Referencias
Protection against Dismissal Act [PADA], 1969, as last amended in April 2013<br/>(Kündigungsschutzgesetz - available in German only)
Fecha:
22 Aug 1970;
ver la pagina web
»
(ver en NATLEX
»)
Civil Code [CC], art. 611-630, 2002 (new version), as subsequently amended <br/>(Bürgerliches Gesetzbuch)
Fecha:
22 Aug 1970;
ver la pagina web
»
(ver en NATLEX
»)
Works Constitution Act [WCA], 2001 as amended up until April 20 2013 <br/>(Betriebsverfassungsgesetz)
Fecha:
22 Aug 1970;
ver la pagina web
»
Ámbito de aplicación
Tamaño de las empresas excluidas (≤): 10
As a result of a reform, since 31 December 2003, the PADA which is the main Act on dismissals only applies to employees in enterprises with more than 10 employees. However, those employees hired before 31 January 2004, in enterprises with more than 5 workers, keep their statutory protection (sec. 23 PADA).
The Works Constitution Act provides for the mandatory establishment of a works council (which intervenes in the dismissal procedure) in enterprises with 5 or more employees (sec. 1 WCA).
Lastly, enterprises with less than 20 employees are exempt from the requirements pertaining to collective dismissals (sec. 17 PADA).
Categorías de trabajadores excluidas: funcionarios publicos, ejército, directores/ gerentes, gente de mar
See sec. 23 PADA: it is understood that the law is applicable to employees working in public administration.
- Dismissal of civil servants and members of the armed forces are regulated by special acts (Bundesbeamtebgesetz and Soldatengesetz).
The provisions of the PADA on collective dismissals do not apply to sea going vessels and their crew (sec. 23 (2) PADA)
Executives and managers are not excluded but enjoy a limited degree of protection against dismissal. (sec. 14 PADA).
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Sec. 14 (1) Part-Time and Fixed-Term Employment Act (2011) [PTFTEA].
However, objective and material reasons are not required for the conclusion of a contract for a term not exceeding 2 years. Within this time frame, the contract can be renewed 3 times (sec. 14 (2) PTFTEA). For newly founded enterprises, this time limit is up to 4 years.
Similarly, no justification is required for the conclusion of fixed-term contracts with employees over 52 years old.
: 4
The extent of limitation in the number of successive depends on whether or not there is an objective reason for resorting to FTC:
* If there is an objective reason for each successive contract, it can be renewed without any limitation.
* FTC concluded without any justified reason are subject to a limitation of maximum 4 successive provided that the total duration does not exceed 2 years (sec. 14, 2 PTFTEA).
Duración máxima acumulativa de CDD consecutivos: 24mes(es)
The extent of limitation on the maximum cumulative duration depends on whether or not there is an objective reason for resorting to FTC:
* If there is an objective reasons for each successive contract, there is no limitation for renewing such FTC.
* FTC concluded without any justified reason are subject to a limitation of maximum 4 successive provided that the total duration does not exceed 2 years (sec. 14, 2 PTFTEA).
For newly founded enterprises, this time limit is up to 4 years.
% de trabajadores bajo CDD: 13.1
Source: Eurostat, as of second semester 2014.
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): 6 mes(es)
Sec. 622 (3) CC
Obligación de motivar el despido: Si
Motivos autorizados (despido justificado):
Motivos prohibidos: embarazo, licencia de maternidad, presentación de una queja contra el empleador, raza, color, sexo, orientación sexual, religión, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, origen étnico
The General Equal Treatment Act (2006, as amended in 2013) prohibits discrimination (including with respect of termination of employment) on the basis of race, ethnic origin, gender, sexual identity, religion, disability and age: sec. 1 and 2 (1) 2).
Prohibition of dismissal during pregnancy and maternity leave: sec. 9 Maternity Protection Act (as amended until 2002).
Sec. 75 WCA obligation of the employer and the works council to ensure that the employees do not suffer any discrimination on the ground of race, creed, nationality, origin, political or trade union activity or convictions, gender or sexual identity.
Sec. 612a CC prohibition to discriminate on the basis of the lawful exercise of his rights by the employee.
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 discapacidad
- Pregnant women : sec. 9 Federal Act on Maternity Protection (2002): prohibition of dismissal during pregnancy and up to 4 months after childbirth).
- Maternity /parental leave: sec. 18 of the Federal Parenting Benefits and Parental Leave Act (2007, as amended in December 2014)
- Disabled workers: sec. 85 Social Code, book IX: or consent of the integration office required.
- Worker's representatives: sec. 15 PADA.
Prohibition of dismissal except in case of serious misconduct (good cause).
Forma de la notificación del despido al trabajador: escrita
Sec. 623 CC
Plazo de preaviso:
Sec. 622 CC (applicable, unlike the PADA, to all cases of ordinary dismissals notwithstanding the size of the undertaking).
The notice period should be at least 4 weeks and increases according to the length of service as follows:
* 1 month, for at least 2 years of service;
* 2 months, for at least 5 years of service;
* 3 months, for at least 8 years of service;
* 4 months, for at least 10 years of service;
* 5 months, for at least 12 years of service;
* 6 months, for at least 15 years of service;
* 7 months, for at least 20 years of service.
(Note: during the probationary period (maximum 6 months), the notice period should be 2 weeks).
Indemnización sustitutiva de preaviso: No
Notificación a la administración: No
Except for pregnant women, employees on parental leave or disabled employees.
Notificación a los representantes de los trabajadores: Si
Sec. 102 Works Constitution Act: the works council must be consulted before every dismissal and can, on the basis of legally specified grounds, object to a dismissal.
However, the validity of the dismissal does not depend on the council's approval. As a consequence of the council's objection and if the employee has challenged the dismissal before the labour court, he will be entitled to continuation of employment during the pending procedure.
Aprobación de la administración publica o de organismos judiciales: No
Except for pregnant women, employees on parental leave or disabled employees.
Acuerdo de los representantes de los trabajadores: No
Sec. 102 Works Constitution Act: the works council must be consulted before every dismissal and can, on the basis of legally specified grounds, object to a dismissal.
However, the validity of the dismissal does not depend on the council's approval. As a consequence of the council's objection and if the employee has challenged the dismissal before the labour court, he will be entitled to continuation of employment during the pending procedure.
Definición de despido colectivo (número de empleados afectados) Within a period of 30 days:<br/>1) more than 5 employees in undertakings with 21 to 59 employees;<br/>2) 10% or more than 25 employees in undertakings with 60 to 499 employees;<br/>3) at least 30 employees in undertakings with at least 500 employees.<br/>
Sec. 17 PADA
Notificación a la administración Yes
Sec. 17 (2) PADA
Notificación a los sindicatos (representantes de los trabajadores) Yes
Sec. 17 (1) PADA
Notificación a los representantes de los trabajadores: Yes
Sec. 17(2) PADA
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) Yes
Sec. 1(3) PADA: mandatory social selection on the basis of length of service, age, family responsibilities, severe disability.
Note that this requirement applies to all dismissals based on urgent operational requirement notwithstanding the number of employees concerned (subject to the limitation on the scope of application of the PADA).
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No
Reglas de prioridad para la re-contratación Yes
Sec. 1 (2) 1: General obligation on the part of the employer to try to avoid dismissal, by offering the employee another position (applicable also to individual economic dismissal).
See also sec. 17(2) PADA: Alternatives to redundancies and ways to mitigate the effect are to be discussed in the framework of the consultation process between the employer and the works council.
(Note: In undertakings with more than 20 employees, the works council can request a social plan to mitigate the effects of redundancy)
: 0 mes(es)
: 0 mes(es)
: 0 mes(es)
: 0 mes(es)
: 0 mes(es)
: 0 mes(es)
: 0 mes(es)
: 0 mes(es)
:
Sec. 1a PADA: an employee dismissed on the basis of urgent operational requirements is entitled to severance pay, the amount of which equal 0.5 months' pay for each year of employment, provided he has not challenged the dismissal within 3 weeks following the notice of termination.
(According to sec. 1a (2) PADA, for the purpose of calculating the length of service in relation to severance pay, a period of more than 6 months should be counted as 1 year.
: 0.5 mes(es)
: 0.5 mes(es)
: 0.5 mes(es)
: 1 mes(es)
: 2 mes(es)
: 2.5 mes(es)
: 5 mes(es)
: 10 mes(es)
mineros: No
Sec. 10 PADA
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Compensation shall not exceed 12 months' wages. <br/>2 exceptions: <br/>- up to 15 month's wages for workers aged over 50 and with at least 15 years of service,<br/>- up to 18 months for workers aged over 55 and with at least 20 years of service
Sec. 10 PADA
directores/ gerentes: Si
If the Court finds that the dismissal lacks social justification, it will declare it void and therefore the employment relationship continues. However, it can be dissolved upon request of either party when continuation of employment is no longer tolerable. In such cases, the Court will award compensation (sec. 9 PADA).
policía: Si
Sec. 54 (1) PADA: preliminary conciliation before the Labour Court should take place within two weeks after the application has been filed.
Sec. 4 PADA and sec. 2 of the Federal Labour Court Act , 1953 (as last amended in 2013).
Arbitraje: No
Duración del procedimiento: 2.7mes(es)
Figures for 2014: they correspond to the average total length of procedure before the States (Länder) Labour Courts (first instance) for dismissal cases in Germany.
The average duration of appeal proceedings is 5.4 months
Source:
Statistiches Bundesamt, destatis (Federal Statistic Office), Rechtspflege - Arbeitsgerichte 2008, Fachserie 10 Reihe 2.8, 2015, p. 48 and 90.
Definición de despido colectivo (número de empleados afectados): 52.6
Figure for 2014 = % of dismissal cases out of all labour disputes in Germany (States Labour Courts).
Source:
Statistiches Bundesamt, destatis (Federal Statistic Office), Rechtspflege - Arbeitsgerichte 2014, Fachserie 10 Reihe 2.8, 2015 p. 46 and 48. Link provided below under "scope of additional information".