Labour Code of 1 February 1999, as amended in 2017
Fecha:3 Jun 2023;
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Tamaño de las empresas excluidas (≤): ninguna
Art. 4 LC
Categorías de trabajadores excluidas: ejército, magistratura
Art. 6 LC
Other categories of workers excluded by the law: elected officials, foreign service workers, contractors and civil law contractors.
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 45 and 47 LC
Duración máxima acumulativa de CDD consecutivos: 5au00f1o(s)
Art. 45 LC
Duración maxima del periodo de prueba (en meses): 3 mes(es)
Art. 51 LC
Obligación de motivar el despido:
Si
Art. 71 (3) and Art. 76 LC
Art. 70 LC
In 2011, an amendment added employees working in a state-financed enterprises that reach working age limit to the list of Art. 70.
(source: 17 May 2011 #127-IVQD)
Art 79(1) LC: Pregnant women, single parent, people raising children under the age of 3, workers who temporarily lost an ability to work, workers with diabetes or scattered sclerosis, members of a trade union or political party, workers with limited health capabilities under the age of 18 or with a severe disability, during negotiations of collective bargaining.
Prohibited ground for a dismissal on the basis of race, sex, religion, together with other grounds are listed in Art. 16(1) LC on “Non-discrimination in labour relations”.ns”.
Art. 80 LC provides that the employer has to ask the authorization of the trade union to dismiss any member of the trade union.
Art. 255 prohibits the dismissal of workers under 18 for the lack of professional competency.
Art. 77 LC provides protections for workers performing military/alternative service.
Forma de la notificación del despido al trabajador: escrita
Article 75 LC provides that the employer has to comply with the employment contract in writing. No explicit provision in the LC stating that the notification has to come in writing.
Plazo de preaviso:
Art. 77 (1) LC
Amendments were made on this in 2017.
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
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. 77 (4) LC
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
However, according to art. 80 LC, the employer has to obtain the authorization of the trade union to dismiss a member of that trade union.
Definición de despido colectivo (número de empleados afectados): No statutory definition
Consultación previa con los sindicatos (representantes de los trabajadores): No
Notificación a la administración: Si
Art.17(2) of the Law on Employment: the employer has to inform, 2 months in advance, the public service of employment about any contemplated redundancies.
Notificación a los representantes de los trabajadores: Si
Law on Trade Unions of 1994:
Art. 11. Right of trade unions to defend labour rights.
...Where the closure of an enterprise or its subdivisions at the initiative of the management may lead to a complete or partial cessation of production, workforce reductions or a deterioration of working conditions, such measures, with the exception of cases provided for by the law, shall not be carried out without prior notice of not less than three months to the trade unions concerned, and consultations with them concerning the safeguarding of workers' rights and interests.
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
However, according to Art. 80 LC, the employer has to obtain the authorization of the trade union to dismiss a member of that trade union.
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): Si
Art. 78 LC - the employer defines the list of workers to be dismissed for economic reasons.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No
Reglas de prioridad para la re-contratación: No
Indemnización por despido:
Amendments were made on this issue in 2017, as follows:
Art. 70 LC lays out grounds for the employer to terminate a labour contract:
a. Liquidation of the enterprise;
b. Staff cuts;
c. Employee’s incompetence (dismissal performed upon the approval of the attestation commission);
d. Employee’s gross violation of labor duties, neglect for labor functions or obligations stated in the employment contract. ;
e. Employee’s failure to justify work potential during the trial period;
f. Employee in a state-financed enterprise reaching the working age limit
Art. 77(3) LC dictates that workers dismissed for the reasons of an enterprise liquidation (Art. 70 a) or staff cuts (Art. 70 b) should be reimbursed:
1 year of experience – an average monthly wage
1- 5 years of experience - at least 1.4 of the average monthly wage
5-10 years of experience – at least 1.7 of the average monthly wage
More than 10 years of experience – at least 2 of the average monthly wage
According to Art. 77 (7) LC, the dismissal on the grounds of changing labour conditions (Art. 68 c), call for a military or alternative service (Art. 74 a) and employee’s inability to perform labour functions due to incapability to work continuously for more than six months, the employer pays at least two months of the average monthly wage.
Upon employers initiative (in accordance with the 12th Chapter of the LC dictating the procedure on the termination of labour contracts), the employee is not entitled to a severance payment if dismissed under Article 70 (c,d,e,f). The workers, however, have a right to appeal the decision to the Court.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0 mes(es)
duración de servicio ≥ 4 años: 0 mes(es)
duración de servicio ≥ 5 años: 0 mes(es)
duración de servicio ≥ 10 años: 0 mes(es)
Indemnización por despido por razones económicas:
Art. 77(3) dictates that workers dismissed for the reasons of an enterprise liquidation (Art. 70 a) or staff cut (Art 70 b) should be reimbursed:
1 year of experience – an average monthly wage
1- 5 years of experience - at least 1.4 of the average monthly wage
5-10 years of experience – at least 1.7 of the average monthly wage
More than 10 years of experience – at least 2 of the average monthly wage
According to Art. 77 (7) LC, the dismissal on the grounds of changing labour conditions (Art. 68 c), call for a military or alternative service (Art. 74 a) and employee’s inability to perform labour functions due to incapability to work continuously for more than six months, the employer pays at least two months of the average monthly wage.
Upon employers initiative (in accordance with the 12th Chapter of the LC dictating the procedure on the termination of labour contracts), the employee is not entitled to a severance payment if dismissed under Article 70 (c,d,e,f). The workers, however, have a right to appeal the decision to the Court.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 1 mes(es)
duración de servicio ≥ 2 años: 1.4 mes(es)
duración de servicio ≥ 4 años: 1.4 mes(es)
duración de servicio ≥ 5 años: 1.4 mes(es)
duración de servicio ≥ 10 años: 2 mes(es)
duración de servicio ≥ 20 años: 2 mes(es)
Compensación por despido injustificado - libre determinación de la Corte: Si
Art. 290 and 300 LC
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo):
Art. 299 LC - No legal limits for any claim for an individual labour dispute.
Posibilidad de readmisión: Si
Conciliación previa obligatoria: No
Art. 294 LC
Corte o Tribunal competente: jurisdicción ordinaria
Art. 296 LC
Arbitraje: Si
Art. 265 LC
% de controversias relativas al despido en relación al número total de controversias: 80