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Wage and hour law in Córdoba is part of Argentina's broader labor framework, which combines national legislation, provincial regulations, and collective bargaining agreements negotiated by unions. The national Ley de Contrato de Trabajo sets many fundamental rules on working hours, overtime, remuneration, paid leave and dismissal rights. Provincial bodies and sectoral collective agreements can establish additional protections or different standards for specific industries. If you are an employee or an employer in Córdoba, it is important to understand how the national rules, provincial practices and any applicable collective-bargaining agreement interact.
Labor disputes often involve technical rules, strict time limits and formal procedures. You may need a lawyer if you face any of the following common situations:
- Unpaid wages, unpaid overtime or incorrect deductions from your pay.
- Discrepancies in pay slips, missing social-security or pension contributions, or non-payment of employer obligations.
- Dismissal without just cause, lack of proper notice, or disputes over severance pay.
- Misclassification of employment status, for example being treated as an independent contractor when the reality is an employment relationship.
- Claims related to working hours, night work, Sunday pay, or rest breaks that are not being respected.
- Denial of legally-mandated leave such as maternity, paternity or annual vacation.
- Collective-labor issues where union rights, collective bargains or strike matters are involved.
- Retaliation, harassment or discrimination connected to asserting labor rights.
A lawyer experienced in Argentine labor law can explain your rights, preserve deadlines, prepare complaints, represent you in conciliation processes and litigate before labor courts when necessary.
Key aspects of wage and hour law that are particularly relevant in Córdoba include the following:
- National framework - The Ley de Contrato de Trabajo and related national regulations set basic rules on employment contracts, working hours, overtime, night work, weekly rest, vacations and dismissal rights. These rules apply across Argentina and form the backbone of wage-and-hour claims.
- Collective bargaining agreements - Many sectors are governed by collective agreements negotiated by unions. These agreements often provide specific rules for maximum hours, shift work, overtime rates, allowances and bonus structures. Check whether your workplace is covered by a convenio colectivo.
- Working hours and overtime - Full-time schedules are typically defined at eight hours per day as a common reference, while weekly maximums and permitted overtime, and their compensation rates, are set by law or collective agreements. Overtime normally requires higher pay rates and is subject to legal limits.
- Night work and Sunday pay - Night hours and weekend or holiday work frequently have higher pay rates under law or collective bargains. Definitions of night hours and applicable premiums vary by sector and agreement.
- Pay and pay slips - Employers must provide payroll receipts that show base salary, allowances, deductions and employer contributions. Salary payments usually follow the frequency established by contract or custom, and unauthorised deductions are generally prohibited.
- Social security and contributions - Employers must register employees and remit social-security and pension contributions, as well as workers compensation (ART) when required. Non-compliance can give rise to administrative sanctions and civil claims.
- Termination and severance - Dismissal procedures, notice requirements and indemnities depend on whether termination is with just cause or without just cause, and on contract type. Collective dismissals may trigger additional rules. Labor courts review dismissals carefully and calculate compensations based on legal and contractual criteria.
- Inspections, conciliation and courts - Administrative inspections and mandatory conciliation processes handled by the Ministry of Labour are often required before initiating litigation in labor courts. Provincial labor offices provide channels for complaints and mediations before judicial claims.
Standard full-time hours are commonly based on an eight-hour day, but exact daily and weekly limits can depend on the Ley de Contrato de Trabajo and the sectoral collective agreement that applies to your workplace. Some agreements set different schedules or reduced weekly maximums. Check your contract and any applicable convenio colectivo for the precise rule that applies to you.
Overtime is generally paid at a higher rate than normal hours. The exact premium for overtime, night work or weekend work depends on national law and the collective agreement. Employers must record overtime and pay the corresponding extra compensation. If overtime is disputed, documentation such as time records and payslips is key evidence.
Employers may only make deductions that are authorized by law, by the employee in writing, or by a judicial decision. Unauthorized deductions may be challenged. Payslips should itemize wages, allowances and deductions so employees can verify proper payments and contributions.
Collect and preserve proof: contracts, payslips, bank transfers, messages and witness names. Request payment in writing and keep a copy. If the employer does not resolve the issue, you can file a complaint with the provincial Ministry of Labour or seek legal advice to start conciliation and, if necessary, a labor claim in court.
Paid annual leave is a right under national law, and the length of vacation typically depends on your years of service. The calculation of vacation pay usually takes into account normal remuneration and may include additional components fixed by collective agreements. Confirm your specific entitlement with your employment contract, applicable collective agreement or a lawyer.
Rights on dismissal depend on whether the termination is with just cause or without just cause, and on the type of contract. Without just cause, workers often have entitlement to notice or payment in lieu, severance based on seniority and other compensations. A conciliation process is commonly required before going to court. Consult a lawyer promptly because procedural deadlines apply.
Deadlines for bringing claims can vary depending on the type of claim and the applicable law. Time limits are strict, so act quickly. Contact the provincial labour office or a lawyer soon after the issue arises to preserve your rights and avoid procedural bars.
Yes. Unions play a central role in Argentina's labor system. They negotiate collective agreements, provide guidance to members, and can assist with complaints, negotiations and industrial actions. If you are a member of a union relevant to your sector, you can request their support in seeking remedies.
Labor law and constitutional protections limit unjustified retaliation for asserting labor rights. However, retaliation can still occur in practice. If you believe you are being retaliated against for asserting rights, document incidents and seek prompt legal advice or union support. In many cases, courts can order remedies, including reinstatement and compensation.
Important evidence includes employment contracts, payslips, bank deposit records, time sheets, correspondence with the employer, witness statements, collective agreements and any company policies on timekeeping and pay. Preserve electronic and paper copies and provide them to your lawyer or the labour inspectorate when filing a complaint.
Contact or consult the following local and national institutions and organizations for assistance and information:
- Provincial Ministry of Labour of Córdoba - for inspections, guidance and conciliation procedures.
- National Ministry of Labour, Employment and Social Security - for national labour policies, mediation and information on rights.
- Collected bargaining bodies and relevant trade unions in your sector - for information on applicable convenios colectivos.
- AFIP (fiscal authority) - for questions about social-security and tax registration and employer contributions.
- Superintendence or agency in charge of occupational risk insurance for workplace injuries.
- Colegio de Abogados de Córdoba - to find qualified labor lawyers and check credentials.
- Defensoría del Pueblo or consumer-labour advice offices in Córdoba for non-legal guidance and orientation.
If you believe your wage or hour rights have been violated, follow these practical steps:
- Gather documents - employment contract, payslips, time records, bank statements, messages, and witness names.
- Make a written request to your employer asking for clarification or payment and keep a copy.
- Contact your union if you are a member - unions often provide advice and can intervene.
- Reach out to the provincial Ministry of Labour for information on conciliation and inspection procedures.
- Consult a labor lawyer to evaluate your claim, preserve procedural deadlines and represent you in conciliation or court if necessary.
- Be prepared for conciliation - many cases are resolved through mediation before reaching formal litigation.
Act promptly, because time limits apply and early documentation greatly strengthens any claim. A qualified labor attorney in Córdoba can give you tailored guidance based on your circumstances and the specific collective agreement that applies to your workplace.
