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Argentina - Procedural requirements for individual dismissals


Procedural requirements for individual dismissals - Argentina - 2018    

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Notification to the worker to be dismissed: written

Remarks:
  • Art. 235 LCL.

Notice period:
Remarks:
  • Art. 231 (b) LCL: establishes various statutory notice periods

    According to article 231 LCL this is the compulsory minimum notification period, but the parties can agree on a longer one.

    Fixed term contracts must follow article 94 LCT, according to which parties need to inform the other party of the end of the contract between 1 and 2 months before the agreed deadline, except if the contract is for the duration of less than one 1 month. If the advance notice is not observed, it will be presumed the conversion of the contract to an indeterminate one, except if an explicit renovation of the contract has been agreed.

    Please note, however, that these rules do not apply to small and medium sized companies which are defined as those companies which up to 40 employees and a maximum annual turnover of such an amount set out by a special monitory commission (Comisión Especial de Seguimiento) for each activity or sector (art. 83 SMEL).
    In those companies, the employer is only required to give an advance notice of one month to the employee, regardless of the length of service (art. 95 SMEL).
    • tenure ≥ 6 months
      • 1 month(s).
    • tenure ≥ 9 months
      • 1 month(s).
    • tenure ≥ 2 years
      • 1 month(s).
    • tenure ≥ 4 years
      • 1 month(s).
    • tenure ≥ 5 years
      • 2 month(s).
    • tenure ≥ 10 years
      • 2 month(s).
    • tenure ≥ 20 years
      • 2 month(s).

    Pay in lieu of notice: Yes

    Remarks:
    • Art. 232 LCL.

    Notification to the public administration: No

    Remarks:
    • Decree 1043/2018 ( 12/11/2018) establishes the following temporary provisions:
      ARTÍCULO 6°.- Establécese, hasta el 31 de marzo de 2019, un procedimiento por el cual los empleadores, antes de disponer despidos sin justa causa de trabajadores con contratos de trabajo por tiempo indeterminado, deberán comunicar la decisión al MINISTERIO DE PRODUCCIÓN Y TRABAJO con una anticipación no menor a DIEZ (10) días hábiles previo a hacerla efectiva.
      ARTÍCULO 7°.- El MINISTERIO DE PRODUCCIÓN Y TRABAJO, de oficio o a petición de parte, podrá convocar al empleador y al trabajador junto con la asistencia gremial pertinente, a fin de celebrar durante el plazo fijado en el artículo 6° del presente, las audiencias que estime necesarias para considerar las condiciones en que se llevará a cabo la futura extinción laboral.
      ARTÍCULO 8°.- El incumplimiento de lo establecido en el presente capítulo dará lugar a la aplicación de las sanciones previstas en el Anexo II de la Ley N° 25.212 y sus modificatorias.
      ARTÍCULO 9°.- Exceptúase del procedimiento establecido en el presente capítulo, al personal de la Industria de la Construcción, contratado en los términos de la Ley N° 22.250.
      Source: http://servicios.infoleg.gob.ar/infolegInternet/anexos/315000-319999/316286/norma.htm

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    Notes / Remarks
    The notice period requirements do not apply to dismissals for "just cause".
    The only procedural requirement for dismissal for "just cause" is the submission of written notice of the fact of dismissal with a clear indication of the grounds invoked for the termination of the contract. There is no legally prescribed time limit for the submission of this notice.