Referencias
Labour Act [LA], Act No. 651 of 2003<br/>(in force since 31 March 2004)
Fecha:
20 Aug 1970;
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: cuerpos de seguridad estatales, personal de prisiones, policía, ejército
*Art. 1 LA: army, police, security and intelligence agencies, prison personnel are excluded from the scope of application of the Labour Act.
*Art. 66 LA: the provisions on termination of employment do not apply to workers engaged for specified period or specified work; workers on a probationary period; workers engaged on casual basis.
CDD regulados: No
Razones de utilización legítima de CDD: sin restricción
The Labour Act does not refer to any specific legal regime for the use of fixed-term contracts.
Only temporary and casual employment are regulated by special provisions (art. 73 to 78 LA)
(Note: Art. 78: "temporary worker" means a worker who is employed for a continuous period of not less than one month and is not a permanent worker or employed for a work that is seasonal in character; "casual worker" means a worker engaged on a work which is seasonal or intermittent and not for a continuous period of more than 6 months and whose remuneration is calculated on a daily basis".)
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.
Notas / Comentarios
The Labour Act does not refer to any specific legal regime for the use of fixed-term contract.
Only temporary and casual workers are regulated by special provisions (art. 73 to 78 LA)
Duración maxima del periodo de prueba (en meses):
sin restricciónNo statutory maximum duration. The Labour Act refers to a "reasonable duration". Probationary period is generally provided in collective agreement
*Art. 66 LA refers to workers serving a probation or qualifying period of employment of reasonable duration determined in advance.
*Art. 98 d) LA : A collective agreement may include provisions on the period of probation and conditions on probation.
Obligación de motivar el despido: No
No legal provision requiring justification to the employee.
See however art. 63 (4) a) LA:
"A termination may be unfair if the employer fails to prove that the reason for the termination is fair".
Motivos autorizados (despido justificado):
Motivos prohibidos: embarazo, licencia de maternidad, presentación de una queja contra el empleador, enfermedad o accidente profesional temporal, raza, color, sexo, religión, opinion política, origen social, afiliación sindical y actividades sindicales, discapacidad, situación económica, origen étnico
Art. 63 LA.
Trabajadores que gozan de una protección particular (fuero):
Forma de la notificación del despido al trabajador: escrita
Art. 17(3) LA: Notice of termination must be in writing.
Plazo de preaviso:
Art. 17 (1), (2) LA:
* The notice period varies according to the length of the contract as follows:
- 1 month's notice (or pay in lieu of notice) in the case of a contract of 3 years or more;
- 2 weeks' notice (or pay in lieu of notice) in the case of a contract of less than 3 years;
- 7 days' notice (or pay in lieu of notice) in the case of a contract from week to week.
* A contract of employment determinable at the will of the party may be terminated at the close of anyday without notice.
Indemnización sustitutiva de preaviso: Si
Art. 17 (1) and 18 (4) LA.
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) No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".<br/>
Art. 65 LA. No reference to any number of employees concerned.
Notificación a la administración Yes
Art. 65 (1) b) LA.
Notificación a los sindicatos (representantes de los trabajadores) Yes
Art. 65 (1) a) LA: 3 months in advance.
Notificación a los representantes de los trabajadores: Yes
Art. 65 (1) b) LA.
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. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.
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mineros: Si
Art. 64 (2) c) LA.
directores/ gerentes: Si
Art. 64 (2) a) LA.
policía: No
Art. 64 LA.
The competent body is the National Labour Commission. It shall exercise adjudicating and dispute settement functions in complete independence (art. 138 LA). Moreover, in settling an industrial dispute, the Commission shall have the same enforcing powers as the High Court and enjoy the same priviledges and immunities in regard to its proceedings (art. 139 LA).
Arbitraje: Si
Mediation: art. 154 LA.
Arbitration: art. 157 LA.
Definición de despido colectivo (número de empleados afectados): 51.7
Figure for the year 2008.
This figure includes:
- Summary dismissals (21.2%)
- Unfair terminations (23.9%)
- Redundancy/lay-Off/ Severance pay (6.6%)
Source: Annual Report of the National Labour Commission for the year 2008