What you need to know before hiring in Argentina: A guide to terminations
In this article
Argentina is home to a diverse, educated, skilled workforce—it's no wonder so many global companies are hiring in Argentina. But before you sign your first Argentine employee, you need a solid understanding of the country's employment laws and regulations—including rules around terminations.
Termination policies may be far from your mind now, but if you decide to part ways with an Argentinian employee, you'll need to know the basics. Employees in Argentina are entitled to certain benefits and payments when they're dismissed, and ending up on the wrong side of Argentine labor laws could land you in a costly legal battle.
Ready to learn everything you need to know about terminating employees in Argentina? Read on.
5 essential things to know before hiring in Argentina
Termination rules in Argentina: What are acceptable grounds for firing an employee?
Argentinian employees can leave their jobs voluntarily at any time and for any reason, provided they give 15 days of notice—the standard for resignations. For involuntary termination of employment, the notice period and severance pay will depend on whether the employee is being terminated during their probationary period, without cause, or with just cause.
Argentina has different rules and laws about termination than many other countries. Keep your global hiring compliant with local employment laws.
What are the mandatory notice periods and termination pay for Argentinian employees?
In Argentina, notice periods and severance pay depend on the reason for termination and the employee's length of service.
| Notice period | Severance pay |
|---|---|---|
Termination during the probationary period | 15 days | None |
Termination without cause | For employees with up to 5 years of service: 1 month For employees with more than 5 years of service: 2 months | One month's salary for every year of service, plus an additional month's salary if they've worked at least 3 months in an incomplete year |
Termination with just cause | None | None |
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Frequently asked questions about terminating employees in Argentina
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Disclaimer
Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.
Author
Vanessa Kahkesh
Content Marketing Manager, HR
Vanessa Kahkesh is a content marketer for HR passionate about shaping conversations at the intersection of people, strategy, and workplace culture. At Rippling, she leads the creation of HR-focused content. Vanessa honed her marketing, storytelling, and growth skills through roles in product marketing, community-building, and startup ventures. She worked on the product marketing team at Replit and was the founder of STUDENTpreneurs, a global community platform for student founders. Her multidisciplinary experience — combining narrative, brand, and operations — gives her a unique lens into HR content: she effectively bridges the technical side of HR with the human stories behind them.
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