Razones de utilización legítima de CDD: sin limitación para el primero CDD

Remarks

The LC does not require any specific reason for resorting to a FTC for the first time (sec. 79 2) - 7) LC).
However, a contract renewed without a valid reason ("rightful interest") on the part of the employer and aimed at compromising the interest of the employee is deemed established for an indefinite duration (sec. 79 (4) LC).

Número máximo de CDD consecutivos: sin restricción

Remarks

However, a contract renewed without a valid reason ("rightful interest") on the part of the employer and aimed at compromising the interest of the employee is deemed established for an indefinite duration (sec. 79 (4) LC).

Duración máxima acumulativa de CDD consecutivos: 60meses

Remarks

Sec. 79 (5) LC.
However, this restriction does not apply to executives employees (sec. 190 (1) LC).

% de trabajadores bajo CDD: 8.5

Remarks

Source: Eurostat, 2009 (annual average).
The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
Eurostat data are based on the following definition:
"A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."

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

Remarks

Pursuant to sec. 81 LC, the trial period shall be 30 days. It can however be extended to a maximum of 3 months if so stipulated in a collective agreement or agreed upon by the parties.

Obligación de motivar el despido: Si

Remarks

Sec. 89 (2) LC

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

Remarks

Sec. 89(3) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations).

Motivos prohibidos: estado civil, embarazo, licencia de maternidad, enfermedad o accidente profesional temporal, raza, color, sexo, orientación sexual, religión, opinion política, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, situación económica, cumplimiento del servicio militar o civil, lengua, licencia paternal, estado de salud, origen étnico

Remarks

- Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
- In addition, pregnancy, parental leave; temporary injury or illness are periods during which dismissal is prohibited (sec. 89 (4) LC).

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

Remarks

* Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 28 (1) LC.
* The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 90 (1) LC.
* Workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits: sec. 89(7) LC.

Forma de la notificación del despido al trabajador: escrita

Remarks

Sec. 89 LC

Plazo de preaviso:

Remarks

Sec. 92 LC: The notice period is minimum 30 days and maximum 1 year.
The 30-day period is extended by:
* 5 days after 3 years of service;
* 15 days after 5 years of service;
* 20 days after 8 years of service;
* 25 days after 10 years of service;
* 30 days after 15 years of service;
* 40 days after 18 years of service;
* 60 days after 20 years of service.

duración de servicio ≥ 6 meses:

  • Todos: 1 meses.

duración de servicio ≥ 9 meses:

  • Todos: 1 meses.

duración de servicio ≥ 2 años:

  • Todos: 1 meses.

duración de servicio ≥ 4 años:

  • Todos: 1.17 meses.

duración de servicio ≥ 5 años:

  • Todos: 1.5 meses.

duración de servicio ≥ 10 años:

  • Todos: 1.83 meses.

duración de servicio ≥ 20 años:

  • Todos: 3 meses.

Indemnización sustitutiva de preaviso: No

Notificación a la administración: No

Notificación a los representantes de los trabajadores: No

Remarks

However, in case of dismissal of an elected trade union representatives, prior consent of the higher ranking trade union body is requested: sec. 28 (1) LC

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: No

Remarks

However, in case of dismissal of an elected trade union representatives, prior consent of the higher ranking trade union body is requested: sec. 28 (1) LC.

Definición de despido colectivo (número de empleados afectados): At least:
1) 10 employees in undertakings with 20 to 99 employees;
2) 10 % of the employees in undertakings with 100 to 299 employees;
3) 30 employees in undertakings with at least 300 employees within 30 days.

Remarks

Sec. 94/A (1) LC

Consultación previa con los sindicatos (representantes de los trabajadores): Si

Remarks

Sec. 94/B LC

Notificación a la administración: Si

Remarks

Sec. 94/D LC

Notificación a los representantes de los trabajadores: Si

Remarks

Sec. 94/B and 94/E LC

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

Remarks

No criteria listed. Selection criteria are mentioned in sec. 94/B (1) b) as one of the elements to be communicated to the worker's representatives during the consultation process.

Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si

Remarks

Art. 94/B (5) LC: elements to be considered in the course of the consultation process.

Reglas de prioridad para la re-contratación: No

Indemnización por despido:

Remarks

Sec. 95 LC.
Severance pay - following a dismissal (including on economic grounds) or the dissolution of the employer - varies according to the length of service, as follows:
* 1 month's pay for at least 3 years of service;
* 2 months' pay for at least 5 years of service;
* 3 months' pay for at least 10 years of service;
* 4 months' pay for at least 15 years of service;
* 5 months' pay for at least 20 years of service;;
* 6 months' pay for at least 25 years.

While workers who qualify as pensioner (62 year old) are not entitled to severance pay, workers between 57 and less than 62 are entitled to the above mentioned amount increased by 3 months' wages.

duración de servicio ≥ 6 meses: 0 meses

duración de servicio ≥ 9 meses: 0 meses

duración de servicio ≥ 1 año: 0 meses

duración de servicio ≥ 4 años: 1 meses

duración de servicio ≥ 5 años: 2 meses

duración de servicio ≥ 10 años: 3 meses

duración de servicio ≥ 20 años: 5 meses

Indemnización por despido por razones económicas:

Remarks

No specific redundancy payment. Severance pay covers any dismissal for economic reasons (sec. 95 LC).

duración de servicio ≥ 6 meses: 0 meses

duración de servicio ≥ 9 meses: 0 meses

duración de servicio ≥ 1 año: 0 meses

duración de servicio ≥ 2 años: 0 meses

duración de servicio ≥ 4 años: 1 meses

duración de servicio ≥ 5 años: 2 meses

duración de servicio ≥ 10 años: 3 meses

duración de servicio ≥ 20 años: 5 meses

Compensación por despido injustificado - libre determinación de la Corte: No

Remarks

Sec. 100 (4) LC

Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Compensation (in lieu of reinstatement): min. 2 months' pay and max. 12 months' pay
(In addition the employee shall be reimbursed for the lost wages and compensated for any damages arising from such loss.)

Remarks

Sec. 100 (4) and (6) LC

Posibilidad de readmisión: Si

Remarks

Sec. 100 LC:
If the Court rules that the employment was unlawfully terminated, it must order reinstatement of the employee if he so requests. However, upon request of the employer and under certain conditions, the court can refrain from ordering reinstatement.

Conciliación previa obligatoria: No

Remarks

However, the parties can resort to extra-judicial conciliation provided it is so stipulated in a collective agreement (sec. 199/A LC).

Corte o Tribunal competente: tribunal del trabajo

Remarks

Labour Courts have jurisdiction in the first instance over disputes arising from the employment relationship. Appeals are heard by regular courts. (Sec. 16 of Act LXVI of 1997 on the organisation and administration of courts)

(http://ec.europa.eu/civiljustice/jurisdiction_courts/jurisdiction_courts_hun_en.htm)

Arbitraje: No

Remarks

No statutory provision nor information found.