Referencias
Labour Code [LC], No 154-XV (2003), as last amended by Law No. 67 of 7 April 2011 to Amend and Supplement Several Legal Acts
Fecha:
21 Aug 1970;
(ver en NATLEX
»)
Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: ninguna
No express mention of any worker's category excluded in the Labour Code. However, there might be specific regulations governing the employment relationship of certain categories of employees.
According to art. 2 LC, the LC applies to:
"a) Employees- citizens of the Republic of Moldova, working on the basis of the individual labour
contract in the Republic of Moldova, including the ones who have concluded a contract of
continuous vocational training or a contract on professional qualification;
b) Employees - foreign citizens or persons without the citizenship of Moldova, working for the
employer on the basis of the individual labour contract, the employer, carrying out activity in the
Republic of Moldova;
c) Employees - citizens of the Republic of Moldova, working in diplomatic representatives abroad;
d) Employers - physical or juridical persons from the public sector, private or the mixed sector,
using wage labour;
e) Workers of public bodies, religious associations, trade unions, patronages, foundations, parties
and other non-commercial organizations, using wage labour".
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 55 LC provides an exhaustive list of situations where FTC are authorized. In any cases, FTC should only be used for the performance of work having a temporary character.
Número máximo de CDD consecutivos: sin restricción
No statutory limitation.
Duración máxima acumulativa de CDD consecutivos: 60mes(es)
Art. 54 LC: FTC cannot exceed 5 years.
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 60 (1) LC.
- A probation period can be established for about 3 months.
- For managers: up to 6 months.
- For unqualified workers: max. 15 days.
*Specific rules applicable to FTC: art. 61 LC
- 15 days max. for a contract concluded for a duration of 3 to 6 months.
- 30 days max. for a contract concluded for a duration of more than 6 months.
Obligación de motivar el despido: Si
Motivos autorizados (despido justificado):
Motivos prohibidos: embarazo, licencia de maternidad, responsabilidades familiares, raza, sexo, religión, opinion política, origen social, nacionalidad, afiliación sindical y actividades sindicales, discapacidad, lugar de residencia
Art. 8 LC: general prohibition of discrimination in the sphere of employment. In addition to those grounds, are listed the place of residence and "other criteria not connected with professional qualities".
*Art. 251 LC: prohibits dismissal of pregnant women, women on maternity leave or child nursing leave and workers who are taking care of children under 6 except in the cases of
enterprise liquidation.
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares
*Art. 87 LC: dismissal of trade union representative is admitted only with the preliminary consent of the trade union body.
Dismissal of a trade union member on certain grounds requires the preliminary consent of the trade union from the enterprise. In other cases, preliminary consultation with the trade union is required.
*Art. 251 LC: prohibits dismissal of pregnant women, women on maternity leave or child nursing leave and workers who are taking care of children under 6 except in the cases of
enterprise liquidation.
Forma de la notificación del despido al trabajador: escrita
Art. 184 LC
Plazo de preaviso:
Art. 184 LC.
Notice period varies according to the ground for dismissal:
* 2 months minimum in case of dismissal based on economic grounds (enterprise liquidation or staff reduction
* 1 month minimum for dismissals based on the worker's capacity (health condition or insufficient qualifications)
* No mandatory notice when dismissal follows infringements of the employee's work responsibilities.
Indemnización sustitutiva de preaviso: No
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Except in case of dismissal of a trade union member or representatives (art. 87 LC).
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Except for:
* a dismissal of trade union members on certain grounds,
* any dismissal of trade union representatives (art 87 LC).
Definición de despido colectivo (número de empleados afectados) No legal definition.
See art. 88 1) i) LC: Mass dismissals can be defined by collective agreements.
Notificación a la administración Yes
Art. 88 (1) i) LC
Notificación a los sindicatos (representantes de los trabajadores) Yes
Art. 88(1) g) LC
Notificación a los representantes de los trabajadores: Yes
Art. 88 (1) i) LC
Acuerdo de los sindicatos (representantes de los trabajadores) No
Acuerdo de los representantes de los trabajadores No
Except for trade union members and trade union representatives (art. 87 LC).
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) Yes
Art. 183 LC
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No
Reglas de prioridad para la re-contratación Yes
Art. 88 (1) c) LC establishes the obligation of the employer to offer the employee another workplace at the enterprise.
:
Only for dismissals based on the worker's capacity, state of health and insufficient qualifications: art. 186 (2) LC.
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 2 semana(s)
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
: 1 mes(es)
: 2 mes(es)
: 2.5 mes(es)
: 5 mes(es)
: 10 mes(es)
mineros: No
Art. 90 LC
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Compensation for illegal dismissal includes: <br/><b>1) Damages for the moral prejudice: fixed by the court but shall amount to at least to 1 month' pay. <br/>Moreover, in lieu of reinstatement, additional compensation is due amounting at least to 3 months' pay.</b> <br/>2) Compensation for extra expenses (expert consultation, court costs...) <br/>3) Not less than the the average pay for the period of absence to work <br/>
Art. 90 LC
directores/ gerentes: Si
Art. 89 LC
policía: No
No statutory provision in the legislation reviewed.
Art. 355 LC
Arbitraje: No
Duración del procedimiento: 40día(s) (statutory)
Art. 355 LC: the court must convoke the parties within 10 days from the date of the registration of the application and decide on the case within 30 days.