Legislative Decree No. 37 of 7 February 1944
Date:7 Feb 1944;
Decree Law Nº 16187
Date:16 Feb 1979;
Labour Code, updated to 2011
(Ley del 24 de mayo de 1939 Ley General del Trabajo - Vigente y Actualizada 2011)
Date:25 Apr 2024;
voir le site internet »
Code on Labour Procedure, 1979
Date:25 Jul 1979;
voir le site internet »
Resolución Ministerial N º 283/62 del 13 de junio de 1962
Date:13 Jun 1962;
Taille des entreprises exclues (≤): country-detail
Catégories de travailleurs exclues:
CDD reglementés: Oui
Fixed term contracts are regulated with the Law Decree Nº 16187
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 1 of the Law Decree No Nº 16187
Nombre maximum de CDD successifs: 2
Art. 2 of the Law Decree Nº 16187
Durée cumulée maximum de CDD successifs: 12mois
Resolución Ministerial N º 283/62 del 13 de junio de 1962
Durée maximale de la période d'essai (en mois): 3 mois
Art. 13 of the Labour Code
Art. 16 of the Labour Code sets out the following causes for the termination of employment and in these cases there is no entitlement to severance pay or compensation:
a) Cause intentional material damage to work instruments.
b) Revelation of industrial secrets.
c) Imprudence or omission to industrial security or hygiene.
d) Larceny or robbery committed by the employee.
e) Partial or complete breach of agreement.
(*translation from the document LABOR AND EMPLOYMENT DESK BOOK BOLIVIA C.R. & F. Rojas - Abogados)
Art. 14 of the Bolivian Constitution
Regarding the trade union membership and activities, only the leaders of workers' organization are protected and they can not be dismissed without the prior authorization of a Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944)
Art. 14 of the Constitution of Bolivia (general provisions on non discrimination)
Regarding the trade union membership and activities, only the leaders of workers' organization are protected and they can not be dismissed without the prior authorization of a Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944)
Forme de la notification du licenciement au travailleur: aucune forme particulière requise
Délai de préavis:
Art. 12 of the LC provides for the following notice periods:
1. Labour contract with workers (”obreros"):
a.) 1 week of advance notice for contracts longer than one month;
b.) 15 days of advance notice for contracts longer than six months;
c.) 30 days of advance notice period for contracts longer than one year.
2. Labour contracts with employees ("empleados") require a notice period of 90 days if the contract has been consecutively longer than 3 months.
Note: the difference between “worker” and “employee” can be found in Article 2 of the Labour Code; the difference is based on the nature of the tasks for which they are contracted.
ancienneté ≥ 6 mois:
ancienneté ≥ 9 mois:
ancienneté ≥ 2 ans:
ancienneté ≥ 4 ans:
ancienneté ≥ 5 ans:
ancienneté ≥ 10 ans:
ancienneté ≥ 20 ans:
Indemnité compensatrice de préavis: Oui
Art. 12 of the Labour Code
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés): Redundancy dismissal is not allowed in law
Consultation préalable des syndicats (représentants des travailleurs): Non
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non
Règles de priorité de réembauche: Non
Indemnité de licenciement:
When the worker retires against his/hers own will the employer is obliged to pay compensation corresponding to one months' salary for each year of service. If the service was less than one year, payment is made proportionally to the months worked, deducting the first three months of the probationary period, except in the case of fixed term contract, from which no deduction is made. (Art. 13 of the Labour Code)
ancienneté ≥ 6 mois: 0.25 mois
ancienneté ≥ 9 mois: 0.5 mois
ancienneté ≥ 1 an: 1 mois
ancienneté ≥ 4 ans: 4 mois
ancienneté ≥ 5 ans: 5 mois
ancienneté ≥ 10 ans: 10 mois
ancienneté ≥ 20 ans: 20 mois
Indemnité de licenciement pour motif économique:
ancienneté ≥ 6 mois: 0.12 mois
ancienneté ≥ 9 mois: 0.25 mois
ancienneté ≥ 1 an: 0.5 mois
ancienneté ≥ 2 ans: 1 mois
ancienneté ≥ 4 ans: 2 mois
ancienneté ≥ 5 ans: 2.5 mois
ancienneté ≥ 10 ans: 5 mois
ancienneté ≥ 20 ans: 10 mois
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non
Compensation for unfair dismissal - Are there legal limits?: Oui
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Article 13 of Labour Code provides that when the worker is dismissed by the employer for unfair reasons, the employer shall be obliged, regardless of the eviction, to compensate the worker for the time of service, with the sum equivalent to one month's salary or salary for each year of continuous work; and if the services do not reach one year, proportionally to the months worked; it will be computed from the date in which they were hired, verbally or in writing, including the months that are considered proof. Only the period corresponding to the initial period of the first three months is deemed to be a trial period, but not to subsequent periods resulting from renewal or extension. If the worker had more than 8 years of service, the compensation to be paid will be in qual amount of the one to be paid in case of voluntary dismissal.
Possibilité de réintégration dans l'emploi: Oui
Articles 10 and 11 of Supreme Decree No. 28699 provides for the possibility for employees to choose between reinstatement or compensation in case of unfair dismissal.
If the employee opts for reinstatement, he/she can request the Labour Authority to issue a reinstatement order, provided that the dismissal is proved to be unjustified.
Conciliation préalable obligatoire: Non
Only for collective labour disputes
Courts ou tribunaux compétents: tribunal du travail
Article 6 of Labour Code Procedure provides that the special jurisdiction of labour and social security is exercised permanently:
a) By the Labour and Social Security Courts, as first instance courts;
b) By the National Labour and Social Security Court, as the Court of Appeal; and
c) By the Supreme Court of Justice in its Social and Administrative Chamber, as Court of Cassation.
Règlement des litiges individuels par arbitrage: Non
Only in the case of collective labour dispute
Charge de la preuve: employeur
Article 3 (h) Code of Labour Procedure.