{"id":11714,"date":"2025-12-30T12:26:12","date_gmt":"2025-12-30T15:26:12","guid":{"rendered":"https:\/\/wsclegal.com\/?p=11714"},"modified":"2026-01-05T10:07:11","modified_gmt":"2026-01-05T13:07:11","slug":"projet-de-loi-de-modernisation-du-droit-du-travail","status":"publish","type":"post","link":"https:\/\/wsclegal.com\/fr\/projet-de-loi-de-modernisation-du-droit-du-travail\/","title":{"rendered":"Projet de loi de modernisation du droit du travail"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row full_width=\u00a0\u00bbstretch_row_content_no_spaces\u00a0\u00bb content_placement=\u00a0\u00bbmiddle\u00a0\u00bb css=\u00a0\u00bb.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;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb el_class=\u00a0\u00bbtitulopostcheckout\u00a0\u00bb][vc_column css=\u00a0\u00bb.vc_custom_1674106037719{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb][vc_column_text css=\u00a0\u00bb.vc_custom_1699454225042{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 3% !important;padding-bottom: 3% !important;}\u00a0\u00bb]<\/p>\n<p style=\"text-align: left; margin-bottom: 0px;\"><span style=\"color: #003e59;\">Consultez les derni\u00e8res nouvelles sur les lois et r\u00e8glements<\/span><span style=\"color: #003e59;\">.<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=\u00a0\u00bbstretch_row_content_no_spaces\u00a0\u00bb equal_height=\u00a0\u00bbyes\u00a0\u00bb content_placement=\u00a0\u00bbmiddle\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb css=\u00a0\u00bb.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;}\u00a0\u00bb][vc_column width=\u00a0\u00bb1\/2&Prime; conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1674353033684{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}\u00a0\u00bb offset=\u00a0\u00bbvc_col-xs-6&Prime;][vc_column_text css=\u00a0\u00bb.vc_custom_1699465154208{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}\u00a0\u00bb]<\/p>\n<p style=\"text-align: left;\"><span style=\"color: #003e59;\">Perspectives<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][vc_column width=\u00a0\u00bb1\/2&Prime; css=\u00a0\u00bb.vc_custom_1674353042854{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb offset=\u00a0\u00bbvc_col-xs-6&Prime;][vc_column_text css=\u00a0\u00bb.vc_custom_1699454168992{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}\u00a0\u00bb]<\/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 Retour<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=\u00a0\u00bbstretch_row_content_no_spaces\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb el_class=\u00a0\u00bbsec-top\u00a0\u00bb css=\u00a0\u00bb.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;}\u00a0\u00bb][vc_column][vc_single_image image=\u00a0\u00bb11716&Prime; img_size=\u00a0\u00bb\u00a0\u00bb alignment=\u00a0\u00bbcenter\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1767101005507{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}\u00a0\u00bb][\/vc_column][\/vc_row][vc_row conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb el_class=\u00a0\u00bbinternapost margenmob\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1674404868551{padding-top: 50px !important;}\u00a0\u00bb][vc_column width=\u00a0\u00bb4\/5&Prime;][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]<\/p>\n<h1><span style=\"color: #003e59;\">Projet de loi de modernisation du droit du travail<\/span><\/h1>\n<p>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbPrincipaux axes et impact sur les relations employeurs-salari\u00e9s\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]Le gouvernement argentin a pr\u00e9sent\u00e9 devant le Congr\u00e8s de la Nation le Projet de loi de modernisation du droit du travail, dont l\u2019examen d\u00e9butera le 10 f\u00e9vrier 2026.<\/p>\n<p>Ce projet refl\u00e8te les orientations de la politique du travail que le gouvernement entend mettre en \u0153uvre. \u00c0 cet \u00e9gard, l\u2019accent est mis tant sur la promotion du travail d\u00e9clar\u00e9 que sur la r\u00e9duction du contentieux.<\/p>\n<p>Dans ce contexte, nous pr\u00e9sentons ci-dessous les aspects les plus marquants du projet, ayant un impact direct sur le secteur priv\u00e9.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbNotion de r\u00e9mun\u00e9ration : pr\u00e9cisions pertinentes et paiement en monnaie \u00e9trang\u00e8re\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]La proposition de loi introduit des d\u00e9finitions visant \u00e0 d\u00e9limiter plus clairement les \u00e9l\u00e9ments qui composent \u2014 et ceux qui ne composent pas \u2014 la r\u00e9mun\u00e9ration.<\/p>\n<p>\u00c0 ce titre, <strong>ne seront notamment pas consid\u00e9r\u00e9s comme de la r\u00e9mun\u00e9ration<\/strong> :<\/p>\n<ul>\n<li>le <strong>paiement d\u2019une assurance m\u00e9dicale priv\u00e9e<\/strong>,<\/li>\n<li>les <strong>droits li\u00e9s \u00e0 la d\u00e9tention d\u2019actions<\/strong> ainsi que l\u2019attribution ou la cession d\u2019actions,<\/li>\n<li>les frais li\u00e9s \u00e0 l\u2019utilisation du <strong>t\u00e9l\u00e9phone portable et d\u2019internet<\/strong> \u00e0 des fins professionnelles, en tout ou en partie,<\/li>\n<li>les <strong>pourboires<\/strong>.<\/li>\n<\/ul>\n<p>Ainsi, ces pr\u00e9cisions ont pour objectif de <strong>r\u00e9duire les demandes fond\u00e9es sur un enregistrement irr\u00e9gulier, ainsi que le montant des indemnit\u00e9s pour licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/strong>.<\/p>\n<p>Par ailleurs, le projet autorise le versement d\u2019\u00e9l\u00e9ments de <strong>r\u00e9mun\u00e9ration compl\u00e9mentaires \u00e0 caract\u00e8re transitoire<\/strong>, fixes ou variables (par exemple, li\u00e9s \u00e0 la performance), qu\u2019ils r\u00e9sultent d\u2019un accord collectif, d\u2019un accord individuel ou d\u2019une d\u00e9cision unilat\u00e9rale de l\u2019employeur. Il est pr\u00e9cis\u00e9 que ces <strong>\u00e9l\u00e9ments ne g\u00e9n\u00e8rent aucun droit acquis<\/strong>.<\/p>\n<p>De plus, le paiement de la <strong>r\u00e9mun\u00e9ration en monnaie \u00e9trang\u00e8re est express\u00e9ment autoris\u00e9<\/strong>.<\/p>\n<p>Le salaire, quelle que soit la monnaie utilis\u00e9e, devra n\u00e9anmoins \u00eatre vers\u00e9 sur un compte ouvert au nom du salari\u00e9 aupr\u00e8s d\u2019\u00e9tablissements bancaires, d\u2019institutions d\u2019\u00e9pargne officielles, de prestataires de services de paiement agr\u00e9\u00e9s par la Banque centrale de la R\u00e9publique argentine, ou d\u2019autres entit\u00e9s autoris\u00e9es par l\u2019Autorit\u00e9 d\u2019Application.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbResponsabilit\u00e9 solidaire et interm\u00e9diation non frauduleuse\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]Le texte propos\u00e9 maintient <strong>la validit\u00e9 de l\u2019enregistrement de la relation de travail<\/strong> effectu\u00e9 par l\u2019employeur qui embauche le salari\u00e9, m\u00eame lorsque la prestation est r\u00e9alis\u00e9e au b\u00e9n\u00e9fice d\u2019un tiers. Dans ce cadre, la responsabilit\u00e9 solidaire de l\u2019entreprise utilisatrice est conserv\u00e9e.<\/p>\n<p>Toutefois, \u00e0 titre de nouveaut\u00e9, le <strong>droit de recours<\/strong> de l\u2019entreprise utilisatrice contre l\u2019employeur principal est express\u00e9ment reconnu pour les sommes qu\u2019elle aurait d\u00fb acquitter.<\/p>\n<p>En outre, il est interdit que les salari\u00e9s recrut\u00e9s par l\u2019interm\u00e9diaire d\u2019entreprises de travail temporaire puissent se porter candidats ou \u00eatre d\u00e9sign\u00e9s \u00e0 des fonctions syndicales li\u00e9es \u00e0 l\u2019entreprise utilisatrice, les excluant ainsi du r\u00e9gime de protection syndicale.<\/p>\n<p>S\u2019agissant de la sous-traitance, la responsabilit\u00e9 solidaire est maintenue pour les services li\u00e9s \u00e0 l\u2019activit\u00e9 normale et sp\u00e9cifique de l\u2019\u00e9tablissement. En revanche, <strong>les activit\u00e9s accessoires<\/strong> \u2014 telles que la s\u00e9curit\u00e9, le nettoyage ou la distribution \u2014 <strong>sont express\u00e9ment exclues<\/strong>.<\/p>\n<p>Enfin, la responsabilit\u00e9 solidaire au sein des <strong>groupes<\/strong> est express\u00e9ment limit\u00e9e aux cas de <strong>man\u0153uvres frauduleuses<\/strong>.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbSimplification des obligations d\u2019enregistrement et certificats de travail\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]Le <strong>Livre des Traitements et Salaires<\/strong> est supprim\u00e9, la seule exigence subsistante \u00e9tant l\u2019enregistrement aupr\u00e8s de l\u2019Agence de Perception et de Contr\u00f4le Douanier.<\/p>\n<p>De m\u00eame, l\u2019obligation de tenir un <strong>Registre des Heures Suppl\u00e9mentaires<\/strong> est supprim\u00e9e. Corr\u00e9lativement, les exigences de validit\u00e9 pr\u00e9c\u00e9demment impos\u00e9es aux registres, formulaires ou autres moyens de contr\u00f4le requis par la loi ou par les conventions collectives \u2014 tels que les relev\u00e9s horaires \u2014 sont abrog\u00e9es.<\/p>\n<p>Par ailleurs, l\u2019obligation de remise des <strong>certificats de travail<\/strong> est r\u00e9put\u00e9e remplie par leur mise \u00e0 disposition au sein de l\u2019entreprise ou sous format num\u00e9rique, via tout syst\u00e8me permettant d\u2019en attester la remise de mani\u00e8re certaine.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbCong\u00e9s pay\u00e9s : plus grande flexibilit\u00e9\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]Le projet autorise que la p\u00e9riode de cong\u00e9s soit convenue entre l\u2019employeur et le salari\u00e9 en dehors de la p\u00e9riode habituelle. Il permet \u00e9galement leur <strong>fractionnement en p\u00e9riodes minimales de sept jours<\/strong>.<\/p>\n<p>En outre, il est \u00e9tabli que, m\u00eame si les cong\u00e9s sont interrompus par une maladie ou un accident non imputable au salari\u00e9, celui-ci devra reprendre le travail \u00e0 l\u2019issue de la p\u00e9riode initialement pr\u00e9vue, \u00e0 condition d\u2019\u00eatre en \u00e9tat de le faire. Le solde des cong\u00e9s non pris devra alors \u00eatre reprogramm\u00e9.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbHeures suppl\u00e9mentaires et banque d\u2019heures\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]L\u2019employeur et le salari\u00e9 pourront convenir de <strong>r\u00e9gimes de compensation<\/strong> des heures travaill\u00e9es au-del\u00e0 de la dur\u00e9e de travail convenue. \u00c0 ce titre, des syst\u00e8mes d\u2019heures suppl\u00e9mentaires, de banque d\u2019heures ou de repos compensateur sont express\u00e9ment envisag\u00e9s.<\/p>\n<p>Ces dispositifs pourront \u00e9galement s\u2019appliquer aux <strong>contrats \u00e0 temps partiel<\/strong>, supprimant ainsi la limite des deux tiers de la dur\u00e9e l\u00e9gale ou conventionnelle du travail, ainsi que l\u2019interdiction de r\u00e9aliser des heures suppl\u00e9mentaires sous ce r\u00e9gime.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbMaladies non professionnelles : certificats m\u00e9dicaux et r\u00e9int\u00e9gration\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]En cas de maladie ou d\u2019accident non imputable au travail, le salari\u00e9 devra pr\u00e9senter un <strong>certificat m\u00e9dical, sign\u00e9 \u00e9lectroniquement par un m\u00e9decin<\/strong>, comprenant le diagnostic, le traitement et la dur\u00e9e du repos prescrit.<\/p>\n<p>Par ailleurs, le projet traite \u00e9galement des situations de <strong>reprise partielle, de r\u00e9int\u00e9gration avec une dur\u00e9e de travail r\u00e9duite ou d\u2019affectation \u00e0 des t\u00e2ches all\u00e9g\u00e9es<\/strong>. Dans ces hypoth\u00e8ses, l\u2019employeur pourra accepter ou refuser la r\u00e9int\u00e9gration. S\u2019il l\u2019accepte, la r\u00e9mun\u00e9ration sera proportionnelle \u00e0 la dur\u00e9e effective du travail et \u00e0 la cat\u00e9gorie professionnelle attribu\u00e9e.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbRupture de la relation de travail et indemnit\u00e9s\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]Le <strong>pr\u00e9avis<\/strong> est supprim\u00e9 pendant la p\u00e9riode d\u2019essai et la d\u00e9mission par t\u00e9l\u00e9gramme num\u00e9rique est autoris\u00e9e.<\/p>\n<p><strong>En outre, le montant de l\u2019indemnit\u00e9 d\u2019anciennet\u00e9 est r\u00e9duit<\/strong>. Celle-ci est d\u00e9sormais calcul\u00e9e en fonction des ann\u00e9es de service et de la meilleure r\u00e9mun\u00e9ration des douze derniers mois. Pour d\u00e9terminer la r\u00e9mun\u00e9ration de r\u00e9f\u00e9rence, sont exclus les \u00e9l\u00e9ments non vers\u00e9s de mani\u00e8re mensuelle et ne pr\u00e9sentant pas un caract\u00e8re habituel ou normal. \u00c0 cet \u00e9gard, sont express\u00e9ment exclus le salaire annuel compl\u00e9mentaire, les cong\u00e9s pay\u00e9s, les bonus ou primes non mensuels, entre autres. Cette modification s\u2019inscrit dans la m\u00eame logique que l\u2019\u00e9largissement des \u00e9l\u00e9ments \u00ab non r\u00e9mun\u00e9ratoires \u00bb, visant \u00e0 r\u00e9duire les co\u00fbts du travail.<\/p>\n<p>Le projet apporte \u00e9galement une d\u00e9finition claire des notions de caract\u00e8re <strong>habituel<\/strong> et de normalit\u00e9. Est ainsi consid\u00e9r\u00e9 comme habituel tout \u00e9l\u00e9ment per\u00e7u pendant au moins six mois au cours de la derni\u00e8re ann\u00e9e civile, et comme <strong>normal<\/strong> la moyenne des r\u00e9mun\u00e9rations variables sur les six ou douze derniers mois, selon la solution la plus favorable au salari\u00e9.<\/p>\n<p>Par ailleurs, la base de calcul ne pourra exc\u00e9der le <strong>plafond<\/strong> r\u00e9sultant de la moyenne des salaires pr\u00e9vus par la convention collective applicable, calcul\u00e9e par les parties signataires, dont l\u2019homologation ou l\u2019enregistrement suffira, sans exigence de publication.<\/p>\n<p>Enfin, une plus grande s\u00e9curit\u00e9 juridique est apport\u00e9e concernant le paiement <strong>de<\/strong> <strong>l\u2019indemnit\u00e9 en cas de d\u00e9c\u00e8s du salari\u00e9<\/strong>, les b\u00e9n\u00e9ficiaires habilit\u00e9s \u00e9tant identifi\u00e9s de mani\u00e8re exhaustive.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbTaux d\u2019int\u00e9r\u00eat dans les litiges du travail\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]Les int\u00e9r\u00eats dus dans les litiges du travail ne pourront exc\u00e9der ceux r\u00e9sultant de l\u2019application de l\u2019indice des prix \u00e0 la consommation (IPC), major\u00e9s d\u2019un <strong>taux d\u2019int\u00e9r\u00eat annuel de 3 %<\/strong>, le recours aux int\u00e9r\u00eats compos\u00e9s ou \u00e0 l\u2019anatocisme \u00e9tant express\u00e9ment interdit.<\/p>\n<p>Cette disposition vise \u00e0 encadrer et \u00e0 uniformiser les crit\u00e8res d\u2019actualisation appliqu\u00e9s par les juridictions en droit du travail. Elle serait applicable aux proc\u00e9dures n\u2019ayant pas donn\u00e9 lieu \u00e0 une d\u00e9cision d\u00e9finitive \u00e0 la date d\u2019entr\u00e9e en vigueur de la loi.<\/p>\n<p>En outre, le juge est habilit\u00e9 \u00e0 autoriser les <strong>PME<\/strong> \u00e0 s\u2019acquitter des condamnations en jusqu\u2019\u00e0 douze versements.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbFonds d\u2019assistance du travail\u00a0\u00bb use_theme_fonts=\u00a0\u00bbyes\u00a0\u00bb css=\u00a0\u00bb\u00a0\u00bb skin=\u00a0\u00bbprimary\u00a0\u00bb show_border=\u00a0\u00bbyes\u00a0\u00bb border_skin=\u00a0\u00bbprimary\u00a0\u00bb border_size=\u00a0\u00bbxs\u00a0\u00bb][vc_column_text css=\u00a0\u00bb\u00a0\u00bb]Enfin, le projet cr\u00e9e un <strong>Fonds d\u2019Assistance du Travail obligatoire<\/strong>, destin\u00e9 \u00e0 contribuer au paiement des indemnit\u00e9s l\u00e9gales r\u00e9sultant de la rupture du contrat de travail.<\/p>\n<p>\u00c0 cette fin, les employeurs devront verser une contribution mensuelle \u00e9quivalente \u00e0 <strong>3 % des r\u00e9mun\u00e9rations<\/strong>, compens\u00e9e par une r\u00e9duction \u00e9quivalente des cotisations patronales au r\u00e9gime SIPA (Syst\u00e8me int\u00e9gr\u00e9 de retraite argentin). Les contributions seront per\u00e7ues par l\u2019interm\u00e9diaire de l\u2019administration fiscale et administr\u00e9es par des entit\u00e9s agr\u00e9\u00e9es par la Commission Nationale des Valeurs.<\/p>\n<p>Les fonds constitueront un compte propre \u00e0 l\u2019employeur, non individualisable par salari\u00e9, insaisissable et incessible, pouvant \u00eatre utilis\u00e9, en tout ou en partie, pour le paiement des indemnit\u00e9s pr\u00e9vues ou conserv\u00e9 \u00e0 titre de r\u00e9serve.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\"><\/a>[\/vc_column_text][\/vc_column][vc_column width=\u00a0\u00bb1\/5&Prime;][vc_widget_sidebar sidebar_id=\u00a0\u00bbblog-sidebar\u00a0\u00bb][\/vc_column][\/vc_row][vc_row css=\u00a0\u00bb.vc_custom_1674404931104{padding-bottom: 15px !important;background-color: #e8eef5 !important;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb el_class=\u00a0\u00bbmargenmob\u00a0\u00bb][vc_column width=\u00a0\u00bb3\/4&Prime;][vc_column_text css=\u00a0\u00bb.vc_custom_1743522124130{padding-bottom: 0px !important;}\u00a0\u00bb]Si vous souhaitez discuter de cette question avec les avocats de Wiener Soto Caparros, n\u2019h\u00e9sitez pas \u00e0 contacter notre auteur.[\/vc_column_text][\/vc_column][vc_column width=\u00a0\u00bb1\/4&Prime;][\/vc_column][\/vc_row][vc_row content_placement=\u00a0\u00bbmiddle\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1674405179900{padding-top: 0px !important;background-color: #e8eef5 !important;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb el_class=\u00a0\u00bbmargenmob\u00a0\u00bb][vc_column width=\u00a0\u00bb1\/6&Prime;][vc_single_image image=\u00a0\u00bb9862&Prime; img_size=\u00a0\u00bb\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1767103770660{padding-right: 0px !important;padding-left: 0px !important;}\u00a0\u00bb][vc_single_image image=\u00a0\u00bb9267&Prime; img_size=\u00a0\u00bb\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1757339354625{padding-right: 0px !important;padding-left: 0px !important;}\u00a0\u00bb][\/vc_column][vc_column width=\u00a0\u00bb2\/6&Prime;][vc_column_text css=\u00a0\u00bb.vc_custom_1767103858399{padding-top: 5% !important;padding-right: 0px !important;padding-left: 0px !important;}\u00a0\u00bb]<\/p>\n<h3 style=\"text-align: left; margin-bottom: 8px;\"><a href=\"https:\/\/wsclegal.com\/fr\/notre-equipe\/maria-eugenia-ramirez\/\"><span style=\"color: #003e59;\">Mar\u00eda Eugenia Ram\u00edrez<\/span><\/a><\/h3>\n<p><a href=\"mailto:mramirez@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\u00a0<a href=\"https:\/\/www.linkedin.com\/in\/maria-eugenia-ramirez-93455929\/\"><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_text css=\u00a0\u00bb.vc_custom_1757339434371{padding-top: 5% !important;padding-right: 0px !important;padding-left: 0px !important;}\u00a0\u00bb]<\/p>\n<h3 style=\"text-align: left; margin-bottom: 8px;\"><a href=\"https:\/\/wsclegal.com\/en\/fr\/ourteam\/christophe-dubois\/\"><span style=\"color: #003e59;\">Christophe Dubois<\/span><\/a><\/h3>\n<p><a href=\"mailto:cdubois@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\u00a0<a href=\"https:\/\/www.linkedin.com\/in\/christophedubois\/\"><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=\u00a0\u00bb1\/2&Prime; css=\u00a0\u00bb.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;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb]<div class=\"porto-sicon-box  vc_custom_1674353330788  wpb_custom_1efe903570d178ff0a9b7bfa5febd3a4 style_1 left-icon\"><div class=\"porto-sicon-left\"><div id=\"porto-icon-15218889856a23c00630a01\" 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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margin-bottom: 8px;\"><span style=\"font-size: 14px; color: #3a3a3a;\"><strong>Clause de non-responsabilit\u00e9<\/strong><\/span><\/p>\n<p>Cet article est bas\u00e9 sur des informations accessibles au public et n&rsquo;a qu&rsquo;une valeur informative. Il n&rsquo;a pas pour objet de fournir un avis juridique ou une analyse exhaustive des questions qu&rsquo;il mentionne.<\/p>\n<p style=\"text-align: left; margin-bottom: 8px;\"><span style=\"font-size: 14px; color: #3a3a3a;\">.<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row full_width=\u00a0\u00bbstretch_row_content_no_spaces\u00a0\u00bb content_placement=\u00a0\u00bbmiddle\u00a0\u00bb css=\u00a0\u00bb.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;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb el_class=\u00a0\u00bbtitulopostcheckout\u00a0\u00bb][vc_column css=\u00a0\u00bb.vc_custom_1674106037719{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}\u00a0\u00bb conditional_render=\u00a0\u00bb%5B%7B%22value_role%22%3A%22administrator%22%7D%5D\u00a0\u00bb][vc_column_text css=\u00a0\u00bb.vc_custom_1699454225042{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 3% !important;padding-bottom: 3% !important;}\u00a0\u00bb] Consultez les derni\u00e8res nouvelles sur les lois et r\u00e8glements. 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[&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":11716,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[199],"tags":[],"class_list":["post-11714","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail"],"featured_image_src":{"landsacpe":["https:\/\/wsclegal.com\/wp-content\/uploads\/2025\/12\/Projet-de-loi-de-modernisation-du-droit-du-travail-WSC.png",640,426,false],"list":["https:\/\/wsclegal.com\/wp-content\/uploads\/2025\/12\/Projet-de-loi-de-modernisation-du-droit-du-travail-WSC-463x348.png",463,348,true],"medium":["https:\/\/wsclegal.com\/wp-content\/uploads\/2025\/12\/Projet-de-loi-de-modernisation-du-droit-du-travail-WSC.png",640,426,false],"full":["https:\/\/wsclegal.com\/wp-content\/uploads\/2025\/12\/Projet-de-loi-de-modernisation-du-droit-du-travail-WSC.png",640,426,false]},"yoast_head":"<!-- This site is optimized 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