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前 言

隨著全球化深入發(fā)展，企業(yè)在多國拓展業(yè)務時，跨境勞動合規(guī)已成為最復雜嚴峻的挑戰(zhàn)之一。為幫助企業(yè)系統(tǒng)應對這一難題，我們攜手全球50余個主要司法管轄區(qū)的勞動法律師（均獲錢伯斯、The Legal 500或同等機構推薦），共同編撰了超過100萬字的中英文勞動用工合規(guī)指南，將持續(xù)更新相關要點。

本文刊載了阿根廷勞動用工合規(guī)要點與專業(yè)解讀。

01 勞動法體系概述

Overview of the Labor Law System

1.法律體系 Legal System

阿根廷實行大陸法系，其雇傭關系受全面的法律和憲法框架管轄。

Argentina operates under a civil law system in which employment relations are governed by a comprehensive statutory and constitutional framework.

2.資源與機構 Resources and Agencies

《國家憲法》通過第14之二條（Article 14 bis）確立了基本勞動權利，如公平報酬、同工同酬、免遭任意解雇的保護、結社與集體談判權以及社會保障。這些憲法原則指導著成文勞動法的解釋與適用。

The National Constitution, through Article 14 bis, establishes fundamental labor rights such as fair remuneration, equal pay for equal work, protection against arbitrary dismissal, unionization and collective bargaining rights, and access to social security. These constitutional principles guide the interpretation and application of statutory labor law.

02 雇傭資格與用工分類

Employment Qualifications and Classification

1.雇傭年齡 Employment Age

依照阿根廷法律，未滿16歲的兒童不得受雇，惟經(jīng)勞動主管機關事先明確授權的文化或藝術活動除外。

Under Argentine law, children under the age of 16 may not be employed, except for cultural or artistic activities expressly authorized in advance by the labor authority.

2.外國企業(yè)用工資質 Qualifications for Foreign Employers

外國企業(yè)如未在阿根廷設立本地存在，不得直接雇用員工。

Foreign businesses are not allowed to hire employees directly in Argentina without establishing a local presence.

3.雇傭類型 Classification of Employment

《勞動合同法》第23條規(guī)定：凡由個人親自、以經(jīng)常性方式、在他人組織之內或受他人指揮而提供服務者，推定存在勞動關系。

Article 23 of the Employment Contract Law establishes a presumption of employment whenever services are rendered personally, on a regular basis, and within the organization or under the direction of another.

4.外籍工作者 Foreign Workers

阿根廷不對外籍人員就業(yè)設定配額或人數(shù)限制。只要個人持有有效的居留與工作許可，企業(yè)即可自由聘用外籍員工。

Argentina does not impose quotas or numerical restrictions on the employment of foreign nationals. Companies are free to hire foreign workers as long as the individual holds valid residence and work authorization.

取得工作簽證主要有兩條路徑。

There are two main pathways of obtaining a working visa.

一旦獲準，外籍員工在《勞動合同法》項下享有與阿根廷員工同等的保護與義務，包括同工同酬、社會保障、醫(yī)療覆蓋、工會權利以及遣散待遇。

Once authorized, foreign employees are entitled to the same protections and obligations as Argentine workers under the Employment Contract Law, including equal pay, social security, health coverage, union rights, and severance.

03 招聘與勞動合同

Recruitment and Employment Contracts

1.背景調查 Background Examination

在阿根廷，尚無專門、全面規(guī)范入職前背景調查的成文法。然而，用人單位必須遵守源自勞動法、個人數(shù)據(jù)保護法以及反歧視規(guī)范的一般原則。

In Argentina, there is no comprehensive statute specifically regulating pre-employment background checks. However, employers must comply with general principles derived from labor law, the Personal Data Protection Law and anti-discrimination provisions.

雇主可自行實施背景調查，或委托專業(yè)第三方進行，但前提是取得應聘者的知情同意。

Employers may carry out background checks directly or engage a specialized third party, provided that the applicant’s informed consent is obtained.

2.合同類型 Contract Types

根據(jù)阿根廷法律，允許的合同類型如下：

Under Argentine law, the following contractual modalities are allowed:

? 不定期合同

  Indefinite-term contracts.

? 定期合同

  Fixed-term contracts.

? 臨時合同

  Temporary contracts.

? 季節(jié)性合同

  Seasonal contracts.

? 兼職合同

  Part-time contracts.

3.試用期 Probationary Period

在阿根廷，試用期僅適用于不定期勞動合同。法定試用期為勞動關系的前六個月。在此期間，雇主可以僅以提前15天通知的方式終止合同，且無需支付遣散費。

The probationary period in Argentina applies only to indefinite-term contracts. The statutory probationary period is the first six months of the employment relationship. During this time, the employer may terminate the contract with only 15 days’ prior notice and without severance.

集體談判協(xié)議可以對試用期的期限作出不同規(guī)定。

Collective bargaining agreements may establish different durations of the probationary period.

04 工作標準

Working Standards

1.薪酬 Remuneration

在阿根廷，報酬通常由月薪加強制性的第13薪構成。

In Argentina, remuneration is generally structured around a monthly salary plus a mandatory 13th salary.

法定最低工資由國家層面的一個全國委員會定期設定。另有集體談判協(xié)議規(guī)定最低工資等級，并且在許多情況下還設定按資歷遞增、生產(chǎn)力獎金或其他額外支付。

The statutory minimum wage is set periodically at the national level by a national council. Furthermore, collective bargaining agreements provide for minimum wage scales, and in many cases, they also establish seniority-based increments, productivity bonuses, or other additional payments.

工資必須定期且在工作期結束后支付。

Salaries must be paid periodically and after the end of the work period.

2.法定福利與社會保障 Statutory Benefits and Social Security

阿根廷的員工自入職第一天起必須納入國家社會保障體系登記。該體系的資金來源于雇主與員工雙方的強制性繳費。

Employees in Argentina must be enrolled in the national social security system from the first day of employment. The system is financed by mandatory contributions from both employers and employees.

除上述繳費外，雇主還必須向私營保險公司投保職業(yè)風險保險，以覆蓋工傷事故與職業(yè)病，并為員工提供強制性人壽保險。

In addition to these contributions, employers must hire an Occupational Risk Insurance with a private insurance company, covering workplace accidents and occupational illnesses, and also provide mandatory life insurance for employees.

3.工時 Working Hours

阿根廷的法定工作時間上限為每日9小時、每周48 小時。夜班（21:00至6:00）上限為7小時；在不衛(wèi)生或危險作業(yè)中，上限為每日6小時、每周36小時，并嚴格禁止加班。經(jīng)理與董事不受上述限制。

The statutory working time in Argentina is capped at 9 hours per day and 48 hours per week. Night shifts (between 9:00 p.m. and 6:00 a.m.) are restricted to 7 hours, while in insalubrious or hazardous activities the maximum is 6 hours per day and 36 hours per week, with overtime strictly prohibited. Managers and directors are exempt from these restrictions.

4.休息與休假 Rest and Leave

阿根廷法律賦予員工每日享有連續(xù)12小時的休息時間（自上一工作日結束至下一工作日開始之間），以及每周至少連續(xù)35小時的休息時間，通常自周六13:00開始，持續(xù)至周日24:00。

Argentine law entitles employees to a daily rest period of 12 consecutive hours between the end of one workday and the start of the next, as well as a weekly rest of at least 35 consecutive hours, which generally begins at 1:00 p.m. on Saturday and extends through midnight on Sunday.

此外，員工享有帶薪年休假，其天數(shù)隨資歷而定。

In addition, employees are entitled to paid annual vacation leave。

05 職業(yè)健康與特別保護

Occupational Health and Special Protection

1.職業(yè)健康與安全 Occupational Health and Security

阿根廷的用人單位須依《勞動合同法》《職業(yè)安全與衛(wèi)生法》（第19,587號法）及《職業(yè)風險法》（第24,557號法）等嚴格履行職業(yè)安全與健康義務。

Employers in Argentina must comply with strict occupational health and safety obligations under the Employment Contract Law, the Health and Safety Law (Law No. 19,587), and the Occupational Risks Law (Law No. 24,557).

在雇主已適當投保的情形下，其通常可免于承擔直接責任；惟存在故意不當行為或重大過失時除外。

Employers are generally relieved of direct liability if they are properly insured, except in cases of willful misconduct or gross negligence.

2.特別保護 Special Protection

阿根廷勞動法確立了平等與非歧視的一般義務。《勞動合同法》第17條禁止基于性別、種族、國籍、宗教、政治、工會活動或任何與勞動關系無關之情形而作出的區(qū)別對待。

Argentine labor law establishes a general duty of equality and non-discrimination. Article 17 of the Employment Contract Law prohibits distinctions based on sex, race, nationality, religion, politics, union activity, or any other condition unrelated to the employment relationship.

《勞動合同法》第245之二條（245 bis）規(guī)定：如認定解雇具有歧視性，則應適用加重遣散補償。

Article 245 bis of the Employment Contract Law provides for aggravated severance when dismissal is found to be discriminatory.

除一般規(guī)則外，阿根廷法律對妊娠與產(chǎn)假期間的員工提供特別保護。

Beyond this general rule, Argentine law provides specific protections for employees during pregnancy and maternity.

工會代表在其任期內及期滿后一年受特別保護，免于解雇或紀律處分。

Union representatives also enjoy special protection against dismissal or disciplinary action throughout their mandate and for one additional year thereafter.

06 個人信息與隱私

Personal Information and Privacy

1.一般規(guī)定 General Rules

阿根廷已通過第25,326號《個人數(shù)據(jù)保護法》及其配套法規(guī)建立了完善的數(shù)據(jù)保護框架。該立法適用于雇主在處理員工與求職者個人信息時的行為，并深受歐洲標準影響。

Argentina has a comprehensive data protection framework established by the Personal Data Protection Law No. 25,326 and its regulations. This legislation applies to the processing of employee and candidate personal information by employers and has been strongly influenced by European standards. 

2.跨國傳輸 Transnational Transfer

《個人數(shù)據(jù)保護法》禁止將員工的個人數(shù)據(jù)向未具備適當保護水平的國家進行跨境傳輸，除非員工已明確表示同意該傳輸。

The Personal Data Protection Law prohibits the transfer of employees’ personal data to countries that do not have an adequate level of protection in place except when the employee has expressly consented to such transfer.

07 反歧視與反騷擾

Anti-Discrimination and Anti-Harassment

1.一般規(guī)定 General Rules

阿根廷以《國家憲法》《勞動合同法》以及第23,592號法（關于歧視行為）和第26,485號法（關于基于性別的暴力）等專門法規(guī)為基礎，并結合已批準的國際公約（例如國際勞工組織第111號公約：就業(yè)與職業(yè)歧視；第190號公約：工作中的暴力與騷擾），構建了全面禁止工作場所歧視與騷擾的法律框架。

Argentina has a comprehensive legal framework prohibiting discrimination and harassment in the workplace, based on the National Constitution, the Employment Contract Law, and specific statutes such as Law No. 23,592 on discriminatory acts and Law No. 26,485 on gender-based violence, as well as ratified international conventions (e.g., ILO Convention 111 on discrimination and ILO Convention 190 on violence and harassment at work).

2.保護特征 Protective Characters

阿根廷的反歧視規(guī)則涵蓋廣泛的受保護特征?！秳趧雍贤ā方够谛詣e、年齡、國籍、宗教或政治信仰、工會活動的不平等對待。

Anti-discrimination rules in Argentina cover a broad range of protected characteristics. The Employment Contract Law prohibits unequal treatment based on sex, age, nationality, religious or political beliefs, and union activity.

08 內部政策

Internal Policies

1.適用性 Applicability

盡管非強制，在阿根廷，雇主普遍會制定內部政策、手冊與行為守則。這些政策可涵蓋：工作場所行為、公司資產(chǎn)使用、保密義務、合規(guī)標準、紀律程序、遠程辦公、年休假，以及職業(yè)安全與健康等。

Although not mandatory, in Argentina it is a common practice for employers to implement internal policies, manuals, and codes of conduct. These policies may cover issues such as workplace behavior, use of company assets, confidentiality, compliance standards, disciplinary procedures, remote work, annual leaves, and occupational health and safety.

2.有效性 Validity

內部政策的生效無須事先取得員工、工會或勞動主管機關的批準；其唯一要求是與適用法律框架保持一致。

Internal policies do not require prior approval by employees, unions, or labor authorities to be valid. They only require to be aligned with the applicable legal framework.

3.舉報 Whistleblowing

阿根廷擁有《公司刑事責任法》（第27,401號法），系反腐合規(guī)的主要法規(guī)。該法將舉報渠道列為誠信計劃（Integrity Programs）的可選但建議要素。

Argentina counts with the Corporate Criminal Liability Law (Law No. 27,401), the main statute governing anti-corruption compliance. Within the Law, whistleblowing channels appear as an optional yet recommended aspect of Integrity Programs.

09 交易

Transactions

1.雇傭關系 Employment Relationship

在阿根廷，兼并、收購或業(yè)務轉移中對勞動合同的處理取決于交易類型。若為股權交易（股權轉讓），用人實體保持不變，因此勞動合同不受影響：員工繼續(xù)隸屬同一雇主，其條款與條件不變。

In Argentina, the treatment of employment contracts in the context of mergers, acquisitions, or business transfers depends on the type of transaction. In the case of a share deal (equity transfer), the employing entity remains the same, so employment contracts are not affected: employees continue under the same employer, with no change to their terms and conditions.

2.補償 Compensation

員工無權僅因并購或資產(chǎn)轉讓而獲得額外補償。

Employees are not entitled to additional compensation solely because of a merger, acquisition, or transfer of assets.

10 雇傭關系終止

Termination of Employment

1.終止理由 Termination Grounds

不定期合同可由雇主有因或無因解除。無因解除使員工有權按照法律獲得遣散補償。

Indefinite-term contracts may be terminated by the employer either with cause or without cause. Termination without cause entitles the employee to receive severance compensation as provided by law.

2.終止程序 Termination Procedure

無因解除需事先書面預告。法定預告期取決于工齡：試用期內15天；工齡至多5年為1個月；超過5年為2個月。雇主可選擇支付代通知金，金額等于員工在預告期內本應獲得的工資。其他終止方式不需預告。

Termination without cause requires prior notice, which must be delivered in writing. The statutory notice period depends on the employee’s length of service: 15 days during the probationary period, 1 month for employees with up to 5 years of service, and 2 months for those with more than 5 years. Employers may opt to provide pay in lieu of notice, equivalent to the salary the employee would have earned during the notice period. Other termination mechanisms do not require the granting of any notice.

3.終止保護事由 Termination Protection

特定員工類別享有特別保護。在保護期內的解雇通常并不導致無效，但會觸發(fā)加重遣散義務：

Certain categories of employees enjoy special protection against dismissal. Termination during these periods generally does not make the dismissal invalid, but it does trigger aggravated severance obligations for the employer:

? 妊娠與產(chǎn)假

  Pregnancy and maternity leave.

? 婚姻

  Marriage.

? 工會代表

  Union delegates.

? 非因工醫(yī)療假

  Employees enjoying non-related medical leave.

4.遣散費與補償金 Severance and Compensation

員工被無因解雇時，雇主須依據(jù)《勞動合同法》支付法定遣散，其中主要包括：

When an employee is dismissed without cause, the employer must pay statutory severance under the Employment Contract Law. The main items are:

? 工齡補償金

  Seniority indemnity.

? 代通知金

  Payment in lieu of notice.

? 整月工資補償

  Full month payment.

5.不當解除 Wrongful Termination

如員工對有因解雇提出了異議且法院認定解除不合理，則雇主須支付全額法定遣散費。

If an employee that is dismissed for cause challenges the decision and the court finds the termination unjustified, the employer will be liable for the payment of full severance.

若解雇被認定為歧視性，法律規(guī)定加付相當于工齡補償金50%的特別加重賠償；法院可視情節(jié)嚴重程度將其提高至100%。

Furthermore, if the termination is deemed discriminatory, the statute provides a special aggravated indemnity equal to 50% of the seniority indemnity, which courts may increase up to 100% depending on the seriousness of the circumstances.

6.大規(guī)模裁員 Mass termination and Layoffs

當雇主擬基于不可抗力、經(jīng)濟或技術原因實施解雇或停工且影響人數(shù)超過法定閾值時，必須事先向勞動主管機關啟動預防性危機程序。

When an employer plans dismissals or suspensions due to force majeure, economic, or technological reasons, affecting more than certain thresholds of the workforce the Preventive Crisis Procedure must be initiated with the labor authority as a precondition to any action.

11 保密、競業(yè)限制和禁止招攬

Confidentiality, Non-Compete, and Non-Solicitation

1.保密 Confidentiality

在阿根廷，員工在《勞動合同法》（規(guī)定一般忠誠義務）與《信息保密法》（第24,766號法）的雙重規(guī)范下，負有法定保密義務。

In Argentina, employees are subject to a statutory duty of confidentiality under both the Employment Contract Law, which imposes a general duty of loyalty, and the Confidentiality of Information Law (Law No. 24.766).

2.競業(yè)限制和禁止招攬 Non-Compete and Non-Solicitation

在勞動合同存續(xù)期間，員工在法律上有義務不得與雇主競爭，并不得招攬公司客戶或員工。違反上述義務構成對法定忠誠義務的違背，雇主可據(jù)此以正當理由解除勞動合同。

During the term of employment, employees are legally obliged to refrain from competing with their employer and from soliciting either the company’s clients or its workforce. A breach of these duties constitutes a violation of the statutory duty of loyalty and entitles the employer to terminate the employment contract with fair cause.

12 員工代表與工會

Work Representation and Trade Unions

1.員工代表 Work Representation

在阿根廷，《勞動合同法》和《工會法》（第23,551號法）規(guī)定，每家企業(yè)的勞動者可以選舉工會代表（union delegates），在用人單位前代表勞動者行使權利。

In Argentina, under the Employment Contract Law and Law No. 23,551 on Trade Unions, workers in each company may elect union delegates who act as their representatives before the employer.

2.工會 Trade Unions

阿根廷的勞動關系高度工會化，實行排他性代表原則。工會組織以行業(yè)/部門為主，而非公司層級。

Argentina has a highly unionized labour relations system based on the principle of exclusive representation. Trade unions are organized predominantly at the industry or sector level, rather than at the company level.

阿根廷的集體談判十分普遍，幾乎覆蓋所有主要經(jīng)濟部門。盡管也存在公司層面的協(xié)議和專項公約（如卡車司機或推銷員），但總體而言仍屬例外。

Collective bargaining is widespread in Argentina, with agreements covering virtually all major economic sectors. Although company-level agreements and specialized conventions (such as those for truck drivers or traveling salesmen) also exist, they remain the exception rather than the rule.

13 爭議解決

Dispute Resolution

1.程序與執(zhí)行 Procedures & Enforcement

阿根廷的勞動爭議通常通過強制性調解與司法程序相結合解決。在布宜諾斯艾利斯市，員工須先向強制勞動調解服務機構提出申請，雙方必須出席由政府指定的調解員主持的聽證。

Labor disputes in Argentina are generally resolved through a combination of mandatory conciliation and judicial proceedings. In the City of Buenos Aires, employees must first file a claim before the Mandatory Labor Conciliation Service, where both parties are required to attend a hearing with a government-appointed mediator.

2.放棄權利與執(zhí)行 Waiver & Enforcement

員工不得有效放棄勞動法授予的法定權利，因其屬公共秩序事項。任何減損或放棄該等權利的協(xié)議無效。

Employees cannot validly waive statutory rights granted by labor law, as these are considered matters of public policy. Any agreement that purports to reduce or waive such rights is null and void.

14 其他

Others

1.最新發(fā)展與趨勢 Latest Development & Trends

阿根廷近期經(jīng)歷了重大勞動用工改革：立法調整延長試用期、廢除多項與登記不規(guī)范有關的雇主罰則、引入明確允許外包的新規(guī)則，并設立可攜協(xié)作者的新型獨立勞動者類別。

Argentina has recently undergone a significant labor and employment reform. Legislative changes have extended probationary periods, repealed several employer penalties for misregistration, introduced new rules expressly allowing outsourcing, and created new categories of independent workers with collaborators.

2.文化與宗教考慮 Cultural and Religious Considerations

阿根廷勞動力多元且多文化。盡管多數(shù)民眾自認基督徒（以天主教為主），但用工實踐基本世俗化，雇主應尊重文化與宗教多樣性。

Argentina has a diverse and multicultural workforce. While the majority of the population identifies as Christian (mainly Roman Catholic) employment practices are largely secular, and employers are expected to respect cultural and religious diversity.

* 為避免歧義，以上內容不視為正式法律意見。

作者簡介

作者：María Eduarda Noceti，Beccar Varela 律師事務所合伙人，阿根廷布宜諾斯艾利斯市律師協(xié)會成員，錢伯斯拉丁美洲、Legal 500推薦律師。專業(yè)領域：勞動法。

譯者：金東杰，法學碩士，安理律師事務所律師助理。專業(yè)領域：勞動法、ESG合規(guī)、爭議解決。