Références
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires, armée
Article 3 of Labour Code excludes the army of the coverage of the code. Moreover, civil servants are regulated by the Ley de Servicio Civil y Carrera Administrativa.
CDD reglementés: Oui
FTCs are regulated by articles 25, 26 and 27 of Labour Code.
Article 25. The employment relationship or individual contract can be for a determined or indeterminate time.
Article 26. The employment contract is presumed to be concluded for an indefinite period, except when:
a) when the parties agree on a deadline;
b) when the term for the performance of the work or service is a function of their duration;
c) in the case of seasonal or cyclical work without prejudice to the provisions of collective agreements.
Article 27 provides that if a workers keeps working for the same employer for at least 30 days after the term of FTC, the contract will be considered for indefinite term.
Motifs autorisés de recours au CDD: aucune limitation
Article 26. The employment contract is presumed to be concluded for an indefinite period, except when:
a) when the parties agree on a deadline;
b) when the term for the performance of the work or service is a function of their duration;
c) in the case of seasonal or cyclical work, respecting any provisions of collective agreements.
: 2
Article 27 of Labour Code provides that the contract or employment relationship is considered for an indefinite period when it does not have a term. Likewise, when the term of the contract has expired for a specified time and the worker continues to provide his services for an additional thirty days, or when the term of his second extension has expired, continue working or extend it again.
Durée cumulée maximum de CDD successifs: aucune limitation
Durée maximale de la période d'essai (en mois): 30 jour(s)
Article 28 of Labour Code provides that in indefinite term contracts, the parties may agree to a trial period of no more than thirty days during which any of them may terminate the employment relationship without any liability to them.
Excluded from protection against dismissal: Non
See article 28 above.
Obligation d'informer le travailleur des raisons du licenciement: Non
The Labour Code does not have any provision determining that the employer should provide justification or previous notification to the worker concerning the dismissal.
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, affiliation et activités syndicales
According to Article 144 of Labour Code, the worker in a state of pregnancy or enjoying prenatal and postnatal leave may not be dismissed, except for just cause previously established by the Ministry of Labour.
Moreover, article 231 to 234 provide rules for protection against dimissals of employees involved in trade union activities. The dismissal would be only allowed with the authorization of Ministy of Labour.
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité
See articles 144, 231 and 234 of Labour Code.
Forme de la notification du licenciement au travailleur: aucune forme particulière requise
Indemnité compensatrice de préavis: Non
Notification à l'administration publique: Oui
It is necessary to notify and receive the approval of the Ministry of Labour in cases involving disciplinary dismissals (Article 48 of Labour Code), particularly concerning workers who enjoy special protection, such as pregnant workers (article 144) and trade union members (article 231).
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Oui
It is necessary to notify and receive the approval of the Ministry of Labour in cases involving disciplinary dismissals (Article 48 of Labour Code), particularly concerning workers who enjoy special protection, such as pregnant workers (article 144) and trade union members (article 231).
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) No statutory definition of collective dismissal for economic reasons and no threshold involved.
Employers that definitively cease their activities due to economic reasons must get approval from the Ministry of Labour (article 41, d, LC). In case of dismissals due to economic reasons, article 42 provides that vacation pay and 13th salary must be paid, but standard procedures for individual dismissals can be applied to any other type of collective dismissals.
Article 38 of Labour Code also provides rules for suspension of the employment agreements, such as: a) lack of raw material, b) company´s shut-down ordered by competent authority following preventive or corrective reasons of hygiene or security, c) temporary closing-up of the establishment due to economic or technical reasons, d) fortuity or force majeure. The suspension of activities is also possible only after Ministry of Labour`s approval.
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) Yes
Dismissals due to economic reasons must be notified and authorized by Ministry of Labour (article 42, d, Labour Code).
Notification aux représentants des travailleurs: No
Accord des syndicats (représentants des travailleurs) Yes
Dismissals due to economic reasons must be notified and authorized by Ministry of Labour (article 42, d, Labour Code).
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Règles de priorité de réembauche No
:
Article 42 of Labour Court provides that whatever the cause of termination of the employment contract, the employer is obliged according to the Law, to pay the worker, or respective heirs, the proportional part of the benefits such as vacations and thirteenth month.
Article 45 of Labour Code also provides that when the employer terminates the employment contract for an indefinite period and without just cause, the worker is entitled to:
1) One month's salary for each of the first three years of work;
2) Twenty days of salary for each year of work from the fourth year.
In no case will the compensation be less than a month or more than five months. The fractions between the years worked will be liquidated proportionally.
: 15 jour(s)
: 22.5 jour(s)
: 1 mois
: 2 mois
: 3.75 mois
: 4.15 mois
: 5 mois
: 5 mois
travailleurs miniers: Non
: Oui
In case of unfair dismissal, according to article 46, if allegations of unfair dismissal are proved, the Labour Judge can order reinstatment plus back pay. if the employer does not comply with the judicial decision, the compensation in double will be ordered.
Oui
In case of unfair dismissal, according to article 46, if allegations of unfair dismissal are proved, the Labour Judge can order reinstatment plus back pay. if the employer does not comply with the judicial decision, the compensation in double will be ordered.
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie):
According to article 45, when the employer terminates the employment contract for an indefinite period and without just cause, the worker is entitled to compensation equivalent to:
1) One month's salary for each of the first three years of work;
2) Twenty days of salary for each year of work from the fourth year.
In no case will the compensation be less than a month or more than five months. The fractions between the years worked will be liquidated proportionally.
Also, in cases when the workers enjoy special protection, article 46 provides that worker should be reinstated with the payment of the salaries from the dismissal to the effective return to work. In case that is not possible, the double to the severance pay dyermined by article 45 shall be paid.
directeurs /cadres dirigeants: Oui
Article 46 of Labour Code provides that when the termination of the contract by the employer is verified in violation of the prohibitive provisions contained in this code and other labour regulations, or constitutes an act that restricts the worker's right, or is in retaliation against the worker for having exercised or attempted to exercise their labour or union rights, the worker will have action to demand their reinstatement before the Labor Judge, in the same position that they held and in identical working conditions, remaining
the employer, if the refund is declared, to the payment of the wages not received and to their refund.
If the employer does not comply with the judicial resolution, this must pay the worker, in addition to the severance pay, a sum equivalent to one hundred percent of the same.
police: Non
Article 310 of Labour Code provides that a first hearing will be scheduled to attempt conciliation. Articles 323 et. seq. provide rules for judicial conciliation.
Règlement des litiges individuels par arbitrage: Oui
The Ministry of Labor has a General Directorate for Collective Law and Labor Consulting, under whose direction is the Department of Collective Bargaining and the Department of Individual Conciliation that offers arbitration services for alternative resolution of conflicts, but it is not mandatory.
Durée de la procédure: 30jour(s) (statutory)
Article 46 provides that the Labor Judge must resolve these cases within thirty days from the filing of the claim and in the case of appeal, the respective court must do so within sixty days of receiving the proceedings. Both terms are mandatory and to the judges and magistrates who do not resolve within the indicated terms, the respective superior at the request of the aggrieved party will apply a fine equivalent to ten percent of the salary of the respective authorities.
Charge de la preuve: les deux
Article 328 of Labour Code.