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Perú - Tipos de contratos de trabajo


Tipos de contratos de trabajo - Perú - 2010    

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Duración maxima del periodo de prueba: 1 año(s)

Remarks:
  • General rule: Probationary periods may last three months, at the end of which the worker gains the right of protection against unlawful dismissal (art. 10 LPCL).
    Extension: The parties may agree to extend the probationary period where the work to be undertaken requires a period of training and adaptation or where the nature of the work or responsibility entailing such extension may be justified (art. 10 LPCL).
    Extension of the probationary period must be established in writing and may not exceed:
    - six months in total in the case of skilled workers and persons in positions of trust,
    - one year for managerial personnel.

Contrato de duración determinada (CDD):
  • Razones de utilización legítima de CDD: razones materiales y objetivas
    Remarks:
    • Arts 53-71 LPCL list the valid reasons for the use of FTCs (referred to as "contracts subject to special conditions") which fall within 3 categories:
      1) Temporary reasons (art. 54 LPCL):
      * commencement or launching of a new activity (max. duration of FTC: 3 years)
      * increase in market demand (max. duration of FTC: 5 years)
      * restructuring of the enterprise in response to the replacement, modification, extension or, in general, any technological change (max. duration of FTC: 2 years)
      2) Incidental reasons (art. 55, LPCL):
      * transitory needs different from the normal activity (max. duration: 6 months in one year),
      * replacement of a worker (max. 5 years)
      * emergency contract to cover needs arising from an unforeseen event or force majeure (duration of emergency and max. 5 years)
      3) Specific piece of work or service (sec. 56, LPCL):
      * performance of a specific piece of work or service (max. 5 years)
      * intermittent service contract (max. 5 years)
      * seasonal contracts (max. 5 years)
      Renewals are allowed within the maximum duration specified above for each contract. A combination of different contracts subject to special conditions is possible provided however that the total cumulative duration does not exceed 5 years (art. 74 LPCL).
  • Número máximo de CDD consecutivos: sin limitación
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 74 LPCL).
  • Duración máxima acumulativa de CDD consecutivos: 5 año(s)
    Remarks:
    • Arts 53-71 LPCL list the valid reasons for the use of FTCs (referred to as "contracts subject to special conditions") which fall within 3 categories:
      1) Temporary reasons (art. 54 LPCL):
      * commencement or launching of a new activity (max. duration of FTC: 3 years)
      * increase in market demand (max. duration of FTC: 5 years)
      * restructuring of the enterprise in response to the replacement, modification, extension or, in general, any technological change (max. duration of FTC: 2 years)
      2) Incidental reasons (art. 55, LPCL):
      * transitory needs different from the normal activity (max. duration: 6 months in one year),
      * replacement of a worker (max. 5 years)
      * emergency contract to cover needs arising from an unforeseen event or force majeure (duration of emergency and max. 5 years)
      3) Specific piece of work or service (sec. 56, LPCL):
      * performance of a specific piece of work or service (max. 5 years)
      * intermittent service contract (max. 5 years)
      * seasonal contracts (max. 5 years)
      Renewals are allowed within the maximum duration specified above for each contract. A combination of different contracts subject to special conditions is possible provided however that the total cumulative duration does not exceed 5 years (art. 74 LPCL).