A reliable and regularly updated suite of employment law guides for HR professionals with responsibilities for staff in countries outside the US.
This tool will ensure you:
- Understand employee rights in key areas including minimum wage rates, maternity leave and compensation on termination.
- Recognize the role of collective rights and bargaining in the relevant country.
Learn more
Global Employer
The Guide for Global Employers provides an overview of the main issues facing employers with staff in more than one country, while the individual country guides provide employment law guidance at national level.
Global Resources
Our EU pay transparency table tracks the implementation of the EU Pay Transparency Directive as member states adopt national legislation to meet its requirements. Our other comparative tables compare the statutory rules on a specific topic across different countries:
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New and Updated
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The national minimum wage (SMVM) increased to ARS 367,800 from 1 June 2026, and the guide now includes further information on the benefits available under the new Registered Employment Promotion Regime.
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With the 7 June 2026 deadline reached, implementation of the Directive remains fragmented. A small number of member states have adopted comprehensive legislation to transpose the Directive, while some others have partially transposed its requirements. Most are still working on draft laws or have yet to publish any proposals, and many are expected to implement later in 2026 or 2027.
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Timely transposition in a small number of countries offers a practical blueprint for compliance for multinational employers.
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In June 2026, Argentina, British Columbia (Canada), France and Luxembourg increased their minimum wage rates.
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A draft law on the EU Pay Transparency Directive has now been published for public consultation, with the consultation running from 3 to 17 June 2026.
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The temporary rules on payment of sickness benefit for medical leave certificates issued between 1 February 2026 and 31 December 2027, have been clarified to exclude certain types of leave.
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The amendments to the Act on Equality between Women and Men to reduce pregnancy and family leave discrimination are intended to enter into force on 1 September 2026. In addition, new information has been added to the future development tables on the scheduling of leave carried forward, the limitation period for working time-related claims, the Co-operation Act, the implementation of the EU Platform Work Directive, and the implementation of the EU Pay Transparency Directive. The changes to fixed-term contracts, notice of lay-offs and re-employment obligations came into effect on 1 June 2026.
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The Modernisation Law (Law No. 27,802, commonly referred to as the “Labour Reform Bill” during the legislative process) has introduced important changes to the types of termination of an open-ended contract, notice periods, statutory severance payments, and introduces the Labour Assistance Fund that is effective from 1 June 2026.
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The Modernisation Law (Law No. 27,802, commonly referred to as the “Labour Reform Bill” during the legislative process) has introduced important changes for trade unions and collective agreements.
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The Modernisation Law (Law No. 27,802, commonly referred to as the “Labour Reform Bill” during the legislative process) has introduced important changes to maximum working hours, the working-time bank system, annual leave, part-time workers, temporary agency workers, remote workers, and the transfer of undertakings.
