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> GOVERNANCE - home > Employment protection legislation database - EPLex > Argentina

Argentina - Types of employment contracts


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Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding fixed-term contracts. However, there is a limitation as to the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of successive fixed-term contracts, as long as the total duration of the employment relationship does not exceed 5 years (art. 93 LCL).

      The formalization of successive fixed-term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into a contract of indefinite duration (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding fixed-term contracts. However, there is a limitation as to the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of successive fixed-term contracts, as long as the total duration of the employment relationship does not exceed 5 years (art. 93 LCL).

      The formalization of successive fixed-term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into a contract of indefinite duration (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, there is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, there is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts or "determinate contracts" are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, the is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.
    There is no legally established probationary period for FTCs.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts or "determinate contracts" are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, the is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.
    There is no legally established probationary period for FTCs.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts or "determinate contracts" are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, the is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.
    There is no legally established probationary period for FTCs.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts or "determinate contracts" are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, the is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.
    There is no legally established probationary period for FTCs.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts or "determinate contracts" are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, the is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL
+ show references

Maximum probationary (trial) period: 3 month(s)

Remarks:
  • Art. 92bis LCL: the first three months of employment of indeterminate contracts, except for seasonal work referred to in Article 96 LCL, are considered a probationary period.
    During this time, either party may terminate the employment contract without justification and without liability for indemnification. Notice requirements must however be observed.
    There is no legally established probationary period for FTCs.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: objective and material reasons
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL). The employer is in charge of providing evidence that a contract is a fixed-term contract (art. 92 LCL).

      Fixed-term contracts or "determinate contracts" are employment contracts for specified periods of time where the contract duration is expressly written into the contract (art. 90(a) LCL) and contracts concluded for specific tasks that justify the use of a fixed term contract (art. 90(b) LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, the is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL). The formalization of successive fix term contracts exceeding what is foreseen in art. 90(b)LCL (nature of the task) turns the contract into an “indeterminate” one (Art. 90 LCL).
  • Maximum cumulative duration of successive FTCs: 5 year(s)
    Remarks:
    • Art. 93 LCL