Referencias
Labour Proclamation Act No 377/2003 [LP];
Fecha:
20 Aug 1970;
(ver en NATLEX
»)
Labour (Amendment) Proclamation Act No 494/2006 [LAP]
Fecha:
21 Aug 1970;
ver la pagina web
»
(ver en NATLEX
»)
Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: funcionarios publicos, policía, ejército, magistratura, directores/ gerentes
See art. 3 (2) LP.
Are excluded from the application of the LP:
* contracts relating to persons such as members of the Armed Force, member of the Police Force, workers of state administration, judges of courts of law, prosecutors and others whose employment relationship is governed by special laws,
* contracts relating to persons holding managerial positions (see art. 3 (2) c) as amended by the LAP 2006)
* contracts for the purpose of upbringing, treatment, care or rehabilitation;
* contracts for the purpose of educating or training other than apprentices;
* contracts relating to persons who performs an act in consideration of payments at his own business or professional responsibility under a contract of service.
*Apprentices are not excluded from the general application of the LP. However termination of contracts of apprenticeship is regulated by specific rules (art. 51 LP) and provisions regarding severance pay, compensation and reinstatement are not applicable.
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 10 LP provides for a limited list of 9 cases when FTC can be concluded. The list includes amongst others temporary replacement of a permanent worker, urgent and abnormal pressure of work and seasonal work.
Número máximo de CDD consecutivos: sin restricción
No statutory limitation found in the legislation reviewed.
Duración máxima acumulativa de CDD consecutivos: sin limitación
No statutory limitation found in the legislation reviewed.
Duración maxima del periodo de prueba (en meses): 45 día(s)
Art. 11 (3) LP.
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, origen étnico
Art. 26 (2) LP.
Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad
Art. 87 (5) LP: Prohibition to dismiss women workers during pregnancy and maternity leave (up 4 months after childbirth) except in case of serious misconduct (summary dismissal) and as a "last resort" in case of economic dismissal.
Forma de la notificación del despido al trabajador: escrita
Art. 34 (1) LP.
Plazo de preaviso:
Art. 35 1) LP:
The notice period varies according to the length of service or the ground for dismissal, as follows:
- 1 month if the length of service does not exceed 1 year;
- 2 months if the length of service is between 1 and 9 years;
- 3 months if the length of service exceeds 9 years;
OR:
- 2 months when the contract is terminated due to reduction of the workforce.
Note: The notice period for terminating a fixed-term contract shall be agreed upon by the parties (art. 35 2) LP).
Todos:
Todos:
- Todos: 1 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 1 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 3 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 3 mes(es).
Todos:
Todos:
- Todos: 2 mes(es).
Indemnización sustitutiva de preaviso: Si
See art. 44 (under the section concerning "Effects of the unlawful termination of contract of employment): non-compliance by the employer with the notice requirements shall only result in the payment by the employer of wages in lieu of the notice period.
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) "Reduction of workers" for economic reasons affecting at least:<br/>1) 10 % of the workers; or<br/>2) 5 workers over a period of 10 days in undertakings employing between 15 and 50 workers.
Art. 29 (1) LP.
Notificación a la administración Yes
Art. 29 (3) LP.
Notificación a los sindicatos (representantes de los trabajadores) No
Notificación a los representantes de los trabajadores: Yes
Art. 29 (3) LP.
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
Art. 29 (3) LP: workers with skills and a higher rate of productivity have priority to retain their posts. In case of equal skills and effectiveness, the workers to be affected must be in the following order: those with the shortest length of service, those with fewer dependents, disabled workers, worker's representatives and pregnant women.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No
Reglas de prioridad para la re-contratación No
:
Art. 40 (1) &(2) LP:
Severance pay amounts to:
- 30 times the average daily pay of the last week of service for the first year of service. (For less than one year of service, severance pay should be calculated in proportion of the period of service),
- If the worker has served for more than a year, severance pay shall be increased by 1/3 of the previous sum (that is 10 days' wages) for every additional year of service, within a limit of a total amount of 12 months' wages.
[In addition to these amount, the worker is entitled to 30 days' wages in case of constructive dismissal: art. 41 LP]
: 15 día(s)
: 22.5 día(s)
: 30 día(s)
: 40 día(s)
: 60 día(s)
: 70 día(s)
: 120 día(s)
: 220 día(s)
:
Art. 40 (3) LP: Severance pay + specific additional payment of 60 days' wages (2 months) in case of a collective dismissal on economic grounds ("reduction of workers") or closing down of the undertaking.
: 75 día(s)
: 82.5 día(s)
: 90 día(s)
: 100 día(s)
: 120 día(s)
: 130 día(s)
: 180 día(s)
: 280 día(s)
mineros: No
Art. 43(4) LP.
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): * Contract of an indefinite period:<br/>180 times the daily pay (6 months' wages) and a sum equal to the remuneration for the appropriate notice period. <br/>* Fixed-term contract:<br/>A sum equal to the wages the worker would have earned until the lawful end of his contract provided it does not exceed 180 days' wages.
Art. 43(4) LP.
directores/ gerentes: Si
Art. 43 LP.
Reinstatement is mandatory in case of unfair dismissal. However, when dismissal is unlawful, the court may award compensation in lieu of reinstatement if it believes that the continuation of the employment relationship will give rise to serious difficulties.
policía: No
The labour division of the regional first instance court has jurisdiction over claims related to termination of employment: art. 138 1) a) LP.
Arbitraje: No
Duración del procedimiento: 60día(s) (statutory)
The legislation foresees statutory time frames for adjudicating the case (Art. 138 and 139 LP)
* First instance court decision: 60 days from the date the complaint was registered.
* Appeal should be lodged within 30 days from the first instance decision and the appeal decision should be delivered within 60 days from the date of the appeal.