Art. 14 Labour Code (c): The Labour Code does not apply to agricultural or livestock farms that permanently occupy no more than five workers. However, the Executive Power may determine through decrees which rules of this Code will be applied to them. For this purpose, it will begin with those that do not imply economic assessment for employers.
However, it was considered unenforceable by resolution of the Supreme Court of Justice of July 22, 1954
Moreover, Public officials subject to a public employment relationship are governed by the civil service rules established in the General Law of Public Administration and the Civil Service Statute. In the absence of express regulations that regulate certain aspects, the provisions established in the CT are applicable in a supplementary manner to them.

Articles 26 of Labour Code provides that the fixed-term employment contract can only be agreed when the nature of the work merits it. In the same way, this type of contract can be carried out before occasional and extraordinary work. On the contrary, it cannot be agreed when the work is of a permanent nature.

See Article 26 above.

Arts. 26 and 27 Labour Code: The fixed-term or fixed-term contract must be stipulated for a period not exceeding one year. For the determination of said time, the extensions made to the employment contract must be taken into consideration. If special technical preparation is necessary to carry out the work, the employment contract can be extended for up to five years.
However, if the nature and cause of the work remain at the end of the employment contract for a certain period of time and the hiring is not renewed, it will be interpreted for the benefit of the worker as an employment contract for an indeterminate period and the payment of the corresponding workers' compensation will proceed. The foregoing would proceed even if the year of seniority is not exceeded.

Arts. 26 and 27 Labour Code: The fixed-term or fixed-term contract must be stipulated for a period not exceeding one year. For the determination of said time, the extensions made to the employment contract must be taken into consideration. If special technical preparation is necessary to carry out the work, the employment contract can be extended for up to five years.

The trial period is not regulated by the legal system. However, it is often confused with the initial term of three months in the contracts for an indefinite period, in which it is possible to terminate the employment relationship without the employer having to pay the notice and severance pay, according to article 28 (a) of the Labour Code.

Articles 28 and 29 provide rules for prior notice and severance pay in case of termination of employment contract after 3 months. However, there is no information in the law in relation to shorter periods.

Article 35 provides that it is only mandatory to provide written declaration of reasons for dismissal if requested by the worker.
However, if it is a dismissal for a cause attributable to the worker, the employer must detail the facts that supported it in the dismissal letter, which will be the only ones that can later be discussed in court. This new provision has been brought by the Law No. 9343/2016 (One of the laws that performed the reform).

Private employment relationships are governed by free dismissal, therefore, the employer can dismiss a worker without just cause, but with the payment of the corresponding workers' compensation (article 85 (d) of the Labour Code).
On the other hand, the Labour Code also has a list of grounds that merit the application of disciplinary dismissal (Article 81 and 369 of Labour Code), in which case no severance or redundancy payment should be paid.
A dismissal is also possible for health reasons arising from a work risk, when the worker's relocation is not possible (article 254 Labour Code), with the payment of the corresponding workers' compensation (severance payment), in accordance with article 29 of Labour Code.

Article 94 of Labour Code provides that is forbidden to dismiss pregnant workers or workers who are breastfeeding, as well as indicate that in case os unlawful dismissal the worker can request reinstatement before the courts. Article 367 of Labour Code provides stability to trade union members and workers representatives.
Moreover, persons reporting sexual harassment are protected by the Law against Sexual Harassment in Employment and Teaching.

Preliminarily, the principle of non-discrimination was regulated by Law No. 2694 of November 22, 1960, which establishes that all types of discrimination in employment are prohibited, which refers to race, sex, age, religion, color, marital status , political opinion, national ancestry, social origin, affiliation or economic situation. In addition, the art. 33 of the Political Constitution generally establishes the principle of equality and the principle of non-discrimination. Particularly, article 57 regulates equal pay and article 68 prohibits discrimination at work.

See article 94 of Labour Code.

Although the law does not provide a statutory form of communication of the termination, article 35 provides that, if requested by the worker, a written declaration shall be provided, containing information related to the duration of the contract, type of work, performance and reasons for termination.
However, if the termination happened due to disciplinary reasons, the mentioned written communication is mandatory.

According to article 28 of Labour Code, in case of dismissals without valid grounds in open-end contracts, the worker should be given a prior notice, if the employment contract lasts at least 3 months.
On the other hand, the employer is not obliged to provide prior notice in case the dismissal is due to disciplinary reasons. The employer is also not obligated to provide prior notice in fixed term contracts, unless the contract is being terminated before the term or the conclusion of the work, provided that the period of one year has not been exceeded.

Article 28 of Labour Code provides that in case the prior notice cannot be given in working days, it will be compensated with respective salary.

In the private employment regime, due process is not required before dismissal. Only in the case of workers with special protection is it necessary to process and obtain judicial or administrative authorization prior to applying the disciplinary dismissal (art. 540 Labour Code after the 2016 Reform)

There is no legal norm, but it can be regulated by collective bargaining agreement

There is no legal norm, but it can be regulated by collective bargaining agreement.

There is no legal norm, but it can be regulated by collective bargaining agreement.

There is no legal norm, but it can be regulated by collective bargaining agreement.

Article 29 of Labour Code provides that if the employment contract for an undetermined time ends due to unjustified dismissal, or some of the causes provided for in article 83 or other beyond the worker's will, the employer must pay severance payment in accordance with the following rules :
1. After continuous work of not less than three months nor more than six, an amount equal to seven days of salary.
2. After continuous work of more than six months but less than one year, an amount equal to fourteen days of salary.
3. After continuous work of more than one year, with the amount of days of salary indicated in the following table:
a) 1 year: 19.5 days per year worked; b) 2 years: 20 days per year worked or fraction exceeding six months; c) 3 years: 20.5 days per year worked or fraction exceeding six months; d) 4 years: 21 days per year worked or fraction exceeding six months; e) 5 years: 21.24 days per year worked or fraction exceeding six months; f) 6 years: 21.5 days per year worked or fraction exceeding six months; g) 7 years: 22 days per year worked or fraction exceeding six months; h) 8 years: 22 days per year worked or fraction exceeding six months; i) 9 years: 22 days per year worked or fraction exceeding six months; j) 10 years: 21.5 days per year worked or fraction exceeding six months; k) 11 years: 21 days per year worked or fraction exceeding six months; l) 12 years 20.5 days per year worked or fraction exceeding six months; m) 13 years and following: 20 days per year worked or fraction exceeding six months..

If the dismissal occurs without a cause in fixed-term contracts before the final term, the worker must be compensated with fixed compensation and compensation for damages (art. 31 Labour Code).
Despite the above, if the contract has been stipulated for six months or more; or longer if the execution of the work demands, by its nature or importance, should last this period or a longer one, the referred additional compensation can never be less than twenty-two days of salary.
Severance payment is due to all cases of dismissals by employer´s initiative, with the exception of dismissals due to just cause concerning the situations provided by articles 81 and 369 of Labour Code.

Art. 82 Labour Code provides that if a termination based on valid grounds is challenged in court and the employer fails prove the cause that founded the worker's dismissal, the worker shall have the right to be paid the amount of the prior notice, the unemployment assistance that may correspond, and, as well, severance pay and wages that would be received due to the termination of the contract until the date in which, in accordance with the legal terms to process and resolve, the conviction against the employer should have been final. The judge might also determine the payment of compensation for damages.

See article 82 of Labour Code. The court might defined compensation for damages, in addition to the correspondent severance pay and prior notice.

See Article 82 of Labour Code and rules for severance pay.

The reinstatement of the worker proceeds only when requested at the judicial level and when it is demonstrated that the worker has been unjustifiably dismissed for discriminatory reasons or in cases in which the worker has a special protection against dismissal, the employer did not process and did not obtain the corresponding judicial or administrative authorization prior to the application of the disciplinary dismissal.
Additionally, the worker may request that the employer be ordered to pay wages as long as he is not reinstated in his job.

Article 430 of Labour Code

Art. 218 Labour Code: The Labour Tribunals and/or The Conciliation and Decision Boards (junta de conciliación y decisión,) have jurisdiction over claims of unfair dismissal. The "juntas de conciliación y decisión" which are tripartite bodies and are integrated into the "Jurisdiccion Laboral".
The worker can submit their differences to an arbitration in administrative headquarters before the Ministry of Labor and Social Security or in judicial headquarters before the labour courts and in the Centers for Alternate Conflict Resolution, which are private centers duly registered with the Ministry of Justice (Law on Alternate Resolution of Conflicts and Promotion of Social Peace, Law No. 7727 of December 9, 1997 and art. 456 LC).

Article 317 of Civil Procedure Code.