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 to verify the employee's incapacity. Sick leave is paid at the employee's regular wage rate and does not reduce annual vacation entitlements.

Payroll teams administering Argentine employment must track service tenure accurately to apply the correct sick leave accrual rate, as the entitlement thresholds directly affect benefit calculations. Employers should maintain clear documentation of medical certificates and absence records to ensure compliance with statutory requirements. Failure to provide mandated sick leave can result in penalties and claims for unpaid wages during periods of justified absence.