Indemnización por despido in Argentina: art. 245, notice, integración, SAC and vacation
Estimates only, not financial advice. What you type stays on your device. Checked against sources on 19 Oct 2026.A worker in Argentina dismissed without cause and without notice after 7 years and 6 months on ARS 1,500,000 a month is owed 8 months of pay under article 245, two months of notice, the rest of the month, the proportional SAC and the year's vacation: about ARS 17.7 million in all.
2026 · Rates and rules read from Ley de Contrato de Trabajo 20.744, art. 92 bis, 121-123, 150, 155-156, 231-233 and 245 (texto actualizado, argentina.gob.ar Normativa) on 19 Oct 2026; they may have changed since.
Type the best normal monthly pay of the last year, in pesos.
Enter the start date and the last day of work, and say whether you were dismissed or resigned.
Say whether the employer gave notice, and enter the collective agreement’s tope if you know it.
Read each line of the liquidación final and the total, and what the page leaves out.
When an employer in Argentina dismisses someone without just cause, the Ley de Contrato de Trabajo fixes what is owed. This page adds up each part from the pay and the two dates, line by line, with the March 2026 text of the law.
Severance (article 245). One month of pay for each year of service, and one more for a remainder over three months. The pay used is the best normal and habitual monthly pay of the last year, without SAC or vacation pay. The total is never less than one month. If the collective agreement's tope (three times its average pay) is lower than your pay, the base drops to the tope, but never below 67% of your own pay.
Notice (articles 231 to 233). An employer who dismisses without notice pays one month for up to five years of service and two months beyond, plus the pay for the days left in the month of dismissal (the integración).
Trial period (article 92 bis). The first six months, or eight or twelve where a collective agreement says so. A dismissal in that time owes neither severance nor notice.
On any ending. The days worked in the last month, the proportional SAC (one twelfth of the pay earned in the semester, article 123) and the vacation days of the year in proportion to the time worked (article 156): 14, 21, 28 or 35 days by seniority, each worth the monthly pay divided by 25. A resignation gets these lines only.
Not included. SAC on the notice and integración, which courts add but the law does not state; the discrimination surcharge of article 245 bis; fines under other laws; collective-agreement extras; and income tax. An estimate, not legal advice. For the SAC alone, use the Aguinaldo Calculator.
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Article 245 of the Ley de Contrato de Trabajo pays one month of the best normal monthly pay of the last year for each year of service, plus one more month for a remainder over three months. The total is never less than one month, and it is due only after the trial period.
The base for severance may not exceed three times the average monthly pay of your collective agreement. When that tope is lower than your pay, the base falls to the tope, but article 245 never lets it go below 67% of your own monthly pay.
An employer who dismisses without notice pays one month of pay for up to five years of service and two months beyond five years (articles 231 and 232). If the dismissal is not on the month's last day, the pay for the remaining days is added (article 233).
Severance and notice are not owed during the trial period of six months, or eight or twelve where a collective agreement extends it (article 92 bis and 231). The days worked, the proportional SAC and the proportional vacation pay are still due.
A resignation brings no severance and no notice pay. The employer still owes the days worked in the last month, the proportional SAC of the semester and the vacation days of the year in proportion to the time worked, each day worth the monthly pay divided by 25.
SAC on the notice and integración, which courts add but the law does not state; the article 245 bis surcharge for discriminatory dismissal; fines under other laws; extras in your collective agreement; and income tax. A labour lawyer or your union can check a case that involves any of these.
Rates and rules change; check the source before you rely on a figure.
Still stuck? Ask about Argentina Severance Pay Calculator (Indemnización) and anybody who knows can answer. No account needed.
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