Written employment contracts are not required for permanent, full-time employment relationships, because labor laws are mandatory, very comprehensive and rule almost every term of the employment relationship. Labor laws only require the employer to register the employee in the company labor books and before the tax authorities, pay social security and taxes in respect to all salaries payable to the employee, and prepare and deliver to the employee the correspondent salary slips on a monthly basis. Employers must also provide for mandatory life insurance as well as working accident insurance for all employees.
For a fixed-term contract: a written employment contract must be executed; it requires an extraordinary need that duly justifies executing a fixed term contract; and there is a maximum term of 5 years, among other requirements. A temporary contract can be used when extraordinary and transitory production demands or requirements are foreseeable, although a specific term for the contract termination cannot be foreseen. The contract will also take place when the relationship begins and ends with the specific job execution or with the specific service for which the employee was hired to execute.
Trial periods can be up to 3 months for indefinite term contracts. Termination during the trial period can be decided without paying any compensation or severance payment liability for the employee (except that a 15-day prior notice and the wages are due).
Employers must give a prior written notice to the employee in the event of a termination of employment with no justified cause. Moreover, up to March 31, 2019, employers in Argentina must follow a procedure before dismissing, without justified cause, employees hired under an indefinite term employment. The employer must serve notice of that dismissal upon the Ministry of Production and Labor of Argentina no less than 10 business-days before the dismissal becomes effective.