CDD regulados: Si

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Art. 45 and 47 LC

Duración máxima acumulativa de CDD consecutivos: 5au00f1o(s)

Remarks

Art. 45 LC

Duración maxima del periodo de prueba (en meses): 3 mes(es)

Remarks

Art. 51 LC

Obligación de motivar el despido: Si

Remarks

Art. 71 (3) and Art. 76 LC

Motivos autorizados (despido justificado): conducta del trabajador, capacidad del trabajador, razones económicas

Remarks

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)

Motivos prohibidos: embarazo, licencia de maternidad, responsabilidades familiares, raza, sexo, religión, opinion política, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, licencia paternal, estado de salud

Remarks

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”.

Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares, trabajadores que desempeñan servicio militar/servicio alternativo, menores

Remarks

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

Remarks

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:

Remarks

Art. 77 (1) LC
Amendments were made on this in 2017.

duración de servicio ≥ 6 meses:

  • Todos: 2 semana(s).

duración de servicio ≥ 9 meses:

  • Todos: 2 semana(s).

duración de servicio ≥ 2 años:

  • Todos: 2 semana(s).

duración de servicio ≥ 4 años:

  • Todos: 4 semana(s).

duración de servicio ≥ 5 años:

  • Todos: 4 semana(s).

duración de servicio ≥ 10 años:

  • Todos: 6 semana(s).

duración de servicio ≥ 20 años:

  • Todos: 9 semana(s).

Indemnización sustitutiva de preaviso: Si

Remarks

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

Remarks

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

Remarks

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

Remarks

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

Remarks

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

Remarks

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:

Remarks

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:

Remarks

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

Remarks

Art. 290 and 300 LC

Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo):

Remarks

Art. 299 LC - No legal limits for any claim for an individual labour dispute.

Posibilidad de readmisión: Si

Conciliación previa obligatoria: No

Remarks

Art. 294 LC

Corte o Tribunal competente: jurisdicción ordinaria

Remarks

Art. 296 LC

Arbitraje: Si

Remarks

Art. 265 LC

% de controversias relativas al despido en relación al número total de controversias: 80