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Legal coverage
Fixed-term contracts (FTCs)

CDD regulados: Si

Remarks

Article 30 of the Labour Code (as of 2017)

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Article 29 of the Labour Code

: 2

Remarks

Update as of 2017: Article 30 1(2) LC states that the number of defined 1-year contracts can no exceed two years. That means technically that the maximum number of successive FTCs is two.

However, Article 30 LC further elaborates on exceptions to Article 30 1.(2) :
Article 30 1. (3) Contracts for the execution of a particular work;
Article 30 1. (4) Replacement for the temporarily absent employee;
Article 30 1. (5) For seasonal work;
Article 30 1. (6) Migrant workers;
Article 30 2. Small business owners can hire workers on definite contracts with no time limitations;
Article 30 5. Contracts of workers in retirement age can can be extended for one year indefinitely.

Número máximo de CDD consecutivos: sin restricción

Remarks

Update as of 2017: Article 30 1(2) LC states that the number of defined 1-year contracts can no exceed two years. That means technically that the maximum number of successive FTCs is two.

However, Article 30 LC further elaborates on exceptions to Article 30 1.(2) :
Article 30 1. (3) Contracts for the execution of a particular work;
Article 30 1. (4) Replacement for the temporarily absent employee;
Article 30 1. (5) For seasonal work;
Article 30 1. (6) Migrant workers;
Article 30 2. Small business owners can hire workers on definite contracts with no time limitations;
Article 30 5. Contracts of workers in retirement age can can be extended for one year indefinitely.

Duración máxima acumulativa de CDD consecutivos: 2año(s)

Remarks

See comments above under maximum number of successive FTCs.

Duración máxima acumulativa de CDD consecutivos: sin limitación

See comments above under maximum number of successive FTCs.

Duración maxima del periodo de prueba (en meses): 3 mes(es)

Remarks

Article 36 of the Labour Code
For workers in executive positions and their deputies, accountants and their deputies, heads of branches and representative of the organizations – the probation may extent to six month period.

Obligación de motivar el despido: Si

Motivos autorizados (despido justificado):

Motivos prohibidos: embarazo, licencia de maternidad, responsabilidades familiares, enfermedad o accidente profesional temporal, raza, sexo, religión, opinion política, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, lengua, propriedad, identidad de género, lugar de residencia

Remarks

Art. 52 of the Labour Code on the grounds for termination of employment
Art. 54 of the Labour Code prohibits the termination in the cases of temporary incapacity for work, pregnancy, women with children under the age of three, single mothers with a child under the age of fourteen or a disabled child up to the age of eighteen, other persons raising this category of children without a mother
Art. 6 of the Labour Code on prohibition of discrimination
Art. 175 of the Labour Code on the right to strike

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

Art. 52 of the Labour Code on the grounds for termination of employment
Art. 54 of the Labour Code prohibits the termination in the cases of temporary incapacity for work, pregnancy, women with children under the age of three, single mothers with a child under the age of fourteen or a disabled child up to the age of eighteen, other persons raising this category of children without a mother-
Art. 6 of the Labour Code on prohibition of discrimination
Art. 175 of the Labour Code on the right to strike

Forma de la notificación del despido al trabajador: escrita

Remarks

Art. 53 of the Labour Code

Plazo de preaviso:

Remarks

Article 53 LC. Procedure for termination of the employment contract by the employer

1. When an employer terminates an employment contract for the reasons provided for in article 52, paragraph 1 (1) and (2), of this Code, the employer must notify the employee in writing of the termination of the contract at least one month in advance, unless a longer notice period is stipulated in the employment contract or collective agreement. With the employee's written consent, the employment contract may be terminated before the expiry of the notice period. (...)
2. In the event of termination of an employment contract on the grounds stipulated in article 52, paragraph 1 (3), of this Code, the employer must notify the employees in writing of the termination of the employment contract 15 working days in advance, unless a longer notice period is stipulated in the employment or collective agreements. (...)

However, each of the grounds for contract termination outlined in Article 52 LC has its own procedure outlined in Article 53. One month notice is not applicable to all of the grounds. Notice period varies from 10 calendar days to 15 working days to 1 month. Some instances do not indicate on notice period (e.g. medical conditions, grounds for alcoholics).

On the basis that Article 53 LC provides for two different length of notice (either 15 days or 1 month) depending on the type of economic dismissal, an average between the two is taken in the table hereunder, i.e. 21 days.

On the basis of Article 53(3-10) LC, notice period is not considered for dismissals based on the non-economic grounds provided under Article 52(4-25).

Todos:

    Todos:

    • Todos: 21 día(s).

    Todos:

      Todos:

      • Todos: 21 día(s).

      Todos:

        Todos:

        • Todos: 21 día(s).

        Todos:

          Todos:

          • Todos: 21 día(s).

          Todos:

            Todos:

            • Todos: 21 día(s).

            Todos:

              Todos:

              • Todos: 21 día(s).

              Todos:

                Todos:

                • Todos: 21 día(s).

                Todos:

                  Todos:

                  • Todos: 21 día(s).

                  Indemnización sustitutiva de preaviso: No

                  Art. 53 of the Labour Code states that with the written consent of the worker the termination can be made effective before the expiration of the notice period.

                  Again not applicable to all situations (see above 'notice period').

                  Notificación a la administración: No

                  Notificación a los representantes de los trabajadores: No

                  Update as of 2016: Article 18 (2) of the Trade Union Law provides that the trade union can submit an opinion regarding the termination of the contract of its members.

                  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) There is no definition of the collective dismissal in the Labour Code

                  Notificación a la administración No

                  Notificación a los sindicatos (representantes de los trabajadores) Yes

                  Remarks

                  Article 28.2(2) of the Law on Employment: The employer has to notify, one month in advance, the public service of employment about any contemplated redundancies.

                  Notificación a los representantes de los trabajadores: Yes

                  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 No

                  :

                  Article 131 of the Labour Code

                  The severance pay is the average monthly wage. Article 131.3 notes the possibility of a higher severance pay provided in collective agreement.

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  :

                  Article 131 of the Labour Code

                  Article 131.1 LC states that in case of liquidation, reduction of staff – pay is the average wage for one month.

                  However, Article 131.2 LC states that in case of decrease in the volume of production, performed work and services provided by the enterprise, the pay is the average wage for two months.

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  mineros: No

                  Art. 177 of the Labour Code states that compensation is an alternative measure to dismissal only when an employee demands so. The compensation amounts to the payback of wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages. In case of reinstatement, the employee is still entitled to this payback.

                  : Si

                  Si

                  directores/ gerentes: Si

                  Art. 177 of the Labour Code

                  Reinstatement is a primary measure for unlawful dismissals. It can be replaced by a compensation, up to 6 months of monthly earnings, on the demand of the employee.

                  policía: Si

                  Art. 159 of the Labour Code states that the individual labour disputes are considered by the conciliation commissions and/or courts.

                  Art. 159 of the Labour Code