Références
Catégories de travailleurs exclues:
Motifs autorisés (licenciement justifié):
Motifs prohibés:
Travailleurs bénéficiant d'une protection particulière:
Forme de la notification du licenciement au travailleur: aucune forme particulière requise
Art. 55 LC: The dismissal must be communicated to the worker by the employer or by his/her representatives, otherwise it is considered null and void, except when a written letter of dismissal signed by the employer or his/her representatives is delivered to the employee.
However, note art. 60. At the end of any contract, whatever the cause that motivated its termination, the employer must give written notice to the employee expressing: 1) starting and termination date of its work 2) type of work undertaken 3) last salary earned.
If the worker demands so, it can also include: 4) description of the worker’s efficiency and behaviour 5) reason of termination of contract.
Note that: it is not the official notification of the worker’s dismissal, it is rather a complementary document to the end of the contract.
Indemnité compensatrice de préavis: Non
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
However, prior authorization from the competent jurisdictional authority is required for the dismissal of a worker covered by trade union immunity (art. 248 LC and 47 of the Constitution).
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) No statutory definition of collective dismissal for economic reasons. <br/><br/>Art. 49The LC foresees termination of employment with no liability on the part of either party in the following cases:<br/>- closure of all or part of the undertaking or establishment, or final reduction of the activities, resulting from the unprofitably of the business and authorized by the competent labour judge.<br/>- business closure caused by the exhaustion of the substance exploited by the extractive industry and authorized by the labour judge.<br/><br/>In addition, the LC (art. 48) provides for termination without judicial intervention in the event of:<br/>- dissolution of the undertaking in case the business has ended, orf an undertaking <br/>- partial or total cessation of activities following bankruptcy , when it has been decided by the Trade Union or the Board of Creditors, and considered fortuitous and not negligent.<br/><br/>With the exception of those reasons, economic reasons are not considered to be a good cause for dismissal. Therefore dismissal based on economic reasons will be treated as de facto dismissal "despido de hecho" and will entail payment of compensation for unjustified dismissal.<br/>
See art. 48 and 49 LC.
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) No
Notification aux représentants des travailleurs: No
Accord des syndicats (représentants des travailleurs) No
However, prior judicial authorization is required in the folllowing cases:
- closure of all or part of the undertaking or establishment, or final reduction of the activities, resulting from the unprofitably of the business;
- business closure caused by the exhaustion of the substance exploited by the extractive industry (art. 49 LC).
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
:
According to article 58 of Labour Code, in case the termination of employment contracts occurs without a cause, the worker is entitled do 30 days of salary per year of service or respective fraction of it, not less than 15 days of salary. The parameters to the calculation of severance pay must consider the salary as a maximum amount of 4 times the statutory minimum wage.
: 15 jour(s)
: 22.5 jour(s)
: 30 jour(s)
: 60 jour(s)
: 120 jour(s)
: 150 jour(s)
: 300 jour(s)
: 600 jour(s)
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois