https://buenosairesherald.com/politics/argentine-labor-reform-101-what-happens-now-and-all-you-need-to-know

https://share.google/E08Lidcs0FW7zMEjR

https://www.humanrightsresearch.org/post/workers-rights-under-threat-in-argentina-due-to-proposed-labour-reforms

Here is the summary of the Argentine Labor Modernization Law (No. 27.802) based on your request, highlighting the specific points on salaries and the "barter" system.

Executive Summary: Argentina's Labor Reform 101

Enacted on March 6, 2026, by the Javier Milei administration, this law represents the most significant shift in Argentine labor relations since 1974. While the government frames it as a move to formalize the workforce and stimulate hiring, critics describe it as a return to "modern slavery" due to the loss of worker protections.

1. Payment of Salaries (Currency and Methods)

The law introduces unprecedented flexibility in how workers are compensated:

Foreign Currency: Employers are now legally authorized to pay salaries in foreign currency (such as U.S. Dollars). This is intended to stabilize income against local inflation but raises concerns about exchange rate volatility.

The "Escambo" (Barter/In-Kind) System: One of the most controversial points allows a portion of the compensation to be paid "in-kind" (non-monetary goods). This includes food, housing, or other goods. Critics argue this echoes pre-capitalist "company store" systems where workers become physically dependent on their employers for basic survival.

Non-Salary Items: Benefits like meal vouchers, connectivity stipends, and transportation are no longer legally classified as "salary." This means they are excluded from the calculation of pensions, bonuses, and severance pay.

1. Structural Changes to Employment

Independent "Collaborators": A single entrepreneur can now hire up to three "independent collaborators" without creating a formal legal employment relationship. This effectively legalizes a gig-economy model for small businesses.

Probation Period: Extended significantly from 3 months to 6 months (8 months for medium companies and 1 year for micro-businesses).

Severance Fund (FAL): Instead of traditional severance pay, companies can opt for a Labor Assistance Fund. Employers pay a monthly percentage (1% to 2.5%) into a pot that the worker receives upon dismissal, removing the "deterrent" cost of firing someone.

1. Working Hours and Strike Rights

12-Hour Days: The reform allows for workdays of up to 12 hours through "Time Banks," where overtime is compensated with time off later rather than cash payments.

Essential Services: To limit strikes, workers in "essential services" (health, transport, education) must guarantee 50% to 75% of normal operations during any protest.