Referencias
Labour Code of Albania No. 7961 of July 12, 1955, as last amended by Law No. 10053 of December 29, 2008.
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Categorías de trabajadores excluidas:
CDD regulados:
Art. 140(2) LC states that as a rule, the employment contract shall be concluded for an indefinite period. The contract of employment for a specified period must be justified by objective reasons or related to the temporary nature of the task. If the contract duration is not determined accurately by the parties entering into the contract, the contract shall be treated as the one of indefinite period.
Razones de utilización legítima de CDD: razones materiales y objetivas
The contract of employment for a specified period must be justified by objective reasons or related to the temporary nature of the task. If the contract duration is not determined accurately by the parties entering into the contract, the contract shall be treated as the one of indefinite period.(Art. 140 LC)
Número máximo de CDD consecutivos: sin restricción
Duración máxima acumulativa de CDD consecutivos: sin limitación
However, after the contract period expires and the parties to the contract quietly extend its duration beyond the initial period, the second contract quietly extended shall be considered as a contract of indefinite duration. (Art. 149.2 LC)
Duración maxima del periodo de prueba (en meses): 3 mes(es)
Art. 142 LC
Excluded from protection against dismissal:
Art. 142 LC states that during the trial period, each party may terminate the contract by notifying the other party of its decision at least 5 days in advance.
Obligación de motivar el despido: Si
Motivos autorizados (despido justificado):
Motivos prohibidos: estado civil, embarazo, responsabilidades familiares, raza, color, sexo, religión, opinion política, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, situación económica, ejercicio de un derecho, nacimiento, cumplir obligaciones cívicas
Art. 146 LC lists the above mentioned prohibited grounds of termination. Moreover, the law states that if the contract is terminated without cause, the employee has the right to sue the employer in a court of law within 180 days of the expiration of the notice. When improper motive has been discovered after the expiration of this 180 days period, the employee must file the claim within 30 days from the date of discovery of the motive.(Art. 146.1 LC)
Termination of the contract without cause is invalid. The employer has terminated the contract without cause, is obliged to pay the employee an indemnity up to a year in wages. For employees in public administration, where there is a final court decision to return the worker to his/hers previous job, the employer is required to implement this decision.
Art. 105/a(2) LC - Provisions on maternity protection in relation to the termination of employment
Art. 107 LC - on maternity protection and adoption
Art. 9 LC - general provision on prohibition of discrimination
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares
Art. 146 LC
Art. 105/a(2) LC - Provisions on maternity protection in relation to the termination of employment
Art. 107 LC - on maternity protection and adoption
Art. 9 LC - general provision on prohibition of discrimination
Forma de la notificación del despido al trabajador: escrita
Art. 144.1 LC
Plazo de preaviso:
Art. 143 provides with following minimum notice periods:
1. up to six months's service- two weeks' notice;
2.for more than six months up to one year-one month notice;
3.for more than one year of service to five years-two months' notice;
4.for more than five years of service-three months' notice.
Indemnización sustitutiva de preaviso:
The Labour Code does not explicitly provide with the pay in lieu of notice. However in case the employer does not notify the employer of the intention to terminate the contract at least 72 hours prior to the real notice- in order to set up a meeting and discuss the motives, the employer shall pay the employee an indemnity of two months salary, added to other possible remedies. Termination of the contract in violation of this provision remains valid. (Art. 142 LC)
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)
Art. 148.1 LC defines collective dismissal as a termination of employment by the employer for the reasons not related to the employee where the number of dismissals within 90 days is
(a) at least 10 in enterprises employing up to 100 employees;
(b) 15 in enterprises employing 100-200 employees;
(c) 20 in enterprises employing 200-300 employees; and
(d) 30 in enterprises employing more than 300 employees.
Notificación a la administración Yes
According to the Art. 148.2 LC the employer must notify the workers' representatives and the notice shall contain in particular the reasons for dismissal, the number of employees to be dismissed, the number of workers normally employed and the time frame during which it is planned to execute these dismissals.
Notificación a los sindicatos (representantes de los trabajadores) Yes
Art. 148.2 LC
Notificación a los representantes de los trabajadores: Yes
Yes, art. 148.2 LC
Acuerdo de los sindicatos (representantes de los trabajadores) No
However, art. 148.4 LC states that the employer shall notify in writing the Ministry of Labour and Social Affairs on the completion of the consultations with workers representatives.
Unless the parties have agreed, the Ministry of Labour and Social Affairs helps the parties to reach an agreement within 20 days from the date of the notice provided for to the relevant Ministry, unless the employer agrees to a longer duration. Ministry of Labour and Social Affairs can not prevent the collective dismissals.
Acuerdo de los representantes de los trabajadores No
However, the consultations are held with workers representatives within 20 days from the date of notice provided to the workers representatives. The aim of these consultations is finding a solution in order to avoid or reduce the collective dismissals and as well as to mitigate their consequences. (Art. 148.3 LC)
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...) Yes
Art. 148.7 LC
Reglas de prioridad para la re-contratación No
tenure ≥ 6 meses: 0 mes(es).
tenure ≥ 9 meses: 0 mes(es).
tenure ≥ 1 año: 0 mes(es).
tenure ≥ 2 años: 0 mes(es).
tenure ≥ 4 años: 2 mes(es).
tenure ≥ 5 años: 2.5 mes(es).
tenure ≥ 10 años: 5 mes(es).
tenure ≥ 20 años: 10 mes(es).
tenure ≥ 6 meses: 0 mes(es).
tenure ≥ 9 meses: 0 mes(es).
tenure ≥ 1 año: 0 mes(es).
tenure ≥ 2 años: 0 mes(es).
tenure ≥ 4 años: 2 mes(es).
tenure ≥ 5 años: 2.5 mes(es).
tenure ≥ 10 años: 5 mes(es).
tenure ≥ 20 años: 10 mes(es).
mineros: Si
The employee who has been unjustifiably dismissed in entitled to a compensation, however there are some legal limits on this prescribed by the Labour Code. (Art. 146 LC).
: Si
Art. 146.3 LC states that in the case of unjustified termination the employer is obliged to pay the employee an indemnity up to a year in wages, which are then added to the wage that he/she should get because of the breach of the term of notice.
Si
Art. 146.3 LC states that in the case of unjustified termination the employer is obliged to pay the employee an indemnity up to a year in wages, which are then added to the wage that he/she should get because of the breach of the term of notice.
directores/ gerentes:
Unclear- the Labour Code states that in the case of the employees in public administration if the final court decision is the reinstatement the employer is required to implement this decision.
policía: No
Art. 172 LC
Arbitraje: No