Sick leave

Sick leave in Argentina entitles employees to 90 days of paid absence per year for illness or medical treatment. This statutory entitlement covers absences due to the employee's own health condition or, in certain circumstances, to care for a dependent family member requiring medical attention. The leave is compensated at the employee's regular wage rate and does not reduce the employee's annual vacation entitlement.

The right to sick leave is established under Argentine labor law, primarily governed by the National Employment Law (Ley de Contrato de Trabajo) and supplemented by collective bargaining agreements that may provide more generous terms. The specific framework and administration of sick leave vary by industry and sector, as many collective agreements contain provisions exceeding the statutory minimum.

Employers must maintain records of sick leave taken and require medical certification for absences exceeding three consecutive days. The certification must be issued by a licensed physician and submitted to the employer within the timeframe specified in the applicable collective agreement or company policy. Employees are obligated to notify their employer of the absence as soon as practicable, typically before the start of the work shift.

Payroll teams must ensure that sick leave is tracked separately from vacation and other leave types, and that compensation during sick leave is calculated at the employee's regular rate without deduction. Failure to grant or properly compensate sick leave can result in significant penalties and claims for unpaid wages. Employers should maintain clear policies documenting sick leave procedures and ensure compliance with both statutory requirements and any applicable collective bargaining agreements.