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Córdoba, Argentina Attorneys in related practice areas.
Employment and labor law in Córdoba operates within the national legal framework of Argentina while also reflecting provincial procedures and public-employer rules. For most private-sector employees the Ley de Contrato de Trabajo - LCT (Law No. 20.744) and national regulations set the basic rights and obligations - for example salary rules, working hours, vacation, maternity protections and severance for dismissals without cause. Collective bargaining agreements - convenios colectivos de trabajo - negotiated by unions and employer associations often add sector-specific conditions. For public employees in the Province of Córdoba there are separate statutes, administrative procedures and disciplinary regimes that apply.
Labor matters often involve time limits, technical calculations and a mix of national and provincial rules. Common situations where a lawyer can help include:
- Dismissal disputes - to assess whether a dismissal was lawful, calculate severance and represent you in conciliation or before labor courts.
- Unpaid wages, overtime or benefits - to review payslips, identify missing items and demand payment or bring a claim.
- Workplace accidents and occupational health claims - to secure medical coverage, temporary or permanent disability compensation and to work with the employer's risk insurer - ART.
- Discrimination, harassment or sexual harassment - to obtain protective measures, document the facts and pursue remedies.
- Collective bargaining, union representation and strikes - to clarify rights and obligations under specific convenios colectivos.
- Public employment issues - for matters such as disciplinary proceedings, promotions, pension calculations or employment stability rules that differ for provincial workers.
In each case a lawyer experienced in Córdoba labor law can identify applicable rules, gather evidence, handle mandatory conciliation procedures and represent you in the relevant forum.
- National framework and the LCT - The Ley de Contrato de Trabajo sets broad protections for private employment across Argentina. It covers contract types, remuneration, ordinary working hours, overtime pay, vacations, maternity protections and dismissal rules.
- Collective bargaining - Sectoral or company-level convenios colectivos are central. They can modify pay scales, working hours, allowances and disciplinary rules. Always check whether a convenio applies to your job.
- Dismissal and severance - Unjustified dismissal normally gives rise to compensation. Employers are generally required to provide notice or payment in lieu of notice, and severance for years of service. The exact calculation depends on components of remuneration and on applicable collective agreements.
- Mandatory conciliation - Many labor claims require a prior conciliation attempt before a judicial claim can begin. Conciliation may be administered by the national Ministry of Labour, a regional delegation or a provincial conciliation body depending on the case.
- Labor courts and jurisdiction - Private employment disputes are heard in labor courts - national or provincial - depending on the employer and the matter. Public-sector disputes often follow administrative channels within the provincial government and may have separate appeal routes.
- Social security and contributions - Employers are responsible for contributions to social security and to workplace risk insurers - ART. Failure to register or contribute can give rise to additional employer liability.
- Special protections - Pregnant workers, recent mothers, workers with disabilities and union representatives have particular protections under national and provincial rules.
- Workplace health and safety - Employers must comply with occupational health rules and take preventive measures. Serious workplace accidents can trigger criminal, civil and administrative responsibilities.
Ask for a written termination notice or letter stating the reason for dismissal, keep recent payslips, your employment contract, any notices or messages from the employer and records of attendance or hours worked. Contact your union or a labor lawyer quickly - many claims have deadlines and conciliation is often required before going to court.
Severance is generally based on length of service and the components of your salary. Collective agreements can affect the calculation and may add benefits. A lawyer can review payslips and contracts to provide an accurate calculation and to identify additional claims such as unpaid wages or benefits.
In many labor disputes a prior conciliation attempt is required before initiating judicial proceedings. Conciliation bodies may be part of the national Ministry of Labour or of provincial structures. A lawyer can advise whether your claim requires conciliation and help prepare and represent you in that process.
Yes. Labor law protects the right to remuneration and overtime compensation. Evidence such as payslips, time records, emails and witness statements is important. Claims may cover unpaid wages, overtime, holiday pay, aguinaldo and social security contributions owed by the employer.
National law provides maternity leave and job stability during pregnancy and for a period after return from leave. Employers may not lawfully dismiss pregnant workers or punish them for maternity-related leave. Paternity leave and other family-related leaves are also regulated and may be supplemented by collective agreements.
Employers must register workers with a workplace risk insurer - ART. Report the accident immediately, seek medical attention and preserve documentation. You may be entitled to medical coverage, temporary disability payments and compensation for permanent injuries. A lawyer can assist in coordinating with the ART and pursuing additional remedies if the employer or insurer fails to comply.
Collective agreements can establish higher wages, special allowances, different work schedules and disciplinary rules. They often override less favorable provisions of individual contracts. Identify the convenio colectivo that applies to your industry or workplace and have a lawyer explain how it affects your case.
Victims can seek internal remedies through employer procedures, file complaints with labor authorities, use conciliation processes or bring judicial claims. Remedies may include reinstatement, compensation, disciplinary sanctions against the offender and protective orders. Document incidents and seek legal advice early.
There are legal time limits for different types of labor claims and they can vary depending on the matter and on whether conciliation is required. Deadlines may be relatively short, so it is important to consult a lawyer promptly to preserve your rights.
Yes. Unions often provide legal assistance, representation in conciliation and collective negotiation support. Union involvement can be helpful, but union procedures and priorities differ by organization. You can use union support alongside independent legal counsel if needed.
- National Ministry of Labour, Employment and Social Security - regional delegations can advise on conciliation procedures and labor rights.
- Provincial labour or employment offices in Córdoba - for local procedures and information about provincial public employment rules.
- Colegio de Abogados de Córdoba - professional association where you can find lists of labor lawyers and information about legal aid or referrals.
- Social security and tax agencies - national agencies handle social security registrations and employer contributions which are relevant to wage claims and benefits.
- Workplace risk insurers - ART - for workplace accidents and occupational disease procedures.
- Trade unions and sectoral associations - for information about applicable collective bargaining agreements and union representation.
- Free and low-cost legal aid services - some public defenders or university legal clinics provide assistance in labor matters for low-income claimants.
1. Gather documents - collect your employment contract, payslips, termination notice, emails or messages, time records, medical reports and any collective agreement that applies. Documentation is essential.
2. Seek early advice - contact a labor lawyer or your union as soon as possible. Confirm whether conciliation is required and ask about relevant deadlines and likely costs.
3. Explore conciliation and negotiation - many disputes are resolved in conciliation or through settlement. A lawyer can represent you and help evaluate any settlement offer.
4. Prepare for litigation if needed - if conciliation fails, your lawyer will prepare the claim for the appropriate labor court or administrative forum and represent you in court.
5. Ask about fees and alternatives - discuss legal fees, success fees and alternative dispute resolution such as mediation. Some lawyers and unions offer initial consultations at low or no cost.
If you are unsure where to start, contact a local labor lawyer or your union, prepare your documents and act quickly to protect your rights.
