Labour Act [LA], Act No. 651 of 2003
(in force since 31 March 2004)
Fecha:8 Oct 2003;
ver la pagina web »
(ver en NATLEX »)
Labour Regulations, 2007 (L.I. 1833)
(in force since 31 July 2007)
Fecha:28 May 2007;
(ver en NATLEX »)
Labour Act [LA], Act No. 651 of 2003
(in force since 31 March 2004)
Fecha:8 Oct 2003;
ver la pagina web »
(ver en NATLEX »)
Labour Regulations, 2007 (L.I. 1833)
(in force since 31 July 2007)
Fecha:28 May 2007;
(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: cuerpos de seguridad estatales, personal de prisiones, policía, ejército, cuerpos de seguridad estatales, personal de prisiones, policía, ejército
*Art. 1 LA: army, police, security and intelligence agencies, prison personnel are excluded from the scope of application of the Labour Act.
*Art. 66 LA: the provisons on termination of employment do not apply to workers engaged for specified period or sepcified work; workers on a probationnary period; workers engaged on casual basis.
CDD regulados: No
Razones de utilización legítima de CDD: sin restricción
The Labour Act does not refer to any specific legal regime for the use of fixed-term contracts.
Only temporary and casual employment are regulated by special provisions (art. 73 to 78 LA)
(Note: Art. 78: "temporary worker" means a worker who is employed for a continuous period of not less than one month and is not a permanent worker or employed for a work that is seasonal in character; "casual worker" means a worker engaged on a work which is seasonal or intermittent and not for a continuous period of more than 6 months and whose remuneration is calculated on a daily basis".)
Número máximo de CDD consecutivos: sin restricción
No statutory limitation found in the legislation reviewed.
Duración máxima acumulativa de CDD consecutivos: sin limitación
No statutory limitation found in the legislation reviewed.
The Labour Act does not refer to any specific legal regime for the use of fixed-term contract.
Only temporary and casual workers are regulated by special provisions (art. 73 to 78 LA)
Duración maxima del periodo de prueba (en meses):
No statutory maximum duration. The Labour Act refers to a "reasonable duration". Probationary period is generally provided in collective agreement
*Art. 66 LA refers to workers serving a probation or qualifying period of employment of reasonable duration determined in advance.
*Art. 98 d) LA : A collective agreement may include provisions on the period of probation and conditions on probation.
Duración maxima del periodo de prueba (en meses):
No statutory maximum duration. The Labour Act refers to a "reasonable duration". Probationary period is generally provided in collective agreement
*Art. 66 LA refers to workers serving a probation or qualifying period of employment of reasonable duration determined in advance.
*Art. 98 d) LA : A collective agreement may include provisions on the period of probation and conditions on probation.
Obligación de motivar el despido
No
No legal provision requiring justification to the employee.
See however art. 63 (4) a) LA:
"A termination may be unfair if the employer fails to prove that the reason for the termination is fair".
Art. 62 LC: "A termination of a worker¿s employment is fair if the contract of employment is terminated by the employer on any of the following grounds:
(a) that the worker is incompetent or lacks the qualification in relation to the work for which the worker is employed;
(b) the proven misconduct of the worker;
(c) redundancy under section 65;
(d) due to legal restriction imposed on the worker prohibiting the worker from performing the work for which he or she is employed".
Art. 63 LA.
Forma de la notificación del despido al trabajador: escrita
Art. 17(3) LA: Notice of termination must be in writing.
Plazo de preaviso:
Art. 17 (1), (2) LA:
* The notice period varies according to the length of the contract as follows:
- 1 month's notice (or pay in lieu of notice) in the case of a contract of 3 years or more;
- 2 weeks' notice (or pay in lieu of notice) in the case of a contract of less than 3 years;
- 7 days' notice (or pay in lieu of notice) in the case of a contract from week to week.
* A contract of employment determinable at the will of the party may be terminated at the close of anyday without notice.
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. 17 (1) and 18 (4) LA.
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
Definición de despido colectivo (número de empleados afectados):
No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".
Art. 65 LA. No reference to any number of employees concerned.
Definición de despido colectivo (número de empleados afectados):
No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".
Art. 65 LA. No reference to any number of employees concerned.
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Art. 65 (1) b) LA.
Notificación a la administración: Si
Art. 65 (1) a) LA: 3 months in advance.
Notificación a los representantes de los trabajadores: Si
Art. 65 (1) b) LA.
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. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.
Reglas de prioridad para la re-contratación: No
1) Individual dismissals (not based on economic reasons): no severance pay.
2) Economic dismissals: redundancy payment subject to negotiation between the employer and the worker or the trade union concerned. (Art. 65 (4) LA)
Compensación por despido injustificado - libre determinación de la Corte: Si
Art. 64 (2) c) LA.
Posibilidad de readmisión: Si
Art. 64 (2) a) LA.
Conciliación previa obligatoria: No
Corte o Tribunal competente: tribunal del trabajo
Art. 64 LA.
The competent body is the National Labour Commission. It shall exercise adjudicating and dispute settement functions in complete independence (art. 138 LA). Moreover, in settling an industrial dispute, the Commission shall have the same enforcing powers as the High Court and enjoy the same priviledges and immunities in regard to its proceedings (art. 139 LA).
Arbitraje: Si
Mediation: art. 154 LA.
Arbitration: art. 157 LA.
% de controversias relativas al despido en relación al número total de controversias: 51.7
Figure for the year 2008.
This figure includes:
- Summary dismissals (21.2%)
- Unfair terminations (23.9%)
- Redundancy/lay-Off/ Severance pay (6.6%)
Source: Annual Report of the National Labour Commission for the year 2008