Referencias
Labour Code [LC], dated 10 January 1997 last amended by Royal Kram No. 0707-020 of 20 July 2007
Fecha:
21 Aug 1970;
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Art. 2 LC
Categorías de trabajadores excluidas: personal de vuelo, funcionarios publicos, trabajadores domésticos, policía, ejército, magistratura, gente de mar
Art. 1 LC
Apprentices are not excluded from the LL, however termination of apprenticeship contracts is regulated by specific provisions (Arts. 63-64 LC).
Reformas legislativas en curso:
Reform on going since 2005
CDD regulados: Si
Razones de utilización legítima de CDD: sin restricción
See Art. 66 and 67 LC.
No limitation on the reasons for concluding a FTC. However there are some procedural requirements: a FTC must be in writing. If not, it becomes a contract of indeterminate duration.
Número máximo de CDD consecutivos: sin restricción
Art. 67, 5) LC: it can be renewed one or more times, as long as the renewal does not exceed the max. duration of 2 years.
Duración máxima acumulativa de CDD consecutivos: 24mes(es)
Art 67, 8) LC, confirmed by the Arbitration Council: if the initial FDC plus any extensions exceed two years, the contract automatically becomes a contract of indefinite duration.
Duración maxima del periodo de prueba (en meses): 3 mes(es)
Art. 68 LC: the probationary period cannot exceed three months for regular employees, two months for specialized workers and one month for non specialized workers.
Obligación de motivar el despido: Si
Motivos autorizados (despido justificado):
Motivos prohibidos: licencia de maternidad, raza, color, sexo, religión, opinion política, origen social, nacionalidad, afiliación sindical y actividades sindicales, participación en una huelga legal, nacimiento
Art. 12 LC; art. 279 LC (trade union activities); art. 182 LC (maternity leave); art. 333 LC (participation in a strike).
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad
Art. 293-295 LC
The dismissal of a shop steward or a candidate for shop steward can take place only after authorization from the Labor Inspector. Protection extended to former shop steward (art. 282 LC).
Art. 182 LC: "The employer is prohibited from laying off women during their maternity leave or at a date when the end of the notice period would fall during the maternity leave". This protection only applies during maternity leave and not the entire pregnancy.
Forma de la notificación del despido al trabajador: escrita
Plazo de preaviso:
1) For workers under a contract of unspecified duration:
Art. 75 LC: The minimum period of a prior notice is set as follows:
- 7 days, if the worker's length of continuous service is less than six months;
- 15 days, if the worker's length of continuous service is from six months to two years;
- 1 month, if the worker's length of continuous service is longer then two years and up to five years.
- 2 months, if the worker's length of continuous service is longer than five years and up to ten years.
- 3 months, if the worker's length of continuous service is longer than ten years.
2) Specific rules apply to fixed term contracts.
Art 73 LC: If the contract has a duration of more than six months, the worker must be informed of the expiration of the contract or of its non-renewal ten days in advance. This notice period is extended to fifteen days for contracts that have a duration of more than one year.
Indemnización sustitutiva de preaviso: Si
Art. 77 LC.
Notificación a la administración: Si
Art. 21 LC : compulsory written notification to the Ministry of Labour every time an employer hires or dismisses a worker.
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Except for worker's representatives: art. 293 LC.
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados) The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.
Art. 95 LC
Notificación a la administración Yes
Art. 95 LC
Notificación a los sindicatos (representantes de los trabajadores) Yes
See art. 95 LC: notification to the Labour Inspector in the event of mass lay-off.
See also art. 21 LC: notification of every dismissal (not specific to collective dismissal)
Notificación a los representantes de los trabajadores: Yes
Art. 95 LC
Acuerdo de los sindicatos (representantes de los trabajadores) No
No approval required. However, in exceptional cases, Minister in charge of Labor can suspend the lay off for 2 x 30 days (Art. 95 LC).
Acuerdo de los representantes de los trabajadores No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) Yes
Art. 95 LC (professional qualifications, seniority within the establishment, and family burdens of the workers).
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) Yes
Art. 95 LC: during 2 years.
Reglas de prioridad para la re-contratación Yes
Art. 95 LC: The employer must solicit the worker's representatives for suggestions, primarily, on measures taken to minimize the effects of the reduction on the affected workers.
:
Article 89 LC: If the worker is dismissed for a reason other than serious misconduct, the employer must pay an indemnity for dismissal. The amount of the indemnity depends upon the employee's length of continuous service:
- for employment from 6 to 12 months: 7 days wages and benefits;
- for employment over 1 year: 15 days wages and benefits for each year of employment, up to a maximum of six months' wages.
This only applies to contracts of an unspecified duration.
Note that art. 73 LC provides that: at the expiration of a fixed-term contract (the end of the term or completion of the task), the employer must pay the employee severance pay which may be fixed by collective agreement but should not in any case be less than 5 per cent of the total wages paid during the length of the contract.
: 7 día(s)
: 7 día(s)
: 15 día(s)
: 30 día(s)
: 60 día(s)
: 75 día(s)
: 150 día(s)
: 6 mes(es)
:
No specific redundancy payment: same severance pay.
See Article 89 LC: If the worker is dismissed for a reason other than serious misconduct, the employer must pay an indemnity for dismissal. The amount of the indemnity depends upon the employee's length of continuous service:
- for employment from 6 to 12 months: 7 days wages and benefits;
- for employment over 1 year: 15 days wages and benefits for each year of employment, up to a maximum of six months' wages.
This only applies to contracts of an unspecified duration.
Note that art. 73 LC provides that: at the expiration of a fixed-term contract (the end of the term or completion of the task), the employer must pay the employee severance pay which may be fixed by collective agreement but should not in any case be less than 5 per cent of the total wages paid during the length of the contract.
: 7 día(s)
: 7 día(s)
: 15 día(s)
: 30 día(s)
: 60 día(s)
: 75 día(s)
: 150 día(s)
: 6 mes(es)
:
No specific redundancy payment: same severance pay.
See Article 89 LC: If the worker is dismissed for a reason other than serious misconduct, the employer must pay an indemnity for dismissal. The amount of the indemnity depends upon the employee's length of continuous service:
- for employment from 6 to 12 months: 7 days wages and benefits;
- for employment over 1 year: 15 days wages and benefits for each year of employment, up to a maximum of six months' wages.
This only applies to contracts of an unspecified duration.
Note that art. 73 LC provides that: at the expiration of a fixed-term contract (the end of the term or completion of the task), the employer must pay the employee severance pay which may be fixed by collective agreement but should not in any case be less than 5 per cent of the total wages paid during the length of the contract.
: 7 día(s)
: 7 día(s)
: 15 día(s)
: 30 día(s)
: 60 día(s)
: 75 día(s)
: 150 día(s)
: 6 mes(es)
mineros: Si
Art. 94 LC: The amount of damages is fixed by the Court, in light of the local custom, the type and importance of the services rendered, the employee's seniority and age, any deductions or payments made to a retirement plan, and other circumstances establishing the existence and the extent of the harm incurred. Instead of providing proof of damages in court, the worker can ask for a lump sum payment equal in amount to the indemnity for dismissal (Art. 91 LC).
directores/ gerentes: Si
Art. 385 LC
policía: No
Preliminary conciliation is only an option for individual disputes.
Art. 300 LC: Prior to any judicial action, an individual dispute can be referred for a preliminary conciliation, at the initiative of one of the parties, to the Labour Inspector of his province or municipality.
However, conciliation is mandatory for collective (interest and rights) disputes : art. 305 LC.
See Article 387 LC: Labour courts shall be created that have jurisdiction over the individual disputes occurring between workers and employers regarding the execution of the labour contract or the apprenticeship contract.
However, labour courts have not been established yet. Pending the creation of those Courts, ordinary courts have jurisdiction over labour disputes pursuant to art. 389 LC.
Arbitraje: Si
Settlement by the Arbitration Council is compulsory when conciliation failed for collective disputes (rights and interest): art. 309 LC.
The arbitration council has developed a body of reliable jurisprudence on termination of employment.
http://www.arbitrationcouncil.org/eng_index.htm