Country Detail: Ucrania

Referencias

Ámbito de aplicación

Tamaño de las empresas excluidas (≤): ninguna

Categorías de trabajadores excluidas: ninguna

Remarks

Article 3 of the Labour Code

Reformas legislativas en curso:

Since 2002, a draft Labour Code has been under discussion by tripartite social partners (still pending in Parliament in 2010)

Fixed-term contracts (FTCs)

CDD regulados: Si

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Part two, Article 23 CLL of Ukraine allows using fixed-term employment agreement only when labour relations cannot be established for an indefinite term considering the character of the work to be done or its conditions or the worker's interests, and in other cases provided for by law.

Número máximo de CDD consecutivos: sin restricción

Remarks

According to Article 39 CLL, if labour relations actually continue after expiration of the employment agreement and none of the parties demands their termination, validity of such agreement is deemed as extended for an indefinite term. Labour agreements that were re-concluded for one or more times, except as provided for by part two, Article 23 CLL, are deemed as extended for an indefinite term.

Duración máxima acumulativa de CDD consecutivos: sin limitación

Probationary (trial) period

Duración maxima del periodo de prueba (en meses): 3 mes(es)

Remarks

Art. 27 LC provides for the probationary period which can not be longer than 3 months. However it can be prolonged for 3 months more in some special cases and in consultation with appropriate representative body. In case that the employee was absent from work because of the temporary disability or other valid reasons, probation period may be extended for the number of days the employee has been absent. (Art. 27 LC)

Valid and prohibited grounds for dismissal

Obligación de motivar el despido: Si

Motivos autorizados (despido justificado):

Motivos prohibidos: embarazo, raza, sexo, religión, opinion política, origen social, nacionalidad, afiliación sindical y actividades sindicales, situación económica, lengua, lugar de residencia

Remarks

Art. 2.1 of the Labour Code provides equal labor rights for all citizens regardless of origin, social status, race, nationality, sex, language, political opinions, religious beliefs, type and nature of occupation, residence and other circumstances.

However in the cases of pregnant women, women who have children under the age of three, (or, in special circumstances supported by medical evidence, under the age of six), and single mothers who have disabled children or children under the age of 14, pursuant to Article 184 of the Labor Code, this rule does not apply in case of liquidation of an enterprise, or if the woman was on a fixed-term contract that expired. However, in these two cases, the employer is obliged to find alternative employment for employees who fall into this category.
Article 25 of the Labor Code prohibits an employer, while concluding an employment agreement with a prospective employee, from requiring any additional documentation not specified in the Labor Code.
Art. 22LC

Workers enjoying special protection against dismissal

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

Pregnant women, women who have children under the age of three, (or, in special circumstances supported by medical evidence, under the age of six), and single mothers who have disabled children or children under the age of 14 (Art. 184 LC)
Art. 22 LC

Procedures for individual dismissal

Forma de la notificación del despido al trabajador: escrita

Plazo de preaviso:

Remarks

Art. 49

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

Redundancy and severance pay

: 1 mes(es)

Redress

mineros: Si

: No

No

Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Article 235 of the Labour Code: in case of reinstatement of an unfairly dismissed worker, the compensation for idle time is limited to one-year wages. However, if the worker is not guilty of the fact that the trial lasts more than one year, the court may afford compensation of lost wages for the whole idle period.

directores/ gerentes: Si

Article 235 of the Labour Code

policía: No

Article 232 of the Labour Code

Arbitraje: No

Carga de la prueba: empleador