前 言

随着全球化深入发展，企业在多国拓展业务时，跨境1xbet体育中国官方网站合规已成为最复杂严峻的挑战之一。为帮助企业系统应对这一难题，我们携手全球50余个主要司法管辖区的1xbet体育中国官方网站法律师（均获钱伯斯、Legal 500或同等机构推荐），共同编撰了超过100万字的中英文1xbet体育中国官方网站用工合规指南，将持续更新相关要点。

本文刊载了阿根廷1xbet体育中国官方网站用工合规要点与专业解读。

01 1xbet体育中国官方网站法体系概述 Overview of the Labor Law System

1.法律体系 Legal System

阿根廷实行大陆法系，其雇佣关系受全面的法律和宪法框架管辖。

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

2.资源与机构 Resources and Agencies

《国家宪法》通过第14之二条（Article 14 bis）确立了基本1xbet体育中国官方网站权利，如公平报酬、同工同酬、免遭任意解雇的保护、结社与集体谈判权以及社会保障。这些宪法原则指导着成文1xbet体育中国官方网站法的解释与适用。

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 雇佣资格与用工分类 Employment Qualifications and Classification

1.雇佣年龄 Employment Age

依照阿根廷法律，未满16岁的儿童不得受雇，惟经1xbet体育中国官方网站主管机关事先明确授权的文化或艺术活动除外。

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.外国企业用工资质 Qualifications for Foreign Employers

外国企业如未在阿根廷设立本地存在，不得直接雇用员工。

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

3.雇佣类型 Classification of Employment

《1xbet体育中国官方网站合同法》第23条规定：凡由个人亲自、以经常性方式、在他人组织之内或受他人指挥而提供服务者，推定存在1xbet体育中国官方网站关系。

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

阿根廷不对外籍人员就业设定配额或人数限制。只要个人持有有效的居留与工作许可，企业即可自由聘用外籍员工。

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.

取得工作签证主要有两条路径。

There are two main pathways of obtaining a working visa.

一旦获准，外籍员工在《1xbet体育中国官方网站合同法》项下享有与阿根廷员工同等的保护与义务，包括同工同酬、社会保障、医疗覆盖、工会权利以及遣散待遇。

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 招聘与1xbet体育中国官方网站合同 Recruitment and Employment Contracts

1.背景调查 Background Examination

在阿根廷，尚无专门、全面规范入职前背景调查的成文法。然而，用人单位必须遵守源自1xbet体育中国官方网站法、个人数据保护法以及反歧视规范的一般原则。

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.

雇主可自行实施背景调查，或委托专业第三方进行，但前提是取得应聘者的知情同意。

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

2.合同类型 Contract Types

根据阿根廷法律，允许的合同类型如下：

Under Argentine law, the following contractual modalities are allowed:

• 不定期合同  Indefinite-term contracts.

• 定期合同  Fixed-term contracts.

• 临时合同  Temporary contracts.

• 季节性合同  Seasonal contracts.

• 兼职合同  Part-time contracts.

3.试用期 Probationary Period

在阿根廷，试用期仅适用于不定期1xbet体育中国官方网站合同。法定试用期为1xbet体育中国官方网站关系的前六个月。在此期间，雇主可以仅以提前15天通知的方式终止合同，且无需支付遣散费。

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.

集体谈判协议可以对试用期的期限作出不同规定。

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

04 工作标准 Working Standards

1.薪酬 Remuneration

在阿根廷，报酬通常由月薪加强制性的第13薪构成。

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

法定最低工资由国家层面的一个全国委员会定期设定。另有集体谈判协议规定最低工资等级，并且在许多情况下还设定按资历递增、生产力奖金或其他额外支付。

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.

工资必须定期且在工作期结束后支付。

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

2.法定福利与社会保障 Statutory Benefits and Social Security

阿根廷的员工自入职第一天起必须纳入国家社会保障体系登记。该体系的资金来源于雇主与员工双方的强制性缴费。

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.

除上述缴费外，雇主还必须向私营保险公司投保职业风险保险，以覆盖工伤事故与职业病，并为员工提供强制性人寿保险。

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.工时 Working Hours

阿根廷的法定工作时间上限为每日9小时、每周48 小时。夜班（21:00至6:00）上限为7小时；在不卫生或危险作业中，上限为每日6小时、每周36小时，并严格禁止加班。经理与董事不受上述限制。

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.休息与休假 Rest and Leave

阿根廷法律赋予员工每日享有连续12小时的休息时间（自上一工作日结束至下一工作日开始之间），以及每周至少连续35小时的休息时间，通常自周六13:00开始，持续至周日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，员工享有带薪年休假，其天数随资历而定。

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

05 职业健康与特别保护 Occupational Health and Special Protection

1.职业健康与安全 Occupational Health and Security

阿根廷的用人单位须依《1xbet体育中国官方网站合同法》《职业安全与卫生法》（第19,587号法）及《职业风险法》（第24,557号法）等严格履行职业安全与健康义务。

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).

在雇主已适当投保的情形下，其通常可免于承担直接责任；惟存在故意不当行为或重大过失时除外。

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

2.特别保护 Special Protection

阿根廷1xbet体育中国官方网站法确立了平等与非歧视的一般义务。《1xbet体育中国官方网站合同法》第17条禁止基于性别、种族、国籍、宗教、政治、工会活动或任何与1xbet体育中国官方网站关系无关之情形而作出的区别对待。

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.

《1xbet体育中国官方网站合同法》第245之二条（245 bis）规定：如认定解雇具有歧视性，则应适用加重遣散补偿。

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

除一般规则外，阿根廷法律对妊娠与产假期间的员工提供特别保护。

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

工会代表在其任期内及期满后一年受特别保护，免于解雇或纪律处分。

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

06 个人信息与隐私 Personal Information and Privacy

1.一般规定 General Rules

阿根廷已通过第25,326号《个人数据保护法》及其配套法规建立了完善的数据保护框架。该立法适用于雇主在处理员工与求职者个人信息时的行为，并深受欧洲标准影响。

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.跨国传输 Transnational Transfer

《个人数据保护法》禁止将员工的个人数据向未具备适当保护水平的国家进行跨境传输，除非员工已明确表示同意该传输。

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 反歧视与反骚扰 Anti-Discrimination and Anti-Harassment

1.一般规定 General Rules

阿根廷以《国家宪法》《1xbet体育中国官方网站合同法》以及第23,592号法（关于歧视行为）和第26,485号法（关于基于性别的暴力）等专门法规为基础，并结合已批准的国际公约（例如国际劳工组织第111号公约：就业与职业歧视；第190号公约：工作中的暴力与骚扰），构建了全面禁止工作场所歧视与骚扰的法律框架。

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.保护特征 Protective Characters

阿根廷的反歧视规则涵盖广泛的受保护特征。《1xbet体育中国官方网站合同法》禁止基于性别、年龄、国籍、宗教或政治信仰、工会活动的不平等对待。

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 内部政策 Internal Policies

1.适用性 Applicability

尽管非强制，在阿根廷，雇主普遍会制定内部政策、手册与行为守则。这些政策可涵盖：工作场所行为、公司资产使用、保密义务、合规标准、纪律程序、远程办公、年休假，以及职业安全与健康等。

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

内部政策的生效无须事先取得员工、工会或1xbet体育中国官方网站主管机关的批准；其唯一要求是与适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.举报 Whistleblowing

阿根廷拥有《公司刑事责任法》（第27,401号法），系反腐合规的主要法规。该法将举报渠道列为诚信计划（Integrity Programs）的可选但建议要素。

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.雇佣关系 Employment Relationship

在阿根廷，兼并、收购或业务转移中对1xbet体育中国官方网站合同的处理取决于交易类型。若为股权交易（股权转让），用人实体保持不变，因此1xbet体育中国官方网站合同不受影响：员工继续隶属同一雇主，其条款与条件不变。

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.补偿 Compensation

员工无权仅因并购或资产转让而获得额外补偿。

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

10 雇佣关系终止 Termination of Employment

1.终止理由 Termination Grounds

不定期合同可由雇主有因或无因解除。无因解除使员工有权按照法律获得遣散补偿。

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.终止程序 Termination Procedure

无因解除需事先书面预告。法定预告期取决于工龄：试用期内15天；工龄至多5年为1个月；超过5年为2个月。雇主可选择支付代通知金，金额等于员工在预告期内本应获得的工资。其他终止方式不需预告。

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.终止保护事由 Termination Protection

特定员工类别享有特别保护。在保护期内的解雇通常并不导致无效，但会触发加重遣散义务：

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:

• 妊娠与产假  Pregnancy and maternity leave.

• 婚姻  Marriage.

• 工会代表  Union delegates.

• 非因工医疗假  Employees enjoying non-related medical leave.

4.遣散费与补偿金 Severance and Compensation

员工被无因解雇时，雇主须依据《1xbet体育中国官方网站合同法》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:

• 工龄补偿金  Seniority indemnity.

• 代通知金  Payment in lieu of notice.

• 整月工资补偿  Full month payment.

5.不当解除 Wrongful Termination

如员工对有因解雇提出了异议且法院认定解除不合理，则雇主须支付全额法定遣散费。

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.

若解雇被认定为歧视性，法律规定加付相当于工龄补偿金50%的特别加重赔偿；法院可视情节严重程度将其提高至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.大规模裁员 Mass termination and Layoffs

当雇主拟基于不可抗力、经济或技术原因实施解雇或停工且影响人数超过法定阈值时，必须事先向1xbet体育中国官方网站主管机关启动预防性危机程序。

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、竞业限制和禁止招揽 Confidentiality, Non-Compete, and Non-Solicitation

1.保密 Confidentiality

在阿根廷，员工在《1xbet体育中国官方网站合同法》（规定一般忠诚义务）与《信息保密法》（第24,766号法）的双重规范下，负有法定保密义务。

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.竞业限制和禁止招揽 Non-Compete and Non-Solicitation

在1xbet体育中国官方网站合同存续期间，员工在法律上有义务不得与雇主竞争，并不得招揽公司客户或员工。违反上述义务构成对法定忠诚义务的违背，雇主可据此以正当理由解除1xbet体育中国官方网站合同。

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 员工代表与工会 Work Representation and Trade Unions

1.员工代表 Work Representation

在阿根廷，《1xbet体育中国官方网站合同法》和《工会法》（第23,551号法）规定，每家企业的1xbet体育中国官方网站者可以选举工会代表（union delegates），在用人单位前代表1xbet体育中国官方网站者行使权利。

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.工会 Trade Unions

阿根廷的1xbet体育中国官方网站关系高度工会化，实行排他性代表原则。工会组织以行业/部门为主，而非公司层级。

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.

阿根廷的集体谈判十分普遍，几乎覆盖所有主要经济部门。尽管也存在公司层面的协议和专项公约（如卡车司机或推销员），但总体而言仍属例外。

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 争议解决 Dispute Resolution

1.程序与执行 Procedures & Enforcement

阿根廷的1xbet体育中国官方网站争议通常通过强制性调解与司法程序相结合解决。在布宜诺斯艾利斯市，员工须先向强制1xbet体育中国官方网站调解服务机构提出申请，双方必须出席由政府指定的调解员主持的听证。

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.放弃权利与执行 Waiver & Enforcement

员工不得有效放弃1xbet体育中国官方网站法授予的法定权利，因其属公共秩序事项。任何减损或放弃该等权利的协议无效。

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.最新发展与趋势 Latest Development & Trends

阿根廷近期经历了重大1xbet体育中国官方网站用工改革：立法调整延长试用期、废除多项与登记不规范有关的雇主罚则、引入明确允许外包的新规则，并设立可携协作者的新型独立1xbet体育中国官方网站者类别。

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.文化与宗教考虑 Cultural and Religious Considerations

阿根廷1xbet体育中国官方网站力多元且多文化。尽管多数民众自认基督徒（以天主教为主），但用工实践基本世俗化，雇主应尊重文化与宗教多样性。

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.

* 为避免歧义，以上内容不视为正式法律意见。

作者简介

作者：María Eduarda Noceti，Beccar Varela 律师事务所合伙人，阿根廷布宜诺斯艾利斯市律师协会成员，钱伯斯拉丁美洲、Legal 500推荐律师。专业领域：1xbet体育中国官方网站法。

译者：金东杰，法学博士在读，1xbet中国官方网站律师事务所律师助理。专业领域：1xbet体育中国官方网站法、ESG合规、争议解决。