Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Hiring and firing in Córdoba is governed primarily by Argentina's national labor framework together with collective bargaining agreements and some provincial rules that affect procedure and enforcement. The Ley de Contrato de Trabajo - the central national employment law - sets the basic rights and obligations for employers and employees across the country. In practice, courts and administrative bodies in Córdoba apply the national rules, interpret them in light of local collective bargaining agreements - known as convenios colectivos - and handle disputes in provincial competent forums. The labor system in Argentina is protective of employees, so employers must carefully follow formal requirements for hiring, registering and terminating workers. Employees have rights to severance, notice or payment in lieu, social security contributions and union representation, subject to variations introduced by specific agreements or categories of work.
Labor disputes can be legally complex and fact sensitive. You may need a lawyer in Córdoba when:
- You receive a dismissal and want to verify whether it was lawful or whether you are entitled to indemnity and other payments.
- You are an employer seeking to terminate employment and want to minimize legal exposure - for example, by documenting cause or following preaviso and procedural steps.
- You are unsure whether a working relationship is an employment contract or an independent contractor arrangement, which has important tax and labor consequences.
- You face workplace harassment, discrimination, health and safety violations or wrongful suspension.
- You are negotiating severance, a resignation agreement or terms for a settlement and want to ensure the terms are enforceable.
- You need help initiating conciliation procedures at a labor authority or filing a claim in a labor court.
A specialized labor lawyer can evaluate your documents, explain applicable collective agreements, calculate potential compensation, represent you at conciliation and litigation stages, and advise on the best strategy to resolve the dispute.
Key legal aspects to know in Córdoba - and Argentina more generally - include:
- National framework - The Ley de Contrato de Trabajo (LCT) is the main statute regulating employment relationships - rights, obligations, dismissal rules, indemnity, working hours, leave and occupational health and safety.
- Collective bargaining - Many sectors are governed by convenios colectivos de trabajo that set minimum wages, special dismissal rules, allowances and working conditions. These can be negotiated locally and are binding for employers and unionized workers.
- Hiring formalities - Employers must register employees, make social security contributions, and keep payroll and employment records. “Working in blanco” - formal registration - grants access to social security, unemployment benefits and protects workers in disputes.
- Termination and indemnity - Dismissals without cause usually give rise to indemnity for seniority, payment of accrued salary, proportional vacations and other accrued benefits. Employers must provide preaviso - notice - or pay in lieu. Dismissal for cause is allowed in specific circumstances but requires solid proof.
- Procedural rules - Before litigation many disputes pass through mandatory conciliation or mediation at labor authorities. Provincial offices or the national ministry may offer conciliation services where agreements can be reached before a judge gets involved.
- Labor courts and enforcement - Labor justice operates through specialized tribunals. In Córdoba, provincial labor courts handle many disputes; national courts may have jurisdiction for certain federal issues. Remedies can include back pay, reinstatement in some cases, indemnities and interest.
- Special categories - Domestic workers, public employees and temporary or seasonal workers have particular rules and protections, sometimes set by specific laws or provincial regulations.
- Protection against unfair practices - The law prohibits discriminatory dismissals and guarantees rights related to union activity. Health and safety regulation obliges employers to protect workplace health and report work accidents.
Look at the substance of the working relationship - not just the label. Indicators of an employment relationship include regular working hours, subordination to employer directions, provision of tools and place of work by the employer, continuity and exclusivity. If these factors point to employment, the person should be registered and has the protections of labor law. A lawyer can review your facts and help determine the correct classification.
Dismissal without cause typically entitles the employee to severance for seniority, which is calculated on the basis of remuneration, plus accrued salary, proportional vacation pay and any outstanding benefits. The employer must also respect the notice obligation or pay in lieu. Exact amounts depend on salary components and length of service.
Yes, but dismissing for cause requires serious misconduct or breach by the worker and must be justified and provable. Because courts evaluate cause strictly, employers need solid documentation before pursuing dismissal with cause. If the employer cannot prove cause, the dismissal may be treated as without cause, with corresponding indemnities.
Severance - indemnización por antigüedad - is generally based on the worker's regular remuneration and the period of service. Collective agreements and particular salary components can affect the calculation. There are also payments for accrued vacation and other benefits. A lawyer or payroll expert can prepare a detailed calculation for your case.
Collect and preserve documents - termination letter, pay slips, employment contract, any written warnings, correspondence, bank deposits and attendance records. Note witnesses and dates. Ask for a written statement of reasons for dismissal, if possible. Contact your union and consider scheduling a consultation with a labor lawyer. Time limits can apply to file claims, so act promptly.
Reinstatement - returning the worker to their former position - is sometimes ordered by courts, particularly when dismissal violates fundamental worker rights or due process. However, courts often award compensation rather than ordering reinstatement, depending on the circumstances and sector. Collective agreements and public interest considerations can also influence the remedy.
Non-registration or under-declaration is common and can affect entitlements. However, the law generally favors reclassification - workers can claim employment status and seek regularization of social security contributions. Employers may face fines and obligations to pay back contributions. A lawyer can help gather evidence and pursue claims before authorities and courts.
Many employment disputes require prior conciliation or mediation at a labor authority before formal judicial proceedings begin. This is an opportunity to reach an agreement without court litigation. Procedures and offices vary - a lawyer can advise which local conciliation body has jurisdiction in Córdoba and represent you in the process.
There are deadlines to initiate labor claims, and these time limits vary by issue and jurisdiction. Because missing a deadline can bar your claim, you should consult a lawyer quickly after a dispute arises. A lawyer will identify applicable prescription periods and take timely steps to preserve your rights.
The law provides protections for certain leaves - for example, maternity protections are strong and dismissals related to pregnancy or maternity can be declared null. Dismissal during medical leave may be possible in some circumstances but can raise special legal protections and remedies. Seek legal advice promptly if you face dismissal while on leave.
Useful resources and organizations to consult in Córdoba include:
- Provincial labor ministry or department that handles conciliation and enforcement - for procedural guidance and administrative conciliation.
- National Ministry of Labor, Employment and Social Security - for information on national labor rules and policies.
- Trade unions and confederations - unions can advise members, accompany conciliation procedures and provide legal support through union legal services.
- Colegio de Abogados de Córdoba - for lists of registered lawyers and referrals to attorneys specializing in labor law.
- Social security and tax agencies - to check employer registration and contribution records and to request formal certifications when necessary.
- Workplace health and safety authorities - for reporting accidents, occupational disease claims and inspections.
If you need legal assistance in Córdoba, follow these steps:
- Gather documents - employment contract, payslips, termination letter, bank records, attendance sheets, correspondence, medical certificates and any disciplinary records.
- Contact your union - if you are a member, your union can provide advice and may offer legal assistance or representation at conciliation meetings.
- Seek a consultation with a labor lawyer - choose a lawyer experienced in employment law in Córdoba. Ask about their experience with similar cases, fee structure and likely timeline.
- Request a pre-conciliation or conciliation appointment - your lawyer or union can help initiate the administrative conciliation required in many disputes.
- Avoid delaying action - labor claims are subject to time limits and evidence can be lost over time. Acting quickly preserves options and strengthens your case.
- Consider settlement but review carefully - many disputes end in negotiated settlements. Before signing any agreement, have a lawyer review the terms to ensure it fully protects your rights and includes all owed amounts.
Legal advice tailored to your situation will help you understand potential outcomes and choose the best path forward - whether negotiation, conciliation or litigation. If you are unsure where to start, a short consultation with a labor attorney in Córdoba is a practical first step.
