Referencias
Labour Law [LL], dated 2005 as last amended in July 2009 by Law No. 54/09<br/>(Available in English)
Fecha:
21 Aug 1970;
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Act on Peaceful Settlement of Labour Disputes, 2004
Fecha:
20 Aug 1970;
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): 20
Exclusion only applicable to collective dismissals: see definition of collective dismissal: art. 153 LL.
However, those enterprises are not excluded from the regulation on individual dismissal.
Categorías de trabajadores excluidas: ninguna
Art. 2: "provisions of this law shall apply to employees of public bodies, territorial autonomy bodies and local self-government and public services, unless the law stipulates otherwise".
Act on Public servants (2005) refers to the application of the general labour law unless it is stipulated otherwise.
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 37 LL: labour relations shall be entered into for a period that is set in advance in the following cases: seasonal jobs, project-based work, increase volume of work that will last for a definite term, etc.
Número máximo de CDD consecutivos: sin restricción
Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 12 months with or without interruptions.
Duración máxima acumulativa de CDD consecutivos: 12mes(es)
Art. 37 LL.
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 36 LL.
Obligación de motivar el despido: Si
Motivos autorizados (despido justificado):
Motivos prohibidos: estado civil, embarazo, licencia de maternidad, responsabilidades familiares, presentación de una queja contra el empleador, enfermedad o accidente profesional temporal, raza, color, sexo, orientación sexual, religión, opinion política, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, situación económica, cumplimiento del servicio militar o civil, lengua, licencia paternal
Art. 18 LL: general provision on non discrimination.
Art. 183 LL: list of prohibited grounds for dismissal.
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares
* Workers' representatives: art. 188 LL: no dismissal during the term of office.
* No dismissal during pregnancy, maternity leave, absence for childcare or special care of the child: art. 187 LL.
Forma de la notificación del despido al trabajador: escrita
Art. 185 LL.
Plazo de preaviso:
Art. 189 LL foresees a notice period only for those employees dismissed for lack of performance, i.e. qualifications and skills.
Notice period is minimum 1 month and maximum 3 months depending on the "duration of the insurance period" (period for which the employee has paid contributions for the retirement insurance), as follows:
- 1 month for up to 10 years of insurance period;
- 2 months for 10-20 years of insurance period;
- 3 months over 20 years of insurance period.
Indemnización sustitutiva de preaviso: Si
Art. 189 LL
Only applicable for dismissal for lack of performance, i.e. qualifications and skills.
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Exception: Trade union must be notified in case of dismissal of trade union member: art. 181 LL.
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) At least: <br/>1) 10 employees out of a total of 20 to 99 staff employed for an indefinite term, over a period of 30 days;<br/>2) 10% of employees, out of a total of 100 to 299 staff employed for an indefinite term, over a period of 30 days;<br/>3) 30 employees out of at least 300 staff employed for an indefinite term, over a period of 30 days;<br/>4) 20 employees notwithstanding of the number of employees, over a period of 90 days.
Art. 153 LL.
Notificación a la administración Yes
Art. 154 and 156 LL.
Notificación a los sindicatos (representantes de los trabajadores) Yes
Art. 155 and 156 LL.
Notificación a los representantes de los trabajadores: Yes
Art. 156 LL.
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
No criteria listed.
Art. 155 LL only refers to criteria as one of the elements to be communicated to the workers' representatives for consultation.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) Yes
Art. 182 LL: preferential right to re-employment for 6 months.
Reglas de prioridad para la re-contratación Yes
Art. 155 and 156 LL.
:
The provision on severance pay (art. 190) has been deleted from the 2005 Labour Law.
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Art. 158 LL established a minimum statutory payment to be paid prior to terminating an employment contract on the grounds that "due to technological, economic or organizational changes a particular job becomes redundant or volume of work be reduced".
The amount of redundancy payment is to be set out in the contract but shall not be less than the sum of 1/3 of the monthly salary for each full year of service for the first ten years and 1/4 of the salary for each full year of service after 10 years of employment.
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: 3.3 mes(es)
: 5.83 mes(es)
mineros: No
Art. 191 LL.
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Damages in lieu of reinstatement: <br/>- max. 18 months' salary when the employee does not wish to be reinstated or <br/>- max. 36 months upon request or the employer or when case the existing circumstances suggest that the continuation of labor relations is not possible.<br/>
Art. 191, §§ 4-5 LL.
directores/ gerentes: Si
Art. 191 §§ 1-2 LL.
Note that, when reinstatement is ordered, the employer shall also pay compensation for the lost salary and other emoluments which the employee is legally entitled to.
Art. 21 of the Law on Organization of Courts (2002): the municipal court has jurisdiction to hear termination of employment disputes at first instance.
Arbitraje: Si
Termination of employment disputes can be settled through arbitration: Art. 194 LL and art. 30 Act on Peaceful settlement of Labour Disputes.
Duración del procedimiento: 6mes(es) (statutory)
Art. 195 LL.
* The legal proceedings may be initiated 30 days after the decision has been served to the employee.
* The dispute before the court shall be terminated 6 months after initiation of the proceedings at the latest.
* In case of amicable settlement through arbitration, the decision shall be passed within 10 days :art. 194 LL.