Referencias
Labour Code, entered into force on 1st July 2009 (in Russian) as last amended in February 2019.<br/>
Fecha:
21 Aug 1970;
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: directores/ gerentes
Group of workers excluded from Art.5 LC are:
1) members of the enterprises’ boards of directors;
2) workers under civil law contracts;
3) other persons, if it is established by the legislation of Turkmenistan.
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 18 LC
Duración máxima acumulativa de CDD consecutivos: 5año(s)
Art. 18 LC
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 28 LC: 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
Art. 7 LC: prohibition of discrimination in employment based on: nationality, race, sex, origin, property or employment status, residence, language, age, religion, political beliefs, party affiliation or lack of affiliation to any party.
Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares, menores
Art. 241 LC
Art. 257 LC
Forma de la notificación del despido al trabajador: escrita
Art. 44 LC
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Todos:
Todos:
- Todos: 2 semana(s).
Todos:
Todos:
- Todos: 2 mes(es).
Indemnización sustitutiva de preaviso: Si
Art. 44(2) LC
Notificación a la administración: No
Notificación a los representantes de los trabajadores: Si
Art. 45 LC: 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
Art. 45 LC: 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
Art. 44(6) LC: 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, Art. 45 LC: 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
Art. 44(6) LC: 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
Art. 44(6) LC: 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
Art. 44(6) LC: 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, Art. 45 LC: 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
Art. 54 LC: 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)
:
Art. 54 LC
: 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
Art. 56 LC
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Art. 56 LC: 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
Art. 370 LC established the order of creating a commission for labour disputes (collective).