be valid, the employee must formally notify the employer using a telegram, either in physical or digital format, or submit the resignation through the labor authority.
Applicants must submit the required documents to the Consular Office. Consular authorities may require supplementary or additional documents if necessary. Required documents and procedures include a valid passport, photographs, an application form, proof of address, an employment contract, proof of insurance, a certificate of good conduct from the current country of residence, as well as consular fees and a consular interview. The permit is generally issued in the form of a temporary residence visa linked to employment and may run until the expiration date specified at entry. There is a limit of 2 authorizations within a 12-month period.
Paid annual leave in Argentina depends on the employee’s seniority, provided the employee has worked for at least half of the working days in a respective calendar year:
Employees are entitled to receive remuneration for their annual leave at the beginning of their leave at the rate of their normal remuneration (set monthly or hourly).
If an employee’s annual leave is interrupted by illness and properly reported, the employee must return on the original end date or, if still unfit, after the paid sick leave period, with any lost vacation days rescheduled.
The standard working hours in Argentina are limited to 8 hours per day or 48 hours per week. A workday includes periods of inactivity during the workday as per the contract. There must be a gap of 12 hours between the close of 1 working day and the beginning of the next. The law prohibits occupying employees after 1:00 PM on Saturday through the following day. Night work is carried out between 9:00 PM and 6:00 AM the next day and cannot last more than 7 hours. In the case of hazardous jobs, the duration of work is limited to 6 hours per day or 36 hours per week.
Effective March 6, 2026, Argentina introduced flexibility in how overtime is managed. Employers and employees may now voluntarily agree in writing to alternative systems for compensating overtime, instead of paying the standard overtime rate.
These arrangements may take the form of an hour bank, compensatory rest days, or other overtime compensation systems. They may also be established through collective bargaining with the union representing employees at the company. In all cases, minimum legal rest periods must be respected: at least 12 consecutive hours between shifts and 35 consecutive hours of weekly rest.
Teleworking
Working hours for teleworking employees are determined in their employment contract. They have the right not to be contacted and to disconnect from digital devices and/or information and communication technologies, outside of their working day and during leave periods. Employers must not require the person who works to perform tasks, nor send communications, by any means, outside the working day.
The labor law grants 90 days of paid maternity leave - 45 days before childbirth and the remaining 45 days after the delivery. The employee can reduce the pre-childbirth leave to no less than 10 days and use the remaining accumulated leave post-birth.
Employees on maternity leave are entitled to cash benefits paid from Social Security funds and financed by employer and state contributions. The benefits amount to 100% of the employee's wages for the period of maternity leave, up to 90 days. An employee must have been working with the employer continuously for 3 months or receiving unemployment benefits before the leave.
In Argentina, the minimum wage is set according to the following schedule:
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