Referencias
Labour Code [LC] of 9 November 2004, last amended by Law LA-109-N of 17.06.16 available only in Armenian on the following link: http://www.irtek.am/views/act.aspx?aid=150003
Fecha:
22 Aug 1970;
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
However, art. 116 LC defines collective dismissal for economic reasons as any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months. This leads in practice to the non applicabilty of collective dismissal regulation to enterprises with less than 10 workers.
Categorías de trabajadores excluidas: ninguna
Art. 7 LC
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 95 LC regulates fixed-term contracts of employment (Article 95 amended by HO-117-N of 24.06.10, LA-96-N dated 22.06.15)
Art. 101 LC provides the possibility to conclude a contract of employment of up to 2-month duration (temporary employment contracts)
Número máximo de CDD consecutivos: sin restricción
Duración máxima acumulativa de CDD consecutivos: sin limitación
Art. 95 LC
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 92 LC: the probationary period cannot exceed 3 months. However the probationary period up to 6 months may be established by law for some categories of workers.
Obligación de motivar el despido: Si
Motivos autorizados (despido justificado):
Motivos prohibidos: estado civil, embarazo, licencia de maternidad, responsabilidades familiares, presentación de una queja contra el empleador, enfermedad o accidente profesional temporal, raza, sexo, religión, opinion política, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, lengua, participación en una huelga legal, disfrute legal de licencias
Art. 114 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 con licencia temporal por enfermedad
Art. 119 provides that any elected representative of workers may be dismissed only with the authorization by the representative body of workers.
On temporary work incapacity, see art. 118 LC
Forma de la notificación del despido al trabajador: escrita
Art. 115 LC
Plazo de preaviso:
Article 115 LC as amended by Law No. 117-N of 24 July 2010 reads as follows:
“(...) the employer is obliged to notify in written form
the worker who has worked up to one year not later than 14 days prior,
the worker having worked from a year to five years- 35 days prior,
the worker having worked from 5 to 10 years - 42 days prior,
the worker having worked up to 15 years- 49 days prior,
the worker having worked for more than 15 years - 60 days prior. (...)"
Indemnización sustitutiva de preaviso: Si
Art. 115 LC - in case of non-respect of the notice period, the employer must compensate the worker for each day of the notice period on the basis of worker' average wage.
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Art. 119 provides that any elected representative of workers may be dismissed only with the prior consent of representative body of workers.
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados) The collective dismissal for economic reasons is any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months.
Art. 116 LC
Notificación a la administración No
Notificación a los sindicatos (representantes de los trabajadores) Yes
Art. 116: The employer must, 2 months in advance, inform the public employment service on the number of contemplated collective dismissals for economic reasons.
Notificación a los representantes de los trabajadores: Yes
Art. 116: The employer must, 2 months in advance, inform workers' representatives on the number of contemplated collective dismissals for economic reasons.
Acuerdo de los sindicatos (representantes de los trabajadores) 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...) No
Reglas de prioridad para la re-contratación Yes
Art. 113: Before any dismissal for economic reasons, the employer must propose to the worker any transfer or vocational training within the available possibilities in the enterprise.
:
Art. 129 LC
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
:
Art. 129 LC
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): If the worker's reinstatement is impossible, the tribunal obliges the employer to pay the worker the average wages for the period of the "imposed non-work" since the date of the dismissal.
Art. 265 LC
directores/ gerentes: Si
Art. 265 LC
policía: No
Art. 264 LC
Arbitraje: No
Duración del procedimiento:
Art. 265: the worker may bring a complaint about his or her dismissal to the tribunal within the period of two months after receiving the notification about the termination of his or her employment.