Law No. 117-N of 24 July 2010 to amend the Labour Code
Fecha:1 Jan 2011;
(ver en NATLEX »)
Labour Code [LC] of 9 November 2004, last amended by HN-151-N of 12.12.13 (available only in Armenian on the following link: http://www.irtek.am/views/act.aspx?aid=150003
Fecha:23 Oct 2017;
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(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): ninguna
However, art. 116 LC defines collective dismissal for economic reasons as any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months. This leads in practice to the non applicabilty of collective dismissal regulation to enterprises with less than 10 workers.
Categorías de trabajadores excluidas: ninguna
Art. 7 LC
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 95 LC regulates fixed-term contracts of employment.
Art. 101 LC provides the possibility to conclude a contract of employment of up to 2-month duration.
Número máximo de CDD consecutivos: sin restricción
Duración máxima acumulativa de CDD consecutivos: sin limitación
Previously: 5 years
Art. 95 LC was amended by Law No. 117-N of 24 July 2010 as follows:
"1. A contract is signed for a definite period of time, if the labor relations cannot be determined for an indefinite period of time, taking into account the nature of the work to be done or the terms of fulfillment, if there is not any other specification by this code or by the laws.
2. A labor contract for a definite period of time can be signed for a definite period of time or in terms of calendar days, or by determination of completion of works defined by the labor contract.
3. Contracts for a definite period of time are also signed with:
a. workers in elective positions for the elected period of time
b. workers combining jobs
c. workers performing seasonal jobs
d. workers performing temporary work (up to two months)
e. workers substituting other temporarily absent workers
f. foreigners for the period of for work permission or for the period of validity of resident's rightu201d
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 92 LC: the probationary period cannot exceed 3 months. However the probationary period up to 6 months may be established by law for some categories of workers.
Obligación de motivar el despido:
Si
Art. 115 LC
Art. 113 LC
Art. 114 LC
Forma de la notificación del despido al trabajador: escrita
Art. 115 LC
Plazo de preaviso:
Article 115 LC as amended by Law No. 117-N of 24 July 2010 reads as follows:
“(...) the employer is obliged to notify in written form
the worker who has worked up to one year not later than 14 days prior,
the worker having worked from a year to five years- 35 days prior,
the worker having worked from 5 to 10 years - 42 days prior,
the worker having worked up to 15 years- 49 days prior,
the worker having worked for more than 15 years - 60 days prior. (...)"
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
duración de servicio ≥ 1 año:
duración de servicio ≥ 2 años:
duración de servicio ≥ 4 años:
duración de servicio ≥ 5 años:
duración de servicio ≥ 10 años:
duración de servicio ≥ 20 años:
Indemnización sustitutiva de preaviso: Si
Art. 115 LC - in case of non-respect of the notice period, the employer must compensate the worker for each day of the notice period on the basis of worker' average wage.
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Art. 119 provides that any elected representative of workers may be dismissed only with the authorization by a labour inspector.
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados): The collective dismissal for economic reasons is any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months.
Art. 116 LC
Consultación previa con los sindicatos (representantes de los trabajadores): No
Notificación a la administración: Si
Art. 116: The employer must, 3 months in advance, inform the public employment service on the number of contemplated collective dismissals for economic reasons.
Notificación a los representantes de los trabajadores: Si
Art. 116: The employer must, 3 months in advance, inform workers' representatives on the number of contemplated collective dismissals for economic reasons.
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si
Art. 113: Before any dismissal for economic reasons, the employer must propose to the worker any transfer or vocational training within the available possibilities in the enterprise.
Reglas de prioridad para la re-contratación: No
Indemnización por despido:
Art. 129: The severance pay is of two-week salary in case of dismissal for worker's incapacity.
duración de servicio ≥ 6 meses: 2 semana(s)
duración de servicio ≥ 9 meses: 2 semana(s)
duración de servicio ≥ 1 año: 2 semana(s)
duración de servicio ≥ 4 años: 2 semana(s)
duración de servicio ≥ 5 años: 2 semana(s)
duración de servicio ≥ 10 años: 2 semana(s)
duración de servicio ≥ 20 años: 2 semana(s)
Indemnización por despido por razones económicas:
Art. 129 LC
duración de servicio ≥ 6 meses: 1 mes(es)
duración de servicio ≥ 9 meses: 1 mes(es)
duración de servicio ≥ 1 año: 1 mes(es)
duración de servicio ≥ 2 años: 1 mes(es)
duración de servicio ≥ 4 años: 1 mes(es)
duración de servicio ≥ 5 años: 1 mes(es)
duración de servicio ≥ 10 años: 1 mes(es)
duración de servicio ≥ 20 años: 1 mes(es)
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): If the worker's reinstatement is impossible, the tribunal obliges the employer to pay the worker the average wages for the period of the "imposed non-work" since the date of the dismissal.
Art. 265 LC
Posibilidad de readmisión: Si
Art. 265 LC
Conciliación previa obligatoria: No
Corte o Tribunal competente: jurisdicción ordinaria
Art. 264 LC
Arbitraje: No
Duración del procedimiento:
Art. 265: the worker may bring a complaint about his or her dismissal to the tribunal within the period of one month after receiving the notification about the termination of his or her employment.