Labour Code, Law No. 92/007, [LC]
Fecha:14 Aug 1992;
(ver en NATLEX »)
Implementing texts dated 26 May 1993:
* Decree No. 021 setting the terms for termination of employment for economic reasons;
* Order No. 015 setting the conditions and duration of the notice period;
* Order No. 016 setting the terms for compensation and calculation of severance pay;
* Order No. 017 setting the terms for probationary period.
Fecha:1 Jan 1970;
(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: personal de prisiones, funcionarios publicos, policía, ejército, magistratura, otros
Art. 1(3) LC
CDD regulados: Si
Razones de utilización legítima de CDD: sin restricción
Art. 25 LC
Número máximo de CDD consecutivos: 2
Art. 25 (1) a) LC
Exceptions:
*Are not renewable contracts concluded for the execution of a specified task and contract which termination is subject to the occurrence of a future but certain event;
* Are renewable without limitation contracts of temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
Duración máxima acumulativa de CDD consecutivos: 48mes(es)
Art. 25 (1) a): maximum 2 years renewable once.
*This limitation does not however apply to temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
Duración maxima del periodo de prueba (en meses): 8 mes(es)
*Art. 2 of the Order N°017/MTPS/SG/CJ of 26 May 1993. The duration varies between 15 days and 4 months according to the professional category of the worker.
Reference is made to a number of categories divided in 4 groups. However, no information could be found on which workers were included in each category.
*Art. 26 LC
The probationary period cannot exceed 6 months including renewal, except for managerial staff for whom it can be extended to 8 months.
Obligación de motivar el despido:
Si
Art. 34 (1) LC
Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.
The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).
The LC does not contain any general provision on non-discrimination.
Art. 39 LC states that dismissal based on the opinions of the workers or his affiliation to a trade union are considered wrongful.
Pregnant women and women on maternity leave: art. 84 LC.
Art. 40 (7) and 130 LC : prior authorization by the labour administration for the dismissal of a workers' representative.
Art. 84 LC : prohibition of dismissal only during maternity leave and not during the whole period of pregnancy. However, pregnancy cannot justify dismissal.
Forma de la notificación del despido al trabajador: escrita
Art. 34 (1) LC
Plazo de preaviso:
Art. 1 of the Order No. 15 of 1993.
The notice period varies according to the professional category to which the worker belongs and the length of service.
* Categories I to VI and domestic workers:
- less than one year of service: 15 days;
- 1 to 5 years of service: 1 month;
- more than 5 years of service: 2 months.
* Categories VII to IX:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years of service: 3 months.
* Categories X to XII:
- less than one year of service: 1 month;
- 1 to 5 years of service: 3 months;
- more than 5 years of service: 4 months.
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. 36(1) LC
Notificación a la administración: No
Exceptions:
Notification is mandatory prior to any:
* individual dismissal on economic grounds (art 40 (6) LC)
* dismissal of a worker's representative (art. 130 LC).
Notificación a los representantes de los trabajadores: No
Exception:
Notification is mandatory prior to any individual dismissal on economic grounds: art. 40 (3) and (6) LC.
Aprobación de la administración publica o de organismos judiciales: No
Exception: any dismissal of a worker's representatives shall be approved by the competent administrative authority: art. 130 LC and 40(7) LC.
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados): No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds
Art. 40 LC refers to "any dismissal based on economic grounds"
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.
Notificación a la administración: Si
Art 40 (3), (4) (6) LC
Notificación a los representantes de los trabajadores: Si
Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.
Aprobación de la administración publica o de organismos judiciales: No
Except for the dismissal of workers' representatives: art. 40 (7) LC.
Acuerdo de los representantes de los trabajadores: No
Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
(Paul-Gérard Pougoué, Code du travail annoté, 1997)
Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): Si
Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si
Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required.
Reglas de prioridad para la re-contratación: Si
Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.
Indemnización por despido:
Art. 1 and 2 of the Order N° 016 of 26 May 1993:
- A worker is entitled to severance pay provided he has been employed for at least two years and he has not committed any serious misconduct.
- Severance pay corresponds to a percentage of the monthly overall wages per year of service and is set according to the length of service as follows:
*20% per year during the first 5 years
*25% per year from the 6th to the 10th year
*30% per year from the 11th to th 15th year
*35% per year from the 16th to the 20th year
*40 % per year after the 21st year
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: 0.8 mes(es)
duración de servicio ≥ 5 años: 1 mes(es)
duración de servicio ≥ 10 años: 2.25 mes(es)
duración de servicio ≥ 20 años: 5.5 mes(es)
Indemnización por despido por razones económicas:
No specific redundancy payment: severance pay covers dismissals for economic reasons. (Art. 1 and 2 of the Order N° 016 of 26 May 1993)
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 ≥ 2 años: 0.4 mes(es)
duración de servicio ≥ 4 años: 0.8 mes(es)
duración de servicio ≥ 5 años: 1 mes(es)
duración de servicio ≥ 10 años: 2.25 mes(es)
duración de servicio ≥ 20 años: 5.5 mes(es)
Compensación por despido injustificado - libre determinación de la Corte: No
Art. 39, (4) and (5) LC
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo):
Unfair dismissal: not more than 1 month's salary per year of service and not less than 3 months' salary.
In addition, failure to observe the procedural requirements gives rise to compensation of not more than 1 month's salary.
Art. 39, (4) and (5) LC
Posibilidad de readmisión: No
Except for workers' representatives: art. 130 LC.
Conciliación previa obligatoria: Si
Preliminary mandatory extra-judicial conciliation before the Labour Inspector (art. 139 LC).
Corte o Tribunal competente: tribunal del trabajo
Art. 131 and 133 LC
Arbitraje: No