Sick leave

Sick leave in Argentina is governed by the Labour Contract Law and entitles employees to paid time off when unable to work due to illness or medical treatment. The entitlement varies based on length of service: employees with up to 5 years of service receive 14 calendar days annually; those with between 5 and 10 years of service receive 21 calendar days; employees with 10 to 20 years of service receive 28 calendar days; and those with over 20 years of service receive 35 calendar days per year.

The rule is codified in Argentina's Labour Contract Law (Ley de Contrato de Trabajo), which establishes minimum standards for employee protections and benefits. These provisions ensure that workers receive adequate time to recover from illness while maintaining income security during periods of incapacity.

Employees must typically notify their employer of absence due to illness as soon as practicable. For absences exceeding three consecutive days, employers may require medical certification from a licensed physician. The employer bears the cost of the medical examination if requested. Sick leave is calculated on a calendar-year basis and does not carry over to the following year unless otherwise agreed in a collective bargaining agreement.

Payroll teams must track sick leave usage separately from other leave categories and ensure that compensation during sick leave periods equals the employee's regular wage. Employers cannot require employees to use vacation days or other leave types as a substitute for statutory sick leave entitlements. Compliance with these accrual and payment requirements is mandatory under Argentine labour law.