Argentina: why confirm a former employee's job?
Every Argentine employer must already give a departing worker certificates stating the data of the employment relationship and the function performed. Confirming the same facts takes a minute and helps the person into their next job. certo asks on their behalf, with their explicit consent.
Law as of 26 October 2026 · Ley 25.326 de Protección de los Datos Personales and Ley de Contrato de Trabajo 20.744 (t.o. Decreto 390/1976, art. 80 as replaced by Ley 27.802 of 6 March 2026), updated texts on InfoLEG
In short
- The facts are already on paper. Within 45 working days of the end of employment, the employer must give the worker certificates stating the data of the employment relationship and the function performed (Ley de Contrato de Trabajo, art. 80). Those are the facts we ask about.
- It helps the person who worked for you. A record confirmed by a former employer is what the next employer trusts. Answering takes about a minute and needs no account.
- certo asks on their behalf, with their explicit consent. Ley 25.326 makes processing lawful with the person's free, express and informed consent (art. 5), and lets personal data be passed to another party with their prior consent (art. 11). The person started this check themselves, for these facts and no others.
- You do not have to answer. No Argentine law obliges an employer to answer certo. Declining is fine.
The Employment Contract Act
Ley de Contrato de Trabajo 20.744 (texto ordenado by Decreto 390/1976). Quoted from the updated text on InfoLEG, the Ministry of Justice's official database.
Art. 80: the employment certificates
Dentro del plazo de cuarenta y cinco (45) días hábiles desde la extinción del contrato de trabajo, el empleador deberá entregar al trabajador los certificados en los que consten los datos relativos a la relación laboral, la función desempeñada, las capacitaciones realizadas y la constancia del ingreso de los aportes y contribuciones al Sistema de Seguridad Social.
In English: within 45 working days of the end of the employment contract, the employer must give the worker certificates stating the data of the employment relationship, the function performed, the training completed and proof that social security contributions were paid. This wording was put in by Ley 27.802, in force since its publication on 6 March 2026. The relationship and the function are what we ask about, so your records already hold them.
Art. 73: what is never asked
El empleador no podrá, ya sea al tiempo de su contratación, durante la vigencia del contrato o con vista a su disolución, realizar encuestas, averiguaciones o indagar sobre las opiniones políticas, religiosas, sindicales, culturales o de preferencia sexual del trabajador.
In English: whether at hiring, during the contract or with a view to ending it, the employer may not survey, inquire into or investigate the worker's political, religious, trade union or cultural opinions or sexual preference. certo never asks you about any of these, nor about health, family, pay, performance, the reason for leaving or a criminal record.
We found no provision of the Employment Contract Act that obliges an employer to confirm a former employee's job to a third party.
Personal data
Ley 25.326 on the protection of personal data applies to your personnel files.
Art. 5(1): consent
El tratamiento de datos personales es ilícito cuando el titular no hubiere prestado su consentimiento libre, expreso e informado, el que deberá constar por escrito, o por otro medio que permita se le equipare, de acuerdo a las circunstancias.
In English: processing personal data is unlawful when the data subject has not given free, express and informed consent, recorded in writing or by another means that can be treated as equivalent in the circumstances. The person gave it from their own signed-in certo account, naming your organisation and each fact. certo records which account asked, when, and for which facts. Write to support@certo.bio and we send you the record for your request.
Art. 11(1): passing data on
Los datos personales objeto de tratamiento sólo pueden ser cedidos para el cumplimiento de los fines directamente relacionados con el interés legítimo del cedente y del cesionario y con el previo consentimiento del titular de los datos, al que se le debe informar sobre la finalidad de la cesión e identificar al cesionario o los elementos que permitan hacerlo.
In English: personal data may be passed on only for purposes directly related to the legitimate interest of both parties and with the data subject's prior consent, after the data subject has been told the purpose and who receives the data. The person chose the purpose, to have this job confirmed on their passport, and the recipient, certo.
Art. 4(1): only what is needed
Los datos personales que se recojan a los efectos de su tratamiento deben ser ciertos, adecuados, pertinentes y no excesivos en relación al ámbito y finalidad para los que se hubieren obtenido.
In English: personal data must be accurate, adequate, relevant and not excessive for their purpose. You confirm or leave unticked only the facts listed. Add nothing else: anything beyond them is not covered by the person's consent.
What this means for your answer
- Tick only what your HR, payroll or personnel records show.
- Not sure it is the same person? Press "We can't find a matching record". Never confirm a record you are not sure is theirs.
- Your policy is not to answer? Press "We do not answer these requests". The record shows your organisation declined, and nobody else there is asked.
Sources
- Ley 25.326, Protección de los Datos Personales, updated text (InfoLEG, Ministerio de Justicia, argentina.gob.ar)
- Ley de Contrato de Trabajo 20.744, t.o. Decreto 390/1976, updated text (InfoLEG, Ministerio de Justicia, argentina.gob.ar)
This page is not legal advice. It reflects the law as it stood on 26 October 2026.