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Legal coverage
Fixed-term contracts (FTCs)

CDD regulados: Si

Remarks

Article 16 (Term of Contract) LSA: "The term of a labor contract shall not exceed one year, except in cases where no term is fixed or a term is fixed as necessary for the completion of a project."

Razones de utilización legítima de CDD: sin restricción

Remarks

Art. 4 FTPTE, and art. 3 ED-PTPTE.
No limitation for the conclusion of 1 or more fixed-term contract provided that the total cumulative duration does not exceed 2 years.
However, as an exception, it is possible to conclude a fixed-term contract for more than 2 years, if there are objective and material reasons. These reasons are:
1) the period needed to complete a project or particular task is defined;
2) there is a need to fill a vacancy in case of a worker's temporary suspension from duty or dispatch until the worker returns to work;
3) the period needed for a worker to complete school work or vocational training is defined; or
4) a job requires professional knowledge and skills or is offered as part of the government's welfare or unemployment measures prescribed by a Presidential Decree
5) these is a rational reason prescribed by Decree.

Número máximo de CDD consecutivos: sin restricción

Remarks

No limitation within the 2-year-time frame: art. 4 (1) FTPTE

Duración máxima acumulativa de CDD consecutivos: 24mes(es)

Remarks

Art. 4 (1) FTPTE.

% de trabajadores bajo CDD: 23.8

Remarks

OECD statistics - Share of temporary employment, data for 2011 based on the following definition of temporary worker: "Workers whose contract lasts less than one year: In case the following conditions are satisfied:
1) Workers with a fixed-term contract; 2) Workers with open-ended contract but who could be dismissed against their own will; 3) Temporary agency workers; 4) On-call workers."

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

Remarks

Art. 16 ED-LSA (Definition of Probationary Worker): "For the purposes of subparagraph 5 of Article 35 of the Act, the term “probationary worker” means a worker for whom less than three months have passed since the start of his/her probationary period."

Obligación de motivar el despido: Si

Motivos autorizados (despido justificado):

Motivos prohibidos: estado civil, embarazo, licencia de maternidad, responsabilidades familiares, enfermedad o accidente profesional temporal, sexo, religión, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, denuncia/ alerta

Remarks

- Art. 6 LSA: general prohibition of discrimination against workers on the grounds of gender, nationality, religion of social status.
- Art. 23 (2) LSA: Prohibition to dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter, and any female worker on maternity leave.
- On prohibition of discriminatory dismissals on the grounds of sex, marriage, family status, pregnancy or childbirth, see art. 2 and 11 of EEA.
- Art. 81 TULRAA: prohibition of dismissal of or discrimination against a worker on the grounds that the worker has joined or intended to join a trade union, intended to establish a trade union, or performed a lawful act for the operation of a trade union.
- See also on prohibition of age discrimination, including with regards to dismissal, see art. 44 of the Act on age discrimination prohibition in employment and aged employment Promotion , No 4487, 31 December 1991, as amended.

Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad

Art. 23 (2) LSA: No employer shall dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter, and any female worker during a period of temporary interruption of work before and after childbirth and within 30 days thereafter. This does not apply in the event of payment of the statutory compensation following an occupational injury or disease or in the event of business closure.

Forma de la notificación del despido al trabajador: escrita

Remarks

Art. 27 LSA

Plazo de preaviso:

Remarks

Art. 26 LSA: The notice period shall be 30 days regardless of the length of service.

However, exceptionally, notice may not be given to workers who have been employed: 1) on a daily basis for less than three consecutive months; 2) for a fixed period not exceeding two months; 3) as a monthly-paid worker for less than six months; 4) for seasonal work for a fixed period not exceeding six months; 5) as a worker in a probationary period (art. 35 LSA).

Indemnización sustitutiva de preaviso: Si

Art. 26 LSA

Notificación a la administración: No

Notificación a los representantes de los trabajadores: No

Except in case of dismissal for managerial reasons: art. 24 LSA.

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) 1) More than 10 employees in businesses or workplaces with up to 99 employees; <br/>2) more than 10% in businesses or workplaces with 100 to 999 employees; <br/>3) more than 100 employees in businesses or workplaces with at least 1000 employees.<br/>

Remarks

Art. 10 ED-LSA

Notificación a la administración Yes

Remarks

Art. 24 (3) LSA:
Consultation with the workers' representatives shall take place prior to any dismissal for managerial reasons regardless of the number of employees concerned.

Notificación a los sindicatos (representantes de los trabajadores) Yes

Remarks

At least 30 days in advance: art. 10 ED-LSA and 24 (4) LSA.

Notificación a los representantes de los trabajadores: Yes

Remarks

Art. 24 (3) LSA: 50 days in advance.
Notification to the workers' representatives shall take place prior to any dismissal for managerial reasons regardless of the number of employees concerned.

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

Remarks

No statutory selection criteria for collective dismissals. However, art. 24 (2) LSA provides that the employer shall select workers to be dismissed by establishing rational and fair criteria and that there shall be no discrimination on the basis of gender.

Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) Yes

Remarks

Art. 25 (1) LSA: preference for re-employment for 3 years from the date of the lay-off.

Reglas de prioridad para la re-contratación Yes

Remarks

Art. 24 (1) LSA: Obligation to make every effort to avoid dismissal.

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mineros: Si

Art. 28 LSA
Art. 82 Trade Union and Labor Relation Adjustment Act (TULRAA)

Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Damages in lieu of reinstatement should not be less than the salary the worker would have earned if he had not been dismissed.

Art. 30 (3) LSA

directores/ gerentes: Si

Art. 30 (1) LSA

policía: No

Preliminary conciliation is not mandatory. However, pursuant to art. 16-3 (1) of the Labor Commission Relations Act, the Labor Relations Commission may recommend conciliation or present a conciliation proposal at the request of one of the parties concerned or on its own initiative.

The competent body to hear and adjudicate rights and interests disputes arising out of the employment relationship, including unfair dismissals is the Labor Relations Commission. It is a quasi-judicial governmental body which is affiliated to the Ministry of Labor and composed of tripartite representatives: workers, employers and public interests.
See art. 28 LSA, 82 TULRAA, and the Labor Relations Commission Act of 1997, as last amended in May 2007.

Arbitraje: Si

No arbitration or mediation foreseen for disputes related to the LSA, which is the main piece of legislation on dismissal.
However, arbitration and mediation are only foreseen for disputes related to the Trade Union and Labor Relations Adjustment Act (discrimination on the grounds of trade union activities): art. 47 to 70 of the TULRAA. In such cases, arbitration and mediation can be conducted by the Labour Relations Commission or by private persons.