Labor Compliance Guide

Labor Requirements

The Argentine Constitution guarantees “dignified and equitable working conditions,” fair and equitable remuneration and protection against arbitrary dismissal, among other labor rights. Specific legislation such as the Employment Contract Law implements these rights.

Hours & Pay Regulations

Normal Working Hours

Normal working hours are a maximum of eight per day and 48 per week from Monday through Saturday. There must be at least 12 hours between the end of one shift and the beginning of the next. Workers are generally entitled to be off work from 1 p.m. Saturday until Monday. Law on Work Time, 1929, No. 11,544 (as amended) arts. 1-2.


The overtime premium is 50 percent of the regular rate (time and a half) for work performed from Monday until 1 p.m. on Saturday (beyond the maximum eight hours per day and 48 per week) and 100 percent (double time) for work performed on Saturdays after 1 p.m., on Sundays or on public holidays.


Employees cannot be required to work more than 30 overtime hours in a month or 200 in a year. Employment Contract Law, No. 390/1976 (as amended), art. 201; Decree on Working Hours, No. 484/2000.

Night Work

Night work (performed between 9:00 p.m. and 6:00 a.m.) may not exceed seven hours. Mixed day and night work should be computed by reducing eight minutes per each night hour of work (or pay these eight minutes as overtime). Employees are not entitled to overtime when they work in night shifts and exceed seven hours, but are entitled to a day of rest every seven days of night work, besides the weekly rest of Saturday evening and Sunday. Only when this additional day of rest cannot be granted will the employee be entitled to overtime pay at a rate of eight minutes for every night hour worked.



Work On Rest Days

Employees are entitled to a rest period of not less than 12 hours between the end of one working day and the beginning of another.

Public Holidays

Argentine law provides for the following national holidays:

  • January 1: New Year’s Day
  • February 11 and 12: Carnival
  • March 24: Day of Remembrance for Truth and Justice
  • Date varies: Good Friday
  • April 2: Day of the Veterans and the Fallen in the Malvinas War
  • May 1: Labor Day
  • May 25: Day of the First National Government
  • June 20: National Flag Day
  • July 9: Independence Day
  • August 17: Anniversary of the Death of General José de San Martin
  • October 12: Day of Respect for Cultural Diversity
  • November 20: Day of National Sovereignty
  • December 8: Immaculate Conception
  • December 24: Christmas Eve
  • December 25: Christmas

Certain holidays may be granted to employees at the employer’s sole discretion (for example, Good Thursday and December 24). Decree on National Holidays, No. 1584/2010; Employment Contract Law, No. 390/1976 (as amended), arts. 166, 201.

Annual Leave

Workers who have completed at least six months with the same employer over a 12­month period are entitled to paid annual leave as follows:

  • Fewer than five years of service with the company: 14 days;
  • Five to 10 years: 21 days;
  • 10 to 20 years: 28 days; and
  • More than 20 years: 35 days.

Workers who have not completed six months of service get one day off for every 20 days worked. The employee must be paid his or her usual wages during leave, and the payment must be made prior to the beginning of leave. Leave must begin on a Monday. Employment Contract Law, No. 390/1976 (as amended), arts. 150-155.



The worker will receive compensation during the holiday period, which will be determined as follows:

    • In the case of paid work with a monthly salary, dividing by twenty-five (25) the amount of the salary received at the time of its granting.
    • If the remuneration has been set per day or hour, the amount that would have been received by the worker on the day prior to the date on which he begins to enjoy them will be paid for each holiday; effect the remuneration that must be paid according to the legal or conventional norms or agreed, if it is greater. If the usual day is longer than the eight (8) hour period, the actual day will be taken as long as it does not exceed nine (9) hours. When the day taken into consideration is, for circumstantial reasons, less than the worker’s usual remuneration will be calculated as if it coincides with the legal one. If the paid worker per day or hour had also received ancillary remuneration, such as for complementary hours;
    • In case of piecework, individual or collective commissions, percentages or other variable forms, according to the average of the salaries accrued during the year corresponding to the granting of vacations or, at the option of the worker, during the last six ( 6) months of service provision.
    • It will be understood by integrating the remuneration of the worker all that he receives for ordinary or extraordinary work, bonus for seniority or other accessory remuneration.
    • The remuneration corresponding to the holiday period must be paid upon its initiation.
    • It will be understood by integrating the remuneration of the worker all that he receives for ordinary or extraordinary work, bonus for seniority or other accessory remuneration.

Minimum Wage

The monthly minimum wage is 10,000 pesos. Argentine Constitution, 1994, § 14bis.

Special Leave

Sick Leave

Workers have the right to sick leave with full pay for a period of up to three months per year if their length of service is five years or less and for a period of up to six months if their length of service is more than five years. If the worker has family responsibilities, these entitlements are extended to six and 12 months, respectively. The worker is entitled to sick leave without pay for another 12 months, during which the employer is obliged to maintain the employment relationship.

Maternity Leave

Female employees are entitled to maternity leave of 45 days before and 45 days after delivery, although the employee is allowed to switch up to 15 days from the prenatal to the postnatal period, and a social allowance corresponding to her salary for the time she is on leave. The employee must present a medical certificate confirming her pregnancy and the expected delivery date. She is entitled to job security and may for certified medical reasons refuse particular assignments or tasks. Once a mother returns to work, the law requires that she be allowed two daily nursing breaks of 30 minutes each or a single hour-long break for at least one year. At the end of maternity leave, women who have been with a company for at least a year may take additional unpaid leave of from three to six months.

Paterntity Leave

Men are entitled to two days of leave for the birth of a child.

Other Paid Leaves

Employees can take paid leave for the following circumstances:

  • Marriage: 10 calendar days;
  • Birth of Child: 2 days
  • Death of a spouse, child or parent: three days;
  • Death of a sibling: 1-day ; and
  • High school or college exam: two days (maximum 10 days per year) – The beneficiary must prove to the employer that they have taken the exam by presenting the certificate issued by the institute in which they study.

The other paid leave shall be paid, and the salary shall be calculated in accordance with the provisions of article 155 of this law which states that in case of paid work with a monthly salary, dividing by twenty-five (25) the amount of the salary received at the time of its granting.

In the leaves referred to under other paid leave, a business day must necessarily be computed, when they coincide with Sunday, holidays or non-working days. Employment Contract Law, No. 390/1976 (as amended), art. 158.

Last updated on: September 25th, 2019