Abstract: The author outlines the terms of work-training and apprenticeship contracts in Argentina, highlighting the differences between these contractual forms and the range of temporary contracts that have recently been introduced. Quantitative limits on the number of temporary training contracts in an enterprise are defined by an engagement parameter, i.e. the number of apprentices, and an occupational size parameter, i.e. the number of workers. Certain obligations on the part of the employer are laid down by law and further defined by collective bargaining. There is a need for collective bargaining to deal with the matter of how much of the trainees’ time should be given over to theoretical training, as this is currently not clearly stated. Other matters in need of further clarification include certification and the payment of wages. Employers failing to respect the terms of temporary training contracts face the sanction of conversion to permanent contracts.
International Journal of Comparative Labour Law and Industrial Relations