[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-ar\u002Ftrabajo-en-argentina\u002Fleyes-laborales\u002Fmaternidad-y-trabajo\u002Ffaq-licencia-por-maternidad-en-argentina":3,"menu:\u002Fes-ar:":145,"sites:htmlblocks":294,"subsites":1493,"cite-subsites":5055,"footer:es-ar":5532,"suggested:es-ar":5613,"cite-footer:es-ar":5619},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":36,"call_to_action":42,"categories":49,"owner":54,"show_related_pages":61,"related_pages":62,"related_sites":143,"in_subsite":61,"contact_page_url":65,"banner_message":144},5079,"faq-licencia-por-maternidad-en-argentina","FAQ - Licencia por maternidad en Argentina","Licencia por maternidad en Argentina","\u003Cp>Cuántos días corresponden, salario y regulaciones\u003C\u002Fp>","","\u002Fes-ar\u002Ftrabajo-en-argentina\u002Fleyes-laborales\u002Fmaternidad-y-trabajo\u002Ffaq-licencia-por-maternidad-en-argentina","pages.contentpage","es_AR","\u002Fcms\u002Fpages\u002F5079\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Argentina","es-ar",{"title":19,"slug":20},"Trabajo en Argentina","trabajo-en-argentina",{"title":22,"slug":23},"Leyes laborales","leyes-laborales",{"title":25,"slug":26},"Maternidad y Trabajo","maternidad-y-trabajo",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":35},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-ar\u002Ftrabajo-en-argentina\u002Fleyes-laborales\u002Fmaternidad-y-trabajo\u002Ffaq-licencia-por-maternidad-en-argentina\u002F","index, follow","website","summary_large_image","2025-11-20T13:25:43.084830+01:00","2026-03-31T18:02:03.290766+02:00",[37],{"type":38,"data":39},"text_block",{"content":40,"variant":41},"\u003Ch3>LICENCIA POR MATERNIDAD\u003C\u002Fh3>\u003Cp>Las trabajadoras tienen derecho a 90 días de licencia de maternidad remunerada por el nacimiento de un niño. Un trabajador puede optar por tomar 45 días de licencia antes del parto y 45 días después del parto. La persona gestante puede optar por reducir la licencia previa al parto a un mínimo de 10 días, acumulando el resto al período posterior al parto. En caso de parto prematuro, la trabajadora tiene derecho a los 90 días de licencia de maternidad después del parto. Con el fin de hacer uso de este permiso, se debe notificar al empleador del embarazo mediante la presentación de un certificado médico que indique la fecha prevista para el parto.\u003C\u002Fp>\u003Cp>La licencia de maternidad puede ser prorrogada de 03 a 06 meses para una trabajadora que ha trabajado durante al menos un año en la empresa. Sin embargo, esta prórroga en la licencia no tiene salario. La licencia de maternidad de la madre de un niño que nació con síndrome de Down se extiende más de seis meses sin goce de sueldo en las mismas condiciones que la licencia de maternidad remunerada.\u003C\u002Fp>\u003Cp>En caso de enfermedad o complicaciones resultantes del embarazo, y si una trabajadora no puede reincorporarse a la empresa, se puede extender el permiso. La trabajadora tiene derecho a la licencia por enfermedad durante un máximo de tres meses, si ha trabajado por menos de cinco meses y hasta seis meses si ha trabajado durante más de cinco años con el mismo empleador.\u003C\u002Fp>\u003Cp>\u003Cb>Fuentes:\u003C\u002Fb> Arts.177-183 de la Ley de Contrato de Trabajo, N ° 20.744 de 1976; §113 de aprobar el Reglamento Nacional de Trabajo Agrario, la Ley Nº 22.248; § 1 y 3 de la Ley Nº 24.716\u003C\u002Fp>\u003Ch3>SALARIO\u003C\u002Fh3>\u003Cp>Durante la licencia de maternidad se paga el salario íntegro. El pago se realiza a través de las cajas de compensación familiar que se financian con las contribuciones de los empleadores y del Estado. Con el fin de aprovechar los beneficios en efectivo, la trabajadora debe haber estado trabajando con el empleador durante un período de tres meses o haber recibido beneficios por desempleo. Las prestaciones de maternidad también se paga a las trabajadoras temporales y de los hogares, siempre que tengan un historial probado de empleo con uno o más empleadores en los 12 meses inmediatamente anteriores al inicio de su empleo actual. El subsidio por maternidad es equivalente a la remuneración que se habría pagado a un trabajador si estuviera trabajando en ese momento.\u003C\u002Fp>\u003Cp>\u003Cb>Fuentes:\u003C\u002Fb> Arts. 6, 11 y 18 del Régimen de Asignaciones Familiares Ley nº 24.714 de 1996\u003C\u002Fp>\u003Ch3>PRUEBAS DE EMBARAZO DURANTE LA CONTRATACIÓN\u003C\u002Fh3>\u003Cp>Según la Ley de Contrato de Trabajo (Ley 20.744):\u003C\u002Fp>\u003Cul>\u003Cli>Art. 17: prohíbe actos discriminatorios en el trabajo por motivos de sexo, religión, raza, etc.\u003C\u002Fli>\u003Cli>Art. 172 a 179: regulan la protección a la maternidad (período de licencia, prohibición de despido por embarazo, nulidad de cláusulas que vulneren derechos).\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Aunque la LCT no dice expresamente “no se puede exigir prueba de embarazo para ingresar”, de su interpretación y del principio de no discriminación, se entiende que cualquier práctica que condicione la contratación al estado de embarazo es ilícita.\u003C\u002Fp>\u003Ch3>SERVICIO MÉDICO GRATUITO\u003C\u002Fh3>\u003Cp>La Ley N.º 27.611, conocida como Ley de los Mil Días, establece que el Estado nacional debe garantizar la provisión pública y gratuita de insumos esenciales para mujeres y personas gestantes durante el embarazo, y para niños y niñas hasta los tres años. Esto incluye medicamentos, vacunas, leche y alimentos para el desarrollo saludable. Sin embargo, la reglamentación vigente especifica que esta provisión gratuita se limita a quienes no poseen cobertura de obras sociales o empresas de medicina prepaga; en estos casos, dichas entidades son responsables de brindar la cobertura correspondiente.\u003C\u002Fp>\u003Cp>La atención médica (prenatal, parto y post-natal) está disponible a través del programa médico obligatorio del sistema de atención de salud. El Plan Nacer ofrece a las mujeres en desventaja la atención de salud médica gratuita durante el embarazo, el parto y el período posterior al parto. (www.plannacer.msal.gov.ar\u002Findex.php\u002Fpages\u002Finicio; OIT Travail).\u003C\u002Fp>\u003Cp>Fuente: Ley 26.061 sobre la protección integral de los niños y los derechos de los menores. Protección especial para los menores de edad embarazadas, el derecho a la asistencia sanitaria, la protección de las medidas sobre la maternidad y la paternidad; \u003Ca href=\"https:\u002F\u002Fwww.argentina.gob.ar\u002Fsalud\u002F1000dias\u002Fque-es-la-ley-de-1000-dias\" rel=\"nofollow noopener\" target=\"_blank\">Programa Materno-infantil de la Nación Argentina\u003C\u002Fa>\u003C\u002Fp>\u003Ch3>REGULACIONES SOBRE MATERNIDAD Y TRABAJO\u003C\u002Fh3>\u003Cul>\u003Cli>Ley de Contrato de Trabajo, No. 20.744, 1976 \u002F Employment Contract Act, No. 20.744, 1976\u003C\u002Fli>\u003Cli>Régimen de Asignaciones Familiares No 24.714, 1996 \u002F Regime of Family Allowances Law No 24.714, 1996\u003C\u002Fli>\u003C\u002Ful>\u003Ch3>DERECHOS DE LOS TRABAJADORES NO ESTÁNDAR  - TRABAJADORES DE LA PLATAFORMA SOBRE EL REEMPLAZO DE INGRESOS DURANTE LA MATERNIDAD\u003C\u002Fh3>\u003Cp>Las personas que trabajan por cuenta propia no tienen acceso a los beneficios de 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