The employment that does not grow: how to leave the Argentine swamp without breaking the social contract

Economists usually distribute faults between unstable macro, work taxes, regulatory rigidities and low productivity. Labor law adds a nuance: Legal predictability It matters as much as the interest rate. In flat language:

• Total cost outside the salary: Contributions, Art, potential fines, litigation and sanctions for non -compliance. The employer receives an “final price” of the position that often doubles the pocket salary.
• Regulatory and judicial risk: uncertainty against dismissals, fines for poor registration or retroactive claims discourages SMEs operating with thin margins. (It is not about denying rights, but about limiting the variance of the legal cost).
• Monotax trap: The simplified regime facilitates individual formality, but discouraged the transition to a dependency relationship when the company and the worker prefer to “outsource” the link with invoices. It is a semi-formality that competes with salaried employment.
• Irregular control: Where the State does not control, the informal competes with price advantage; Where it controls suddenly, shock translates into closures and not bleaching.

Result: stagnant employment. Recent reports show monthly undulations -a +0.2% here, -0.1% there -that do not change the picture.

• A) Pro-employment tax reform (Surgical, not to mazazos)

• Gradual and focused reduction of contributions For new positions in SMEs and tradable sectors with export potential. Mechanism: a decreasing aliquot for 36 months linked to the maintenance of the position. Objective: That the initial cost of adding non -frightening people.
• Fiscal credit for certified training (digital and industrial trades), usable against contributions. Training that increases productivity or employability, not ornamental courses.
• Unique employer account: Simplify taxes and contributions in a single flow with unified maturities and low -amount automatic moratorium. Less fines for formalisms, more effective compliance.

• B) Pro-Previsibility Labor Reform (respectful of the rights floor)

• Optional, sector or companysubstitute for compensation for traditional seniority for new highs. The “Austrian” model cushions the cost of dismissal as a foreseeable monthly fee. It is not about lowering dismissal; It’s about turning a shock into a flow.
• Registration fines: Maintain the sanction, but limit discretion and standardize criteria to avoid litigation jackpots. Legal certainty is also knowing how much breach is worth (and that is always charged).
• MOST intelligent collective bargaining: Enable SME clauses and productivity agreements with measurable thresholds. The national peer sets the floor; Complementary agreements adjust processes, shifts and versatility.
• Teleworking and hybrid modalities: Clear rules for compensation, disconnection and risks. Less gray areas, more type contracts.
• Digital and Fast Labor Justice: Early initial hearings, standardized expertise and system -assisted conciliation (yes, to detect reasonable agreements). A trial that lasts years is an implicit tax to hire.

Young future employment aspirations education

There are no employment miracles without productivity profits. And is achieved with three vectors: capital, knowledge and management.

Chatgpt ia

Productivity: the prohibited word that should be said

There are no employment miracles without productivity profits. How is it achieved? Three vectors:

• Capital: Accessible credit for machinery, software and process. Productivity does not rise with motivational posters.
• Knowledge: Dual Training (Company + Institute) in Welding, CNC, QA, Programming, Technical Support, Logistics and Sales B2B. Certifications with real labor value.
• Management: Standardization of processes, simple indicators (Lead Time, Scrap, Performance per hour), Back-Office digitalization. SMEs do not need Powerpoints: they need boards with 10 variables and weekly discipline.

When productivity goes up, salary can grow without killing the margin. When the salary goes up without productivity, it is paid by employment.

Labor or tax reform? Both, in surgical and pro-employment version. Neither chainsaw nor nap. A plan that rewards the one who hires, protects the one who works and punishes the one that always evades – sometimes.

If we do so, employment ceases to be a prayer and it is a rational decision again. And when low risk and productivity rises, companies hire. That is what we must pursue with classical persistence and modern tools.

There is no more conservative epic – and more revolutionary at the same time – than to fulfill the law, lower uncertainty and work better. Because employment does not grow with speeches: it grows when it is worth creating it. And that is worth it depends on us.