An employer claims dismissal requires no reason because the legal system operates an at-will employment system.
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The Situation
What They Said
“We do not need to give you a reason for dismissal — you are at will.”
Said by an employer when terminating an employee's contract without explanation, often borrowing language from a foreign legal system.
The Fallacy
False Legal Premise / Jurisdictional Confusion
At-will employment is a principle that exists in some legal systems but not in others. Importing this concept into a legal system that does not recognize it is a fundamental legal error — intentional or not. The applicable law in such a legal system requires both a substantively fair reason and a procedurally fair process for every dismissal.
What the Law Says
Your Legal Foundation
Ley de Contrato de Trabajo 20.744
art. 245 de la Ley de Contrato de Trabajo — Wrongful dismissal protection
“In cases of dismissal decided by the employer without just cause, whether or not prior notice has been given, and after the probation period has elapsed, the employer must pay the worker compensation equivalent to one (1) month's salary for each year of service or fraction greater than three (3) months, based on the best monthly, normal and habitual remuneration earned during the last year or during the time of service if shorter.”
The employer's statement that no reason is needed is incorrect under Argentine law. If the dismissal is without just cause, the employee is entitled to severance pay as described in Article 245.
What Scripture Says
God's Word on This
Proverbs 18:17 (NET)
“The first to state his case seems right, but his opponent will come and cross-examine him.”
Every person deserves the opportunity to hear the case against them and respond — a dismissal without reasons denies this fundamental justice.
Micah 6:8 (NET)
“He has told you, O man, what is good, and what the Lord really wants from you: He wants you to promote justice, to be faithful, and to live obediently before your God.”
Promoting justice in the workplace means giving workers clear, honest and fair reasons for decisions that affect their livelihood.
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You Know the Law — But Do You Know What to Say?
Reading your rights is one thing. Using them under pressure — calmly, correctly, in the right words — is what actually protects you. Members get the scripted rebuttal for this exact situation: what to say first, what to say if they push back, the tone to use, and the constitutional provision to cite. Practise out loud with audio until it's automatic.