{"id":13079,"date":"2026-07-20T12:56:49","date_gmt":"2026-07-20T15:56:49","guid":{"rendered":"https:\/\/wsclegal.com\/?p=13079"},"modified":"2026-07-21T10:19:51","modified_gmt":"2026-07-21T13:19:51","slug":"nouvelle-ere-des-relations-sociales-et-de-la-negociation-collective-en-argentine","status":"publish","type":"post","link":"https:\/\/wsclegal.com\/fr\/nouvelle-ere-des-relations-sociales-et-de-la-negociation-collective-en-argentine\/","title":{"rendered":"Nouvelle \u00e8re des relations sociales et de la n\u00e9gociation collective en Argentine ?"},"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\u00bb13081&Prime; img_size=\u00a0\u00bb\u00a0\u00bb alignment=\u00a0\u00bbcenter\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1784550452796{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;\">Nouvelle \u00e8re des relations sociales et de la n\u00e9gociation collective en Argentine ?<\/span><\/h1>\n<p><em>Depuis huit d\u00e9cennies, l\u2019Argentine est associ\u00e9e \u00e0 une forte tradition syndicale et \u00e0 un r\u00e9gime de protection accrue des droits des travailleurs. C&rsquo;est sous la premi\u00e8re pr\u00e9sidence de Juan Domingo Per\u00f3n, \u00e0 partir de 1946, que se met en place un mod\u00e8le industriel de d\u00e9veloppement de la production nationale fond\u00e9 sur des syndicats sectoriels et un syst\u00e8me de conventions collectives. C&rsquo;est dans ce contexte que s&rsquo;est progressivement d\u00e9velopp\u00e9 un cadre juridique faisant pr\u00e9valoir les droits des salari\u00e9s sur les pr\u00e9rogatives de l&#8217;employeur.<\/em><\/p>\n<p><em>La Loi de Modernisation du Droit du Travail Argentin (Loi n\u00b0 27.802, mise en \u0153uvre par le D\u00e9cret n\u00b0 407\/26 ; la \u00ab Loi \u00bb) a r\u00e9cemment fait couler beaucoup d&rsquo;encre. Elle traduit la volont\u00e9 de l&rsquo;administration Milei de rompre avec plusieurs d\u00e9cennies de jurisprudence d\u2019inspiration paternaliste, fond\u00e9e sur le postulat selon lequel le droit du travail a d&rsquo;abord vocation \u00e0 prot\u00e9ger les salari\u00e9s et les syndicats. La Loi modifie par ailleurs plusieurs dispositions issues de la Loi sur le Contrat de Travail.<\/em><\/p>\n<p><em>Cet article analyse les dispositions de la Loi qui r\u00e9forment le r\u00e9gime des relations entre employeurs et syndicats, ainsi que celui de la n\u00e9gociation collective.<\/em>[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbPlafonnement des cotisations et contributions syndicales\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]Int\u00e9ressons-nous d\u2019abord au financement des organisations syndicales. En Argentine, les conventions collectives de travail (\u00ab CCT \u00bb) imposent \u00e0 l\u2019employeur de retenir sur la r\u00e9mun\u00e9ration des salari\u00e9s couverts les cotisations syndicales (<em>aportes<\/em>), tout en versant au syndicat des contributions patronales (<em>contribuciones<\/em>). Or, dans la plupart des secteurs d\u2019activit\u00e9, les salari\u00e9s sont automatiquement soumis \u00e0 une CCT du seul fait de leur emploi. De plus, les employeurs ne sont g\u00e9n\u00e9ralement pas parties \u00e0 la CCT mais restent tenus par ses dispositions, lesquelles r\u00e9sultent d\u2019une n\u00e9gociation entre une chambre patronale et le syndicat comp\u00e9tent.<\/p>\n<p>Les premi\u00e8res versions du projet de r\u00e9forme pr\u00e9sent\u00e9 par l\u2019administration Milei pr\u00e9voyaient un contr\u00f4le administratif des cotisations syndicales et subordonnaient le paiement de celles-ci \u00e0 l\u2019adh\u00e9sion volontaire du salari\u00e9 au syndicat. Si ces mesures n\u2019ont finalement pas \u00e9t\u00e9 retenues, la Loi limite n\u00e9anmoins le montant cumul\u00e9 des versements syndicaux \u00e0 2 % de l\u2019ensemble des obligations financi\u00e8res pr\u00e9vues par la CCT applicable. Outre les cotisations, cela comprend les versements exceptionnels et les contributions, les co\u00fbts de formation ainsi que tous les autres paiements effectu\u00e9s en vertu de la CCT. Bien que technique, cette r\u00e8gle a en r\u00e9alit\u00e9 un impact significatif sur le financement des syndicats argentins.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbRepr\u00e9sentation syndicale proportionnelle\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 syst\u00e8me syndical argentin reposait auparavant sur une conception h\u00e9rit\u00e9e d\u2019une \u00e9conomie industrielle caract\u00e9ris\u00e9e par de vastes \u00e9tablissements de production et une main-d\u2019\u0153uvre fortement centralis\u00e9e, o\u00f9 une repr\u00e9sentation collective \u00e9tendue contribuait \u00e0 la stabilit\u00e9 des relations de travail. Malgr\u00e9 la tertiarisation progressive de l\u2019\u00e9conomie, le cadre juridique des relations collectives du travail est rest\u00e9 largement inchang\u00e9. Selon les partisans de la r\u00e9forme, ce mod\u00e8le renfor\u00e7ait le pouvoir des syndicats historiques au d\u00e9triment d\u2019une main-d\u2019\u0153uvre en mutation insuffisamment repr\u00e9sent\u00e9e et de la libert\u00e9 d\u2019organisation des entreprises. De fait, les syndicats conservaient souvent des dispositifs de repr\u00e9sentation syndicale plus \u00e9tendus que ne le justifiait leur nombre r\u00e9el d\u2019adh\u00e9rents cotisants.<\/p>\n<p>La Loi entend corriger cette situation en imposant que le nombre de d\u00e9l\u00e9gu\u00e9s syndicaux soit proportionnel au nombre effectif d&rsquo;adh\u00e9rents s\u2019acquittant de leurs cotisations.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbObtention de la personnalit\u00e9 syndicale\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]Avant la r\u00e9forme, le r\u00e9gime pr\u00e9voyait des exigences proc\u00e9durales et d\u00e9claratives relativement limit\u00e9es pour l\u2019octroi de la personnalit\u00e9 syndicale (<em>personer\u00eda<\/em> gremial), un statut difficilement contestable une fois obtenu, favorisant les organisations syndicales historiques. En effet, en pratique, il \u00e9tait particuli\u00e8rement difficile pour une nouvelle organisation de remplacer un syndicat \u00e9tabli, laissant peu de place \u00e0 la concurrence entre organisations.<\/p>\n<p>La Loi renforce les pr\u00e9requis d\u2019obtention de cette reconnaissance publique. Les organisations candidates devront d\u00e9sormais fournir des pi\u00e8ces justificatives attestant de leur existence, de leur repr\u00e9sentativit\u00e9 et de leur situation patrimoniale. Elles devront \u00e9galement identifier leurs membres en pr\u00e9cisant leur employeur, leur \u00e9tablissement d\u2019affectation, leurs fonctions et leur secteur d\u2019activit\u00e9. En outre, lorsqu&rsquo;une organisation entend remplacer un syndicat d\u00e9j\u00e0 reconnu, elle devra d\u00e9montrer qu&rsquo;elle compte au moins 5 % d\u2019adh\u00e9rents cotisants de plus que celui-ci.<\/p>\n<p>Ces mesures visent \u00e0 renforcer la transparence pour consolider la l\u00e9gitimit\u00e9 du syst\u00e8me de relations collectives du travail.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbExercice des activit\u00e9s syndicales pendant le temps 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]Avant la r\u00e9forme, la l\u00e9gislation garantissait une protection \u00e9tendue des droits des repr\u00e9sentants syndicaux sans d\u00e9finir avec pr\u00e9cision les limites de l\u2019exercice de leurs activit\u00e9s pendant le temps de travail, ce qui donnait fr\u00e9quemment lieu \u00e0 des litiges concernant les obligations de l\u2019employeur.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbNouveaux crit\u00e8res d\u2019exercice des activit\u00e9s syndicales\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 loi encadre d\u00e9sormais le temps pouvant \u00eatre consacr\u00e9 aux activit\u00e9s syndicales pendant le temps de travail. Ces activit\u00e9s :<\/p>\n<ul>\n<li>doivent \u00eatre \u00ab\u00a0compatibles\u00a0\u00bb avec les n\u00e9cessit\u00e9s op\u00e9rationnelles de l\u2019entreprise ;<\/li>\n<li>ne doivent pas compromettre le fonctionnement des secteurs consid\u00e9r\u00e9s comme critiques ;<\/li>\n<li>devront \u00eatre communiqu\u00e9es \u00e0 l\u2019employeur au moins 48 heures \u00e0 l\u2019avance ; et<\/li>\n<li>ne pourront \u00eatre cumul\u00e9es ni transf\u00e9r\u00e9es entre repr\u00e9sentants syndicaux.<\/li>\n<\/ul>\n<p>En pratique, ces nouvelles notions, en particulier celles de \u00ab compatibilit\u00e9 \u00bb et de \u00ab secteurs critiques \u00bb, devront \u00eatre pr\u00e9cis\u00e9es par la jurisprudence afin d\u2019en d\u00e9finir les limites au regard de la libert\u00e9 syndicale. Pour les employeurs, la Loi offre toutefois un cadre juridique plus clair qu\u2019auparavant.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbModification de la protection accord\u00e9e aux candidats et repr\u00e9sentants syndicaux\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 Loi pr\u00e9voit que la protection sp\u00e9ciale accord\u00e9e aux candidats syndicaux prend d\u00e9sormais effet \u00e0 compter du d\u00e9p\u00f4t de la liste de candidatures aupr\u00e8s de l\u2019autorit\u00e9 administrative comp\u00e9tente. Par ailleurs, lorsqu\u2019une organisation syndicale perd sa qualit\u00e9 de repr\u00e9sentante des salari\u00e9s d\u2019une entreprise, les repr\u00e9sentants \u00e9lus cessent d\u2019exercer leurs fonctions, tout en conservant le b\u00e9n\u00e9fice de la protection l\u00e9gale attach\u00e9e \u00e0 leur mandat syndical. Enfin, la Loi autorise l\u2019employeur \u00e0 demander judiciairement la suspension provisoire de l\u2019activit\u00e9 professionnelle des salari\u00e9s prot\u00e9g\u00e9s lorsqu\u2019il existe un risque pour les personnes, les biens ou le fonctionnement normal de l\u2019entreprise.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbModification de la protection accord\u00e9e aux candidats et repr\u00e9sentants syndicaux\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 Loi pr\u00e9voit que la protection sp\u00e9ciale accord\u00e9e aux salari\u00e9s participant \u00e0 une activit\u00e9 syndicale prend effet d\u00e8s le d\u00e9p\u00f4t officiel par le syndicat de la liste de ses candidats aupr\u00e8s de l\u2019autorit\u00e9 administrative comp\u00e9tente. Par ailleurs, lorsqu\u2019une organisation syndicale cesse de repr\u00e9senter les salari\u00e9s d\u2019une entreprise, les d\u00e9l\u00e9gu\u00e9s syndicaux qu\u2019elle avait d\u00e9sign\u00e9s perdent automatiquement leur mandat, tout en conservant les autres garanties attach\u00e9es \u00e0 leur protection contre le licenciement. Enfin, la Loi autorise l\u2019employeur \u00e0 solliciter en justice la suspension provisoire du statut protecteur d\u2019un repr\u00e9sentant syndical lorsqu\u2019il d\u00e9montre l\u2019existence d\u2019un risque pour les personnes, les biens ou la continuit\u00e9 normale de l\u2019activit\u00e9 de l\u2019entreprise.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbR\u00e9vision acc\u00e9l\u00e9r\u00e9e des conventions collectives : nouveaux crit\u00e8res administratifs\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\u2019une des innovations les plus importantes de la Loi concerne le traitement des conventions collectives arriv\u00e9es \u00e0 expiration.<\/p>\n<p>Au fil des ann\u00e9es, il \u00e9tait devenu courant que les tribunaux ainsi que les partenaires sociaux consid\u00e8rent comme toujours applicables des conventions collectives conclues parfois plusieurs d\u00e9cennies auparavant, gr\u00e2ce \u00e0 des renouvellements automatiques ou \u00e0 une inertie qui retardait leur ren\u00e9gociation effective. Si cette pratique visait initialement \u00e0 \u00e9viter toute interruption de la protection des salari\u00e9s, elle conduisait souvent au maintien de conventions devenues inadapt\u00e9es aux r\u00e9alit\u00e9s \u00e9conomiques contemporaines.<\/p>\n<p>La Loi met fin \u00e0 ce m\u00e9canisme de reconduction automatique. Les conventions collectives expir\u00e9es devront d\u00e9sormais \u00eatre ren\u00e9goci\u00e9es. Lorsqu\u2019aucune date d\u2019expiration n\u2019est pr\u00e9vue, l\u2019autorit\u00e9 administrative comp\u00e9tente devra prendre comme r\u00e9f\u00e9rence le 31 d\u00e9cembre 2026 afin d\u2019engager ce processus. La Loi impose \u00e9galement au Secr\u00e9tariat au Travail de convoquer sans d\u00e9lai les parties signataires d\u2019une convention expir\u00e9e en vue de l\u2019ouverture de nouvelles n\u00e9gociations.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbConclusion\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 Loi constitue sans doute la r\u00e9forme la plus significative intervenue en Argentine ces derni\u00e8res d\u00e9cennies dans le domaine de la n\u00e9gociation collective et de la repr\u00e9sentation syndicale. Elle op\u00e8re une refonte du syst\u00e8me de financement syndical, des r\u00e8gles d\u2019acc\u00e8s \u00e0 la repr\u00e9sentativit\u00e9 ainsi que du r\u00e9gime applicable aux pouvoirs et aux protections accord\u00e9s aux repr\u00e9sentants syndicaux. Plus largement, la Loi s&rsquo;inscrit dans une d\u00e9marche de fond de l&rsquo;administration Milei visant \u00e0 red\u00e9finir l&rsquo;organisation des relations du travail pour l\u2019adapter au contexte \u00e9conomique moderne. Elle donnera toutefois in\u00e9vitablement lieu \u00e0 d\u2019importants d\u00e9bats doctrinaux et \u00e0 une interpr\u00e9tation jurisprudentielle, notamment s\u2019agissant du respect de la libert\u00e9 syndicale et des limites constitutionnelles du pouvoir ex\u00e9cutif.[\/vc_column_text][vc_custom_heading text=\u00a0\u00bbUne r\u00e9forme aux effets encore incertains\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 question reste de savoir si la Loi pourra relancer la n\u00e9gociation collective dans des secteurs caract\u00e9ris\u00e9s par un immobilisme conventionnel durable, largement entretenu par les pouvoirs publics et, dans une certaine mesure, par les chambres patronales. De m\u00eame, l&rsquo;impact \u00e0 long terme de la Loi sur la n\u00e9gociation collective dans les secteurs historiquement marqu\u00e9s par une forte pr\u00e9sence syndicale reste difficile \u00e0 \u00e9valuer, tout comme la possibilit\u00e9 d&rsquo;une alternance et\/ ou de la pr\u00e9sence d\u2019une pluralit\u00e9 d&rsquo;organisations repr\u00e9sentatives.<\/p>\n<p>En d\u00e9finitive, la Loi ne constitue probablement que la premi\u00e8re \u00e9tape d&rsquo;un processus plus vaste de transformation des relations du travail en Argentine. S&rsquo;il faudra plusieurs ann\u00e9es pour en mesurer les effets durables, elle traduit d&rsquo;ores et d\u00e9j\u00e0 la volont\u00e9 de l&rsquo;ex\u00e9cutif de faire de la n\u00e9gociation collective le premier levier d&rsquo;\u00e9volution vers un cadre plus moderne et plus comp\u00e9titif.[\/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_1773321156839{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\u00bb12280&Prime; img_size=\u00a0\u00bb\u00a0\u00bb css=\u00a0\u00bb.vc_custom_1784550515291{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_1784550589559{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-cecilia-pou\/\"><span style=\"color: #003e59;\">Mar\u00eda Cecilia Pou<\/span><\/a><\/h3>\n<p><a href=\"mailto:cpou@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:\/\/ar.linkedin.com\/in\/cecilia-pou\"><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; 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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.[\/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. [\/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 [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":13081,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[199],"tags":[],"class_list":["post-13079","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\/2026\/07\/Vers-une-nouvelle-ere-des-relations-sociales-et-de-la-negociation-collective-en-Argentine-WSC.png",640,426,false],"list":["https:\/\/wsclegal.com\/wp-content\/uploads\/2026\/07\/Vers-une-nouvelle-ere-des-relations-sociales-et-de-la-negociation-collective-en-Argentine-WSC-463x348.png",463,348,true],"medium":["https:\/\/wsclegal.com\/wp-content\/uploads\/2026\/07\/Vers-une-nouvelle-ere-des-relations-sociales-et-de-la-negociation-collective-en-Argentine-WSC.png",640,426,false],"full":["https:\/\/wsclegal.com\/wp-content\/uploads\/2026\/07\/Vers-une-nouvelle-ere-des-relations-sociales-et-de-la-negociation-collective-en-Argentine-WSC.png",640,426,false]},"yoast_head":"<!-- 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