Références
Catégories de travailleurs exclues:
Motifs autorisés (licenciement justifié):
Motifs prohibés:
Travailleurs bénéficiant d'une protection particulière:
Severance pay:
LLCP does not foresee any severance pay or redundancy payment. The employer can terminate the employment contracts for economic reasons, technological reasons, or structural causes that make the cessation necessary or in the event of force majeure without having to pay compensation.
Dismissal of a worker due to his or her capacity or conduct does not give rise to compensation (art. 34, LLCP)
If the employer dismisses an employee for reasons other than those exhaustively listed in the LPCL, he or she will have to pay compensation for arbitrary dismissal which is calculated according to the length of service (see below - avenues for redress).
tenure ≥ 6 mois: 0 mois.
tenure ≥ 9 mois: 0 mois.
tenure ≥ 1 an: 0 mois.
tenure ≥ 2 ans: 0 mois.
tenure ≥ 4 ans: 0 mois.
tenure ≥ 5 ans: 0 mois.
tenure ≥ 10 ans: 0 mois.
tenure ≥ 20 ans: 0 mois.
tenure ≥ 6 mois: 0 mois.
tenure ≥ 9 mois: 0 mois.
tenure ≥ 1 an: 0 mois.
tenure ≥ 2 ans: 0 mois.
tenure ≥ 4 ans: 0 mois.
tenure ≥ 5 ans: 0 mois.
tenure ≥ 10 ans: 0 mois.
tenure ≥ 20 ans: 0 mois.
1) Dismissal based on the worker's capacity or conduct: no severance pay (Section 34 LPCL)
2) Collective termination (10% of the workers) for economic reasons, collective termination due to force majeure, bankruptcy, restructuring: Redundancy payment in accordance with Section 21 Supreme Decree No 001-97-TR (Texto Único Ordenado de la Ley de Compensación por Tiempo de Servicios)
2) Dismissal without cause (arbitrary): compensation for unfair dismissal (Sections 34 and 38 LPCL - see below)
Note: the Peruvian legislation foresees a seniority award (Compensacion for Tiempo de Servicio - CTS) which is a social benefit payable to a worker, upon termination of employment irrespective of the reason for the termination. It is intended to cover the fundamental risk caused by the termination of an employment relationship and the consequent loss of income. This compensation is equivalent to one monthly average salary per year of service. The CTS is deposited to a bank chosen by the employee each semester, 50 % at all times (in May and November). While prior to 1991, the CTS was to be paid only once the employment relationship was terminated, the employee can now freely withdraw up to 50% of the CTS.