Forma de la notificación del despido al trabajador:
Art. 53 of the Labour Code
Plazo de preaviso:
Article 53 LC. Procedure for termination of the employment contract by the employer
1. When an employer terminates an employment contract for the reasons provided for in article 52, paragraph 1 (1) and (2), of this Code, the employer must notify the employee in writing of the termination of the contract at least one month in advance, unless a longer notice period is stipulated in the employment contract or collective agreement. With the employee's written consent, the employment contract may be terminated before the expiry of the notice period. (...)
2. In the event of termination of an employment contract on the grounds stipulated in article 52, paragraph 1 (3), of this Code, the employer must notify the employees in writing of the termination of the employment contract 15 working days in advance, unless a longer notice period is stipulated in the employment or collective agreements. (...)
However, each of the grounds for contract termination outlined in Article 52 LC has its own procedure outlined in Article 53. One month notice is not applicable to all of the grounds. Notice period varies from 10 calendar days to 15 working days to 1 month. Some instances do not indicate on notice period (e.g. medical conditions, grounds for alcoholics).
On the basis that Article 53 LC provides for two different length of notice (either 15 days or 1 month) depending on the type of economic dismissal, an average between the two is taken in the table hereunder, i.e. 21 days.
Note: Before the LC change in 2017, Article 56 LC was not distinguishing between economic and non- economic dismissals, and the rules was one month notice for all types of dismissals. With the 2017 reform, Article 53 LC now provides for two different length of notice (either 15 days or 1 month) depending on the type of economic dismissal (i.e. both Art. 52 (1) (2) or (3) refer to economic dismissals).
By interpreting Article 53(3-10) LC, notice period is not considered for workers who are dismissed based on the grounds outlined in Article 52(4-25). There is no notice period but a procedure in place for non-economic dismissals which essentially delegates the examination of the case to third parties (e.g. attestation commission, medical group, courts).
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
duración de servicio ≥ 1 año:
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:
Art. 53 of the Labour Code states that with the written consent of the worker the termination can be made effective before the expiration of the notice period.
Notificación a la administración:
Notificación a los representantes de los trabajadores:
Update as of 2016: Article 18 (2) of the Trade Union Law provides that the trade union can submit an opinion regarding the termination of the contract of its members.
Aprobación de la administración publica o de organismos judiciales:
Acuerdo de los representantes de los trabajadores: