{"id":9432,"date":"2023-12-27T18:54:00","date_gmt":"2023-12-27T21:54:00","guid":{"rendered":"https:\/\/wsclegal.com\/?p=9432"},"modified":"2026-03-19T13:13:18","modified_gmt":"2026-03-19T16:13:18","slug":"executive-order-70-23-labor-reforms","status":"publish","type":"post","link":"https:\/\/wsclegal.com\/en\/executive-order-70-23-labor-reforms\/","title":{"rendered":"Argentine President Milei\u2019s Labor Reforms"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row full_width=&#8221;stretch_row_content_no_spaces&#8221; content_placement=&#8221;middle&#8221; css=&#8221;.vc_custom_1694620103250{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;padding-left: 10% !important;background-color: #e8eef5 !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;titulopostcheckout&#8221;][vc_column css=&#8221;.vc_custom_1674106037719{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221;][vc_column_text css=&#8221;.vc_custom_1703777072463{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 3% !important;padding-bottom: 3% !important;}&#8221;]<\/p>\n<p style=\"text-align: left; margin-bottom: 0px;\"><span style=\"color: #003e59;\">Check out the latest <\/span><span style=\"color: #003e59;\">news on laws and <\/span><span style=\"color: #003e59;\">regulations.<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=&#8221;stretch_row_content_no_spaces&#8221; equal_height=&#8221;yes&#8221; content_placement=&#8221;middle&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; css=&#8221;.vc_custom_1692799876407{margin-top: 0px !important;margin-bottom: 25px !important;border-top-width: 2px !important;border-bottom-width: 2px !important;padding-top: 22px !important;padding-right: 10% !important;padding-bottom: 22px !important;padding-left: 10% !important;border-top-color: #bc9640 !important;border-top-style: solid !important;border-bottom-color: #bc9640 !important;border-bottom-style: solid !important;}&#8221;][vc_column width=&#8221;1\/2&#8243; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; css=&#8221;.vc_custom_1674353033684{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221; offset=&#8221;vc_col-xs-6&#8243;][vc_column_text css=&#8221;.vc_custom_1674242948387{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221;]<\/p>\n<p style=\"text-align: left;\"><span style=\"color: #003e59;\">Insights<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/2&#8243; css=&#8221;.vc_custom_1674353042854{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; offset=&#8221;vc_col-xs-6&#8243;][vc_column_text css=&#8221;.vc_custom_1694620983785{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221;]<\/p>\n<p style=\"text-align: right;\"><span style=\"color: #003e59;\"> <a href=\"https:\/\/wsclegal.com\/en\/insights\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-5363\" src=\"https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/01\/flecha.png\" alt=\"\" width=\"20\" height=\"16\" \/><\/a>\u00a0 Volver<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=&#8221;stretch_row_content_no_spaces&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;sec-top&#8221; css=&#8221;.vc_custom_1675395705007{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-right: 10% !important;padding-bottom: 0px !important;padding-left: 10% !important;}&#8221;][vc_column][vc_single_image image=&#8221;10772&#8243; img_size=&#8221;&#8221; alignment=&#8221;center&#8221; css=&#8221;.vc_custom_1746022908490{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221;][\/vc_column][\/vc_row][vc_row conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;internapost margenmob&#8221; css=&#8221;.vc_custom_1674404868551{padding-top: 50px !important;}&#8221;][vc_column width=&#8221;4\/5&#8243;][vc_column_text css=&#8221;&#8221;]<\/p>\n<h1><span style=\"color: #003e59;\">Argentine President Milei\u2019s Labor Reforms<\/span><\/h1>\n<h2><span style=\"color: #003e59;\">Did Atlas Shrug?<\/span><\/h2>\n<p>On December 20, newly elected Argentine President Javier Milei issued an executive order (Decreto de Necesidad y Urgencia No. 70\/2023 (the &#8216;DNU&#8217;) to swiftly introduce free-market reforms.<\/p>\n<p>Milei\u2019s rhetoric and action feels like a throwback to Ayn Rand and the libertarian crusade. Among the most controversial of these reforms are those aimed at the workplace.<\/p>\n<p>The DNU, as a whole, is subject to congressional review. Specific aspects of the DNU, including the labor reforms will, undoubtedly, come under judicial scrutiny. In the meantime, the DNU is the law of the land.<\/p>\n<p><a href=\"https:\/\/www.boletinoficial.gob.ar\/detalleAviso\/primera\/301122\/20231221\">For an understanding of the DNU and its scope, click here: <\/a><\/p>\n<p>The following paragraphs summarize the most relevant labor reforms in Argentina. If they hold, in the process reversing 70 years of protectionist legislation and regulation, the world may very well look at Javier Milei as the 21st Century John Galt.[\/vc_column_text][vc_custom_heading text=&#8221;Registration of Employment&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]Argentine employment law levies severe penalties on an employer who fails to accurately register an employee\u2019s start-date or wages, and who fails to deliver an \u201cemployment certificate\u201d within 30 days of conclusion of employment.<\/p>\n<p>The DNU declares a \u201cmodernization\u201d of employment registration (to be regulated by the Executive Branch) and the repeal of penalties for deficient registration.<\/p>\n<p>It may sound minor, but the labor reform attacks the \u201cgotcha\u201d gamesmanship that plaintiff\u2019s-side attorneys look for to create an attractive claim.[\/vc_column_text][vc_custom_heading text=&#8221;Legal Costs&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]The cost to employers for employment litigation has been staggering. In addition to eliminating the fines for deficient registration, the labor reforms pare away at various sources of historic windfalls for plaintiffs, including the heavy penalties automatically applied when an employee sues to enforce statutory employment rights and a limit on interest (which cannot exceed the government-reported CPI plus simple (not compounded) annual interest of 3%).<\/p>\n<p>Finally, in the event of an adverse judgment, natural persons and SMEs can elect to pay the judgment in up to 12 monthly installments (with interest at CPI + 3%).[\/vc_column_text][vc_custom_heading text=&#8221;Employment Trial Period&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]The labor reforms extend the trial period from three to <strong>eight<\/strong> <strong>months<\/strong>.<\/p>\n<p>This is critical to employers looking to hire but unwilling to accrue statutory severance after just three months. The additional five months is intended to stimulate further offers of employment and a more dynamic marketplace.[\/vc_column_text][vc_custom_heading text=&#8221;Remote Work&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]The DNU freedom-of-contract principle extends to remote work arrangements.<\/p>\n<p>If the employee requests or consents to remote work, the arrangement can be changed or unwound by mutual agreement, so long as the workplace can accommodate the return consistent with the job description.[\/vc_column_text][vc_custom_heading text=&#8221;Statutory Severance&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]The DNU changes the calculation of statutory severance, adopting case law favorable to the employer.<\/p>\n<p>Among other changes, the labor reforms:<\/p>\n<ul>\n<li>Exclude year-end and other bonuses and non-recurring payments from the calculation.<\/li>\n<li>Treat variable compensation by averaging it over the last 6 or 12 months, depending on what is more favorable to the employee.<\/li>\n<li>Recognize as law a Supreme Court ruling (the so-called, Vizzoti Doctrine) to cap the compensation basket used to calculate severance.<\/li>\n<li>Offer an alternative to statutory severance in the form of an employer-funded reserve payable upon termination, provided this is agreed to with the union in the relevant collective bargaining agreement. The employer contribution to the fund cannot exceed 8% of the employee\u2019s regular wages.<\/li>\n<\/ul>\n<p>[\/vc_column_text][vc_custom_heading text=&#8221;Termination for Cause&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]As anyone who has ever tried to terminate an employee \u201cfor cause\u201d in Argentina, knows it is at the employer\u2019s risk of losing a wrongful discharge claim no matter how egregious the act or omission by the employee.<\/p>\n<p>The labor reforms declare that any employee\u2019s participation in organized strong-arming (blockading or occupying a business) is unequivocal cause for dismissal. The DNU removes from the labor court the ability to assess the existence of cause in this case, limiting the court to a mere finding of fact on the employee\u2019s participation in the alleged act.[\/vc_column_text][vc_custom_heading text=&#8221;Wrongful Discharge&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]The DNU also addresses matters of discriminatory termination, including termination based on union activism. Where wrongful discharge based on discrimination is found, the employer must pay a 50% to 100% penalty on top of statutory severance. Reinstatement, however, is eliminated as a remedy.[\/vc_column_text][vc_custom_heading text=&#8221;Independent Employment&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]The DNU introduces the notion of the \u201cindependent employee,\u201d who may hire up to five \u201ccollaborators\u201d to work together on a specific project or to provide services.<\/p>\n<p>The independent employee and their hired personnel will be outside the scope of conventional employment laws, particularly the Employment Contract Law. This allows for an employment relationship governed by a different, more flexible regime the specifics of which will be regulated by the Executive Branch.[\/vc_column_text][vc_custom_heading text=&#8221;What about the Unions?&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text]The labor reforms include certain measures that will not make the unions happy. These include:<\/p>\n<ul>\n<li>Releasing the employer from withholdings on account of union dues, or other amounts payable to a union, absent the employee\u2019s express consent. Thus, the DNU attacks the union\u2019s default funding mechanisms, leaving it to the employee to decide if they wish to have wages paid over to the union and for what purposes.<\/li>\n<li>Expanding the range of \u201ccritical activities\u201d (e.g., public utilities, telecommunications, fuel transportation, and public primary schools) that must continue to provide at least 75% of \u201cnormal\u201d services in the event of a strike.<\/li>\n<li>Specifying other \u201cimportant businesses\u201d that must maintain at least 50% of normal service. These include hospital suppliers; maritime, air, river, land, and underground transportation companies, continuous industrial activities (including steel and aluminum, chemical, and cement industries); the food industry; construction material providers; banking, hotel, and restaurant services.<\/li>\n<\/ul>\n<p>[\/vc_column_text][vc_custom_heading text=&#8221;More on Milei&#8217;s Labor Reforms&#8221; use_theme_fonts=&#8221;yes&#8221; css=&#8221;&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][vc_column_text css=&#8221;&#8221;]Read updated content on Milei&#8217;s labor reforms here:<\/p>\n<p><a href=\"https:\/\/wsclegal.com\/en\/did-the-labor-courts-neutralize-milei-administration-reforms\/\">Did the Labor Courts Neutralize Milei Administration Reforms?<\/a><\/p>\n<p><a href=\"https:\/\/wsclegal.com\/en\/understanding-argentinas-labor-modernization-bill\/\">Understanding Argentina\u2019s Labor Modernization Bill<\/a><\/p>\n<p><a href=\"https:\/\/wsclegal.com\/en\/labor-modernization-law-in-argentina-takeaways-for-employers\/\">Labor Modernization Law in Argentina: Takeaways for Employers<\/a>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/5&#8243;][vc_widget_sidebar sidebar_id=&#8221;blog-sidebar&#8221;][\/vc_column][\/vc_row][vc_row conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;sec-top margenmob&#8221; css=&#8221;.vc_custom_1674404924579{padding-top: 3% !important;padding-bottom: 15px !important;background-color: #e8eef5 !important;}&#8221;][vc_column][vc_column_text css=&#8221;.vc_custom_1674348029620{margin-bottom: 0px !important;padding-top: 5% !important;padding-bottom: 0px !important;}&#8221;]<\/p>\n<h2 style=\"text-align: left; margin-bottom: 8px;\"><span style=\"color: #003e59;\">More information<\/span><\/h2>\n<p>[\/vc_column_text][vc_custom_heading text=&#8221;&#8221; use_theme_fonts=&#8221;yes&#8221; skin=&#8221;primary&#8221; show_border=&#8221;yes&#8221; border_skin=&#8221;primary&#8221; border_size=&#8221;xs&#8221;][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1674404931104{padding-bottom: 15px !important;background-color: #e8eef5 !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;margenmob&#8221;][vc_column width=&#8221;3\/4&#8243;][vc_column_text css=&#8221;.vc_custom_1674353274203{padding-bottom: 0px !important;}&#8221;]<span style=\"color: #3a3a3a;\">If you would like to discuss this matter with the attorneys at Wiener Soto Caparros, please do not hesitate to contact our author.<\/span>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/4&#8243;][\/vc_column][\/vc_row][vc_row content_placement=&#8221;middle&#8221; css=&#8221;.vc_custom_1674405179900{padding-top: 0px !important;background-color: #e8eef5 !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;margenmob&#8221;][vc_column width=&#8221;1\/6&#8243;][vc_single_image image=&#8221;6953&#8243; img_size=&#8221;&#8221; css=&#8221;.vc_custom_1703442641497{padding-right: 0px !important;padding-left: 0px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/6&#8243;][vc_column_text css=&#8221;.vc_custom_1703443019974{padding-top: 5% !important;padding-right: 0px !important;padding-left: 0px !important;}&#8221;]<\/p>\n<h3 style=\"text-align: left; margin-bottom: 8px;\"><a href=\"https:\/\/wsclegal.com\/en\/ourteam\/laurence-wiener\/\"><span style=\"color: #003e59;\">Laurence P. Wiener<\/span><\/a><\/h3>\n<p><a href=\"mailto:lwiener@wsclegal.com\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-5301\" src=\"https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/01\/Group-17.png\" alt=\"\" width=\"30\" height=\"30\" \/><\/a>\u00a0 \u00a0 <a href=\"https:\/\/www.linkedin.com\/in\/laurence-wiener-93023a1\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-5678 \" src=\"https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/01\/Group-10.png\" alt=\"\" width=\"32\" height=\"28\" \/><\/a>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/2&#8243; css=&#8221;.vc_custom_1674353389193{margin-bottom: 0px !important;padding-top: 2% !important;padding-right: 4% !important;padding-bottom: 20px !important;padding-left: 4% !important;background-color: #ffffff !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221;]<div class=\"porto-sicon-box  vc_custom_1674353330788  wpb_custom_1efe903570d178ff0a9b7bfa5febd3a4 style_1 left-icon\"><div class=\"porto-sicon-left\"><div id=\"porto-icon-334584316a23aa58dadbf\" class=\"porto-just-icon-wrapper porto-sicon-img\" style=\"font-size: 40px;\"><img loading=\"lazy\" decoding=\"async\" class=\"img-icon\" alt=\"\" src=\"https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/01\/Vector-66.png\" width=\"53\" height=\"43\" \/><\/div><\/div><div class=\"porto-sicon-body\"><div class=\"porto-sicon-description\" style=\"\">\n<h4 style=\"text-align: left; 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el_class=&#8221;disclaimerpost margenmob&#8221;][vc_column css=&#8221;.vc_custom_1674349593699{margin-bottom: 0px !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221;][vc_separator][\/vc_column][\/vc_row][vc_row content_placement=&#8221;middle&#8221; css=&#8221;.vc_custom_1674405179900{padding-top: 0px !important;background-color: #e8eef5 !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;margenmob&#8221;][vc_column width=&#8221;1\/6&#8243;][vc_single_image image=&#8221;6939&#8243; img_size=&#8221;&#8221; css=&#8221;.vc_custom_1703713013363{padding-right: 0px !important;padding-left: 0px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/6&#8243;][vc_column_text css=&#8221;.vc_custom_1703713104611{padding-top: 5% !important;padding-right: 0px !important;padding-left: 0px !important;}&#8221;]<\/p>\n<h3 style=\"text-align: left; margin-bottom: 8px;\"><a href=\"https:\/\/wsclegal.com\/en\/ourteam\/andrea-nalvanti\/\"><span style=\"color: #003e59;\">Andrea Nalvanti<\/span><\/a><\/h3>\n<p><a href=\"mailto:analvanti@wsclegal.com\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-5301\" src=\"https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/01\/Group-17.png\" alt=\"\" width=\"30\" height=\"30\" \/><\/a>\u00a0 \u00a0 <a href=\"https:\/\/www.linkedin.com\/in\/andrea-nalvanti-b6a8b842\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-5678\" src=\"https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/01\/Group-10.png\" alt=\"\" width=\"32\" height=\"28\" \/><\/a>[\/vc_column_text][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1674404948471{margin-bottom: 0px !important;padding-top: 15px !important;padding-bottom: 25px !important;background-color: #e8eef5 !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;disclaimerpost margenmob&#8221;][vc_column css=&#8221;.vc_custom_1674349593699{margin-bottom: 0px !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221;][vc_column_text css=&#8221;.vc_custom_1674161180467{border-top-width: 2px !important;padding-top: 20px !important;border-top-color: #003e59 !important;border-top-style: solid !important;}&#8221;]<\/p>\n<p style=\"text-align: left; margin-bottom: 8px;\"><span style=\"font-size: 14px; color: #3a3a3a;\"><strong>Disclaimer<\/strong><\/span><\/p>\n<p style=\"text-align: left; margin-bottom: 8px;\"><span style=\"font-size: 14px; color: #3a3a3a;\">This article is based on publicly available information and is for informational purposes only. It is not intended to provide legal advice or an exhaustive analysis of the issues it mentions.<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row full_width=&#8221;stretch_row_content_no_spaces&#8221; content_placement=&#8221;middle&#8221; css=&#8221;.vc_custom_1694620103250{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;padding-left: 10% !important;background-color: #e8eef5 !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; el_class=&#8221;titulopostcheckout&#8221;][vc_column css=&#8221;.vc_custom_1674106037719{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221;][vc_column_text css=&#8221;.vc_custom_1703777072463{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 3% !important;padding-bottom: 3% !important;}&#8221;] Check out the latest news on laws and regulations. [\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=&#8221;stretch_row_content_no_spaces&#8221; equal_height=&#8221;yes&#8221; content_placement=&#8221;middle&#8221; conditional_render=&#8221;%5B%7B%22value_role%22%3A%22administrator%22%7D%5D&#8221; css=&#8221;.vc_custom_1692799876407{margin-top: 0px [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":10772,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[182],"tags":[],"class_list":["post-9432","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labor-employment"],"featured_image_src":{"landsacpe":["https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/12\/Diseno-sin-titulo-6.png",640,426,false],"list":["https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/12\/Diseno-sin-titulo-6-463x348.png",463,348,true],"medium":["https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/12\/Diseno-sin-titulo-6.png",640,426,false],"full":["https:\/\/wsclegal.com\/wp-content\/uploads\/2023\/12\/Diseno-sin-titulo-6.png",640,426,false]},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Argentine President Milei\u2019s Labor Reforms - WSC Legal<\/title>\n<meta name=\"description\" content=\"President Milei Executive Order 70\/23 swiftly introduce free-market reforms. 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