Country Detail: Perú

Referencias

Categorías de trabajadores excluidas:

Valid and prohibited grounds for dismissal

Obligación de motivar el despido: Si

Motivos autorizados (despido justificado):

Motivos prohibidos: embarazo, licencia de maternidad, presentación de una queja contra el empleador, raza, sexo, religión, opinion política, afiliación sindical y actividades sindicales, discapacidad, lengua

Remarks

Art 29 LPLC provides for the nullity of any dismissal based on those prohibited grounds.
On maternity leave: see art. 29 e) LPCL: any dismissal based on the pregnancy is null if it takes place at any time preceding confinement or 90 days after it [= duration of maternity leave].

Workers enjoying special protection against dismissal

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

- There is no specific protection for trade union members or worker's representatives other than the prohibition of dismissing them on the grounds of their affiliation or activities or on the grounds of their candidature, status or former status as a workers' representative. As already mentioned under "prohibited grounds", any dismissal on those grounds will be null. (art. 29 a),b),c) LPCL)

- With regards to pregnant women, any dismissal based on the pregnancy is null if it takes place at any time during pregnancy preceding confinement or 90 days after delivery. Additional protection consists in a presumption that the dismissal is grounded on the pregnancy if the employer is unable to prove any other valid reason for the dismissal. Dismissal of a pregnant woman for a valid reason is therefore permitted (art. 29 e) LPCL).

Procedures for individual dismissal

Forma de la notificación del despido al trabajador: escrita

Remarks

Art. 32 LPCL

Plazo de preaviso:

Remarks

See art. 31 LPCL:
- The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
- If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
- In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.

Indemnización sustitutiva de preaviso: No

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

Procedures for collective dismissal

Definición de despido colectivo (número de empleados afectados) Economic, technological and structural reasons: concerning more than 10 % of the workers.

Remarks

See art. 48 LPCL.
[In addition to economic, technological and structural reasons, the LPCL foresees 3 other objective causes for termination of employment, which are not dealt with under this section, namely: a) fortuity and force majeure; b) dissolution, bankruptcy, liquidation proceedings; c) Patrimonial restructuring (See Supreme Decree No 014-99-ITINCI approving the Unified Text of the Law of Patrimonial Restructuring)

Notificación a la administración Yes

Remarks

art. 48 a) and b) LPCL: In case of collective dismissal grounded on economic, technological and structural reasons, the employer first has to notify to workers' representatives and provide them with the relevant information regarding the reasons of the retrenchment and the names of affected workers. Then workers' representatives and employer shall undertake a consultation on alternatives to dismissal (suspension, reduction of working hours...).
If the parties reach an agreement, it will become enforceable.

Notificación a los sindicatos (representantes de los trabajadores) Yes

Remarks

Art. 48 a), c), d), e) LPCL.
After consultations with the trade unions begins, the employer shall file an application before the the Labour Administrative Authority [Autoridad Administrativa de Trabajo] based on an expert report that justifies the need for the dismissal.
Once the workers or their representatives have reviewed the report, they have 15 days to present their own expert report. There shall then be a meeting between the employer and the trade unions or workers' representatives under the auspices of the Labour Administrative Authority in order to find agreement on the retrenchment's modalities. In the absence of agreement on the modalities of the retrenchment, the Administrative Authority will issue an binding decision which can however be challenged within 3 days.

Notificación a los representantes de los trabajadores: Yes

Remarks

Art. 48a) LPCL.

Acuerdo de los sindicatos (representantes de los trabajadores) No

Remarks

Art. 48 e) LPCL.
Approval is only mandatory in the absence of agreement on the modalities of the retrenchment between the employer and the worker's representatives. In such cases, the Labou Administrative Authority will issue an binding decision.
If an agreement is reached however, it will be legally enforceable.

Acuerdo de los representantes de los trabajadores No

Remarks

If there is an approval by the worker's representatives the collective dismissal will take place according to the agreed modalities. In the absence of such approval, the Labour Administrative authority will issue a resolution (art. 48 LPCL).

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...) Yes

Remarks

See art. 52 LPCL: Workers dismissed for fortuity and force majeure or economic, technological and structural reasons have preferential rights to be reinstated if the employer decides to hire, directly or through third persons, new staff to fill similar posts, within a year of the collective dismissal. In the event of non-compliance, the worker is entitled to request, through legal channels, corresponding compensation in accordance with the law.

Reglas de prioridad para la re-contratación Yes

Remarks

Mandatory consultations on alternatives to redundancies (such as temporary suspension of work, reduction of working hours..): art. 48 b) LPCL.

Redundancy and severance pay

:

LLCP does not foresee any severance pay or redundancy payment. The employer can terminate the employment contracts for economic reasons, technological reasons, or structural causes that make the cessation necessary or in the event of force majeure without having to pay compensation.
Dismissal of a worker due to his or her capacity or conduct does not give rise to compensation (art. 34, LLCP)
If the employer dismisses an employee for reasons other than those exhaustively listed in the LPCL, he or she will have to pay compensation for arbitrary dismissal which is calculated according to the length of service (see below - avenues for redress).

: 0 mes(es)

Redress