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Legal coverage
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

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)

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. 22 LC

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

Forma de la notificación del despido al trabajador: escrita

Plazo de preaviso:

Remarks

Art. 49

Todos:

    Todos:

    • Todos: 2 mes(es).

    Todos:

      Todos:

      • Todos: 2 mes(es).

      Todos:

        Todos:

        • Todos: 2 mes(es).

        Todos:

          Todos:

          • Todos: 2 mes(es).

          Todos:

            Todos:

            • Todos: 2 mes(es).

            Todos:

              Todos:

              • Todos: 2 mes(es).

              Todos:

                Todos:

                • Todos: 2 mes(es).

                Todos:

                  Todos:

                  • Todos: 2 mes(es).

                  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

                  Definición de despido colectivo (número de empleados afectados) Mass redundancy is a one-time termination, or a termination:<br/><br/>Over a period of 1 month: <br/>•10 and more workers in an enterprise, establishment, or organization employing 20 to 100 workers;<br/>•10 and more per cent of workers in an enterprise, establishment, or organization employing 101 to 300 workers;<br/><br/>Over a period of 3 months: <br/>•20 and more per cent of workers in an enterprise, establishment, or organization regardless of the total number of employees

                  Notificación a la administración Yes

                  Remarks

                  Article 49.4 of the Labour Code - consultation with trade unions three months before any dismissal

                  Notificación a los sindicatos (representantes de los trabajadores) Yes

                  Remarks

                  Article 49.2 of the Labour Code - notification to public service of employment two months before any dismissal

                  Notificación a los representantes de los trabajadores: Yes

                  Acuerdo de los sindicatos (representantes de los trabajadores) No

                  Acuerdo de los representantes de los trabajadores No

                  Remarks

                  Article 43 of the Labour Code: any dismissal of a worker, member of the trade union, is allowed only upon approval by the trade union.

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

                  Remarks

                  Article 42 of the Labour Code: to select workers for redundancy, the preference is given to workers with higher qualification and better productivity. This provision also lists other facrtors to take into account in case of equal productivity and qualification, such as having two or more dependants, long tenure at the entreprise etc.

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

                  Remarks

                  Article 42.1 of the Labour Code - the preferential right to be re-employed is granted to redundant workers during one year after their dismissal for economic reaons.

                  Reglas de prioridad para la re-contratación Yes

                  Remarks

                  Article 40 of the Labour Code: Any dismissal for economic reasons is allowed only if it is impossible to find another job acceptable for the worker.

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  : 1 mes(es)

                  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: Si

                  Commission on Labour Disputes (CLD): Article 221 of Labour Code provides that it is an obligatory first pre-trial instance to resolve the individual labour disputes at the work level, for enterprises and organizations that have more than 15 employees. If the number of employees is less than 15 employees, there is no obligation to establish CLD and such employees could directly address to the court for the protection of their labour rights (article 232 of Labour Code). The CLD decision is a special form of pre-trial procedure and could not be considered as arbitration. Art. 232 of the Labour Code set out disputes that can be considered only in the courts and cannot be subject of CLD procedures.

                  Article 232 of the Labour Code

                  Arbitraje: No

                  Carga de la prueba: ambos

                  According to article 81 of Civil Procedure Code, each party shall prove the circumstances to which it refers as the basis of its claims or objections, except as provided in this Code. In cases of discrimination, the plaintiff is required to provide factual evidence that the discrimination has taken place. If such information is provided, the defendant shall rely on proof of its absence.