Dismissal due to business reasons - Conclusions
| Autor | Juan Peña Moncho - Andrés Camargo Rodríguez |
| Cargo | Student of the Master´s Degree in Labour Law, ESADE Law School - PhD candidate, Universitat Pompeu Fabra |
| Páginas | 168-204 |
IUSLabor 1/2018
168
DISMISSAL DUE TO BUSINESS REASONS
CONCLUSIONS
Juan Peña Moncho
Student of the Master´s Degree in Labour Law, ESADE Law School
Andrés Camargo Rodríguez
PhD candidate, Universitat Pompeu Fabra
Abstract
The Comparative Labor Dossier (CLLD) in this issue 1/2018 of IUSLabor is dedicated
to dismissals due to business reasons. Aside from Spain, renowned academics and
professionals from the following countries have participated in this publication:
Belgium, France, Italy, Germany, Greece, Portugal, Argentina, Brazil, Colombia, Costa
Rica, Dominican Republic, Uruguay and Canada. The following pages contain the 10
main conclusions reached in the comparative study. Nevertheless, it is highly
recommended the detailed reading of the pertinent chapters to better understand the
conclusions here indicated. Likewise, you will find attached to the conclusions a
summary table with the answers of the different legal regimes to each one of the
questions on dismissals due to business reasons analysed in this issue of IUSLabor.
El Comparative Labor Law Dossier (CLLD) de este número 1/2018 de IUSLabor está
dedicado a los despidos por causas empresariales. Además de España, en esta
publicación ha n participado académicos y profesionales de reconocido pr estigio de los
siguientes países: Bélgica, Francia, Ita lia, Alemania, Grecia, P ortugal, Argentina,
Brasil, Colombia, Costa Rica, República Dominicana , Uruguay y Canadá. En las
siguientes páginas hemos incluido las 10 conclusiones pr incipales que hemos
alcanzado. No obstante, recomendamos encarecidamente una lectura detallada de los
capítulos correspondientes para una mejor comprensión de los puntos aquí señalados.
Asimismo, las conclusiones vienen acompañadas de un cuadro-resumen con las
respuestas de los distintos ordenamientos jurídicos a cada una de las preguntas sobre
despidos por causas empresariales analizadas en este número de IUSLabor.
Título: Despidos por causas empresar iales. Conclusiones.
Keyworkds: dismissals, redundancies, business causes, severance pay.
Palabras clave: despido, despido colectivo, causas empresariales, indemnización.
IUSLabor 1/2018, ISSN 1699-2938, p. 168-204.
IUSLabor 1/2018 Juan Peña M. y Andrés Camargo R.
169
Summary
1. «Top ten» conclusions
2. «Top ten» conclusiones
3. Summary table
3.1. Europe
3.2. Latin America
3.3. North America
IUSLabor 1/2018 Juan Peña M. y Andrés Camargo R.
170
1. «Top ten» conclusions
The comparative Labor Law Dossier (CLLD) in this issue 1/2018 of IUSLabor is
dedicated to the regulation of different legal regimes on dismissals due to business
reasons. It includes, therefore, several articles realised by well-known academics and
professionals on the regulation on collective redundancies and dismissals due to
business reasons in Belgium, France, Italy, Germany, Greece, Portugal, Spain,
Argentina, Brazil, Colombia, Costa Rica, Dominican Republic, Uruguay and Canada.
The CLLD emanates from the following questions answered by the international
advisors of the journal:
1. How are the causes that justify a redundancy or a dismissal due to business reasons
defined?
2. The business reasons that justifying the dismissal, must they concur in the entire
company or only concur in the workplace where dismissal occurs?
3. What is the procedure that the company must follow to conduct a dismissal for
business reasons? Are there specialties in such procedure in cases of redundancies
(that is, when there is a collective dismissal)?
4. How is the number of affected workers calculated in order to determine the
individual or collective nature of the dismissal?
5. Are there groups of workers who have priority in a dismissal for business reasons?
Particularly, do workers´ representatives have priority? And pregnant workers?
Elder workers? Workers with family responsibilities?
6. Are there workers affected by a dismissal due to business reasons entitled to an
economic compensation?
7. What obligations does the company that carries out a dismissal due to business
reasons have? In particular, is there the obligation to relocate affected workers
within the company or the group of companies?
8. What are the consequences that arise from breach or non-compliance with the legal
procedure regarding dismissals due to business reasons? In which cases is that
dismissal considered null (that is, that implies the worker´s readmission)?
9. Are there specialties in the dismissal due to business reasons for microcompanies
and/or small and medium enterprises?
10. It is possible to conduct a dismissal due to business reasons in a public
administration? In this case, what specialties exist in regard to the definition of the
business causes?
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