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Legal coverage
Fixed-term contracts (FTCs)

CDD regulados: Si

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Article 18 of the Labour Code

Duración máxima acumulativa de CDD consecutivos: 5año(s)

Remarks

Article 18 of the Labour Code

Duración maxima del periodo de prueba (en meses): 6 mes(es)

Remarks

Article 28 of the Labour Code: the probationary period cannot exceed 3 months for workers and 6 months for managerial employees.

Obligación de motivar el despido: Si

Motivos autorizados (despido justificado):

Motivos prohibidos: embarazo, raza, sexo, religión, opinion política, origen social, nacionalidad, discapacidad, lengua, propriedad, lugar de residencia, origen étnico

Remarks

Article 7(1) of the Labour Code provides that ¿no restriction with respect to employment rights or the granting of any advantages is permitted on the basis of nationality, race, sex, origin, property or employment status, place of residence, language, attitude to religion, political convictions, party affiliation or non-membership of any party, or other factors unrelated to the abilities and performance of workers.
In addition, art. 265 of the Labour Code establishes a general prohibition of discrimination against disabled persons.

Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares, menores

Art. 241 of the Labour Code.
Art. 257 of the Labour Code

Forma de la notificación del despido al trabajador: escrita

Remarks

Article 44 of the Labour Code

Indemnización sustitutiva de preaviso: Si

Article 44(2) of the Labour Code

Notificación a la administración: No

Notificación a los representantes de los trabajadores: Si

Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: Si

Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives

Definición de despido colectivo (número de empleados afectados) No

Notificación a la administración Yes

Remarks

Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.

In addition, Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.

Notificación a los sindicatos (representantes de los trabajadores) Yes

Remarks

Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.

Notificación a los representantes de los trabajadores: Yes

Remarks

Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.

Acuerdo de los sindicatos (representantes de los trabajadores) No

Acuerdo de los representantes de los trabajadores Yes

Remarks

Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.

In addition, Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.

Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) Yes

Remarks

Article 54 of the Labour Code: during collective redundancies, the workers with higher productivity and qualification have the preferential right to keep their job. At equal productivity and qualification, the preference not to be dismissed is given to such categories of workers as workers with the tenure of at least 10 years in the entreprise, people with disabilities, workers with two and more dependants, young specialists etc.

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

Reglas de prioridad para la re-contratación

: 2 semana(s)

: 2 semana(s)

: 2 semana(s)

: 2 semana(s)

: 2 semana(s)

: 2 semana(s)

: 2 semana(s)

: 2 semana(s)

:

Article 54 of the Labour Code

: 2 mes(es)

: 2 mes(es)

: 2 mes(es)

: 2 mes(es)

: 2 mes(es)

: 2 mes(es)

: 2 mes(es)

: 2 mes(es)

mineros: Si

Article 56 of the Labour Code

Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Article 56 of the Labour Code: the judge is free to decide on compensation for unfair dismissal, whose amount cannot be less than three-month wages.

directores/ gerentes: Si

Article 56 of the Labour Code

Reinstatement is the primary remedy for unfair or unlawful dismissal. In addition, the employer has to pay back all foregone earnings, as well as expenses associated with hiring a lawyer. Only in case the employee requests replacing reinstatement by a compensation, can the judge award paying such compensation (the payback and the expenses are still awarded in addition to the compensation).

policía: No

Arbitraje: No