Referencias
Labour Code [LC]<br/>(Loi n° 028-2008-AN du 13 mai 2008 portant Code du Travail)
Fecha:
21 Aug 1970;
(ver en NATLEX
»)
Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: funcionarios publicos, ejército, magistratura
Art 3 LC
Contratos colectivos :
CDD regulados: Si
Razones de utilización legítima de CDD: sin restricción
Art. 49 LC
Número máximo de CDD consecutivos: sin restricción
Art. 52 LC: no limitation.
However, if the competent court rules that the number of successive FTC is excessive, the contract is deemed to be of an indefinite duration, except in some specific situations: art. 54 LC.
Duración máxima acumulativa de CDD consecutivos: sin limitación
No specified limitation concerning the maximum cumulative duration. However, if the competent court rules that the number of successive FTC is excessive, the contract is deemed to be of an indefinite duration, except in some specific situations: art. 54 LC.
Note that a single fixed-term contract can not be concluded for more than 24 months for national workers or 36 months for foreign workers.
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 42 LC. The probationary period varies according to
the category of workers:
It amounts to:
*8 days for workers paid on a hourly or daily basis,
*3 months for executives, technicians and similar positions,
*1 month for the other workers.
It can be renewed once.
(6 months = probationary period for executives, technicians (...) renewed once)
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, raza, color, sexo, religión, opinion política, origen social, nacionalidad, afiliación sindical y actividades sindicales, discapacidad, estatus VIH
Art. 4 and 71 LC.
See also 286 LC on trade union representatives and 147 LC on women on maternity leave.
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad
Art. 314 LC
Art. 147 LC: prohibition to dismiss women on maternity leave.
Forma de la notificación del despido al trabajador: escrita
Art. 65 LC
Plazo de preaviso:
Art. 66 LC and 30 of the Inter-occupational Collective Agreement:
The notice period varies according to the category of workers, as follows:
* 1 month for workers paid on a monthly basis who are not executives, supervisors, technicians
* 8 days for workers paid on a hourly or daily basis
* 3 months for executives, supervisors, engineers, technicians and similar workers.
Indemnización sustitutiva de preaviso: Si
Art. 68 LC
Notificación a la administración: No
However, it is mandatory in the event of a dismissal of a workers' representative: art. 314 LC.
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
However, such approval is mandatory in the event of a dismissal of a workers' representative: art. 314 LC.
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados) Specific requirements applicable to any economic dismissal affecting more than 1 employee.
Art. 99 LC
Notificación a la administración Yes
Art. 101 LC.
Notificación a los sindicatos (representantes de los trabajadores) Yes
Art. 102 LC
Notificación a los representantes de los trabajadores: Yes
Art. 101 LC
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
Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) Yes
Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.
Reglas de prioridad para la re-contratación Yes
Art. 99 LC, art. 104 LC.
:
No provision in the LC. However, severance pay is governed by art. 35 of the Inter-occupational Collective Agreement:
A worker is entitled to severance pay provided he has been employed continuously for a period of at least one year and he has not committed any serious misconduct. Severance pay corresponds to a percentage of the monthly overall wages per year of service and is set according to the length of service as follows:
*25% per year during the first 5 years;
*30% per year during the subsequent 5 years;
*40% per year after the tenth year.
: 0 mes(es)
: 0 mes(es)
: 0.25 mes(es)
: 0.5 mes(es)
: 1 mes(es)
: 1.25 mes(es)
: 2.75 mes(es)
: 6.75 mes(es)
:
Same as severance pay: dismissals for economic reasons are covered by the Inter-occupational Collective Agreement.
: 0 mes(es)
: 0 mes(es)
: 0.25 mes(es)
: 0.5 mes(es)
: 1 mes(es)
: 1.25 mes(es)
: 2.75 mes(es)
: 6.75 mes(es)
mineros: No
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Compensation for unfair dismissal (absence of valid ground): maximum 18 months' pay.
* Compensation for unfair dismissal (absence of valid ground) : Art. 74 LC.
In addition art. 76 LC provides for compensation for failure to observe the prescribed procedure (absence of written notification or written justification) which shall amount to maximum 3 months' pay.
directores/ gerentes: Si
Art. 70 LC
policía: Si
Before bringing the dispute to court, the parties have the obligation to resort to extra-judicial conciliation before the Labour Inspector (art. 320 LC).
Art. 338 LC
Arbitraje: No