Labour Code [LC], Act No XXII of 1992, as last amended by Act no. CV of 2011 dated 19 July 2011 which entered into force on August 1st, 2011
[Note that amendments adopted between 2005 and 2011 are not included in the English version]
Fecha:19 Jul 2011;
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Act on Equal Treatment and Promotion of Equal Opportunities, No CXXV of 2003
Fecha:28 Dec 2003;
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Tamaño de las empresas excluidas (≤): 20
Exclusion only applicable to collective dismissals: see definition of collective dismissal in sec. 94/A (1) LC.
The rules on individual dismissals apply to all enterprises.
Categorías de trabajadores excluidas: funcionarios publicos, policía, ejército, magistratura
Sec. 2 (1) LC states that public service relationship are governed by a separate act.
Note :
- The Labour Code makes special provisions for termination of employment of employees in executive positions. In particular, the obligation to justify dismissal and special protection against dismissal during certain periods do not apply (sec. 190 LC).
- The LC also provides for specific rules pertaining to termination of employment by temporary work agencies (sec. 193/I to 193/M LC).
- Provisions on collective redundancy do not apply to the crews of seagoing vessels (sec. 94/G, L).
Razones de utilización legítima de CDD: sin limitación para el primero CDD
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
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: 60mes(es)
Sec. 79 (5) LC.
However, this restriction does not apply to executives employees (sec. 190 (1) LC).
% de trabajadores bajo CDD: 8.8
Source: Eurostat, as of fourth trimester 2011.
The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
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 mes(es)
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
Sec. 89 (2) LC
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).
- 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).
* 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
Sec. 89 LC
Plazo de preaviso:
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:
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: No
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
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
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.
Sec. 94/A (1) LC
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Sec. 94/B LC
Notificación a la administración: Si
Sec. 94/D LC
Notificación a los representantes de los trabajadores: Si
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
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
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:
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 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0 mes(es)
duración de servicio ≥ 4 años: 1 mes(es)
duración de servicio ≥ 5 años: 2 mes(es)
duración de servicio ≥ 10 años: 3 mes(es)
duración de servicio ≥ 20 años: 5 mes(es)
Indemnización por despido por razones económicas:
No specific redundancy payment. Severance pay covers any dismissal for economic reasons (sec. 95 LC).
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 mes(es)
duración de servicio ≥ 4 años: 1 mes(es)
duración de servicio ≥ 5 años: 2 mes(es)
duración de servicio ≥ 10 años: 3 mes(es)
duración de servicio ≥ 20 años: 5 mes(es)
Compensación por despido injustificado - libre determinación de la Corte: No
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.)
Sec. 100 (4) and (6) LC
Posibilidad de readmisión: Si
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
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
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
No statutory provision nor information found.