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Venezuela, République bolivarienne du - Conditions de forme / procédure des licenciements collectifs pour motif économique


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Définition du licenciement collectif (nombre d'employés concernés):
1) Mass dismissal is defined as any dismissal concerning
- at least 10% of the workers or more in undertakings with more than 100 workers;
-20% of the workers in undertakings of more than 50 workers;
- at least 10 workers in undertakings with fewer than 50 workers;
within 3 months or more if the circumstances make the dismissal critical.

Remarks:
  • Art. 95 OLL defines the notion of "mass dimissals" and establishes the related procedure. This procedure established by Article 95 OLL can be suspended by the Ministry of Popular Power, through special resolutions,on the grounds of social interest.
    However, the above-mentioned rules do not apply to workers covered by the "Immunity Decree "(Decree No. 3.708 of 2018), namely: all workers covered by the Labour Code except managers and workers with less than one month seniority. Under the Immunity Decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector.
    ____________________
    In Spanish:
    Despido masivo - Artículo 95 OLL.
    "El despido se considerará masivo cuando afecte a un número igual o mayor al diez por ciento de los trabajadores o trabajadoras de una entidad de trabajo que tenga más de cien trabajadores o trabajadoras, o al veinte por ciento de una entidad de trabajo que tenga más de cincuenta trabajadores o trabajadoras, o a diez trabajadores o trabajadoras de una entidad de trabajo que tenga menos de cincuenta dentro de un lapso de tres meses, o aún mayor si las circunstancias le dieren carácter crítico.
    Cuando se realice un despido masivo, el Ministerio del Poder popular con competenda en trabajo y seguridad social podrá, por razones de interés social, suspenderlo mediante resolución especial."

Consultation préalable des syndicats (représentants des travailleurs): Non

Remarks:
  • No involvement of workers' representative in the procedure for mass dismissals foreseen in the OLL. However, if after the Ministry of Labour has ordered the suspension of the effects of the mass dismissal and reinstatement of the workers, the employer still wants to carry out dismissals on economic grounds, he/she can submit an application for workforce reduction to the Labour Inspector.

    NOTE: The above-mentioned rules do not apply to workers covered by the "Immunity Decree "(Decree No. 3.708 of 2018). These are: all workers covered by the Labour Code except managers and workers with less than one month seniority. Under the immunity decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector

Notification à l'administration publique: Oui

Notification aux représentants des travailleurs: Non

Remarks:
  • No involvement of workers' representative in the procedure for mass dismissals foreseen in the OLL.

Autorisation de l'administration publique ou d'un organe judiciaire: Oui

Remarks:
  • Art. 95 OLL: The Ministry of Popular Power, with competences in labour and social security, can suspend the mass dismissals related procedures if it considers social interest reasons and states so by special resolutions.
    • Moreover, the "Immunity Decree "(Decree No. 3.708 for the year 2018) - which covers all workers under the scope of the Labour Code except managers and workers with less than one month seniority- states that a worker can only be dismissed for a just cause previously approved by the Labour Inspector. Currently this is the procedure that regulates most of the dismissals in practice.

Accord des représentants des travailleurs: Non

Remarks:
  • Neither the OLL nor the Immunity Decree foresee the approval by workers’ representatives.

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

Remarks:
  • No statutory provision in the OLL concerning criteria to be taken into consideration in the event of redundancy.
    However, it is important to keep in mind here the immunity from dismissal granted to some categories of workers (under the OLL (see above special protection) and under the Immunity Decree)

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Remarks:
  • No reference to alternative measures to dismissals in the provisions governing mass dismissals.

Règles de priorité de réembauche: Non

Remarks:
  • No statutory provision.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
1) Mass dismissal is defined as any dismissal concerning
- at least 10% of the workers or more in undertakings with more than 100 workers;
-20% of the workers in undertakings of more than 50 workers;
- at least 10 workers in undertakings with fewer than 50 workers;
within 3 months or more if the circumstances make the dismissal critical.

Remarks:
  • Art. 95 OLL defines the notion of "mass dimissals" and establishes the related procedure. This procedure established by Article 95 OLL can be suspended by the Ministry of Popular Power, through special resolutions,on the grounds of social interest.
    However, the above-mentioned rules do not apply to workers covered by the "Immunity Decree "(Decree No. 3.708 of 2018), namely: all workers covered by the Labour Code except managers and workers with less than one month seniority. Under the Immunity Decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector.
    ____________________
    In Spanish:
    Despido masivo - Artículo 95 OLL.
    "El despido se considerará masivo cuando afecte a un número igual o mayor al diez por ciento de los trabajadores o trabajadoras de una entidad de trabajo que tenga más de cien trabajadores o trabajadoras, o al veinte por ciento de una entidad de trabajo que tenga más de cincuenta trabajadores o trabajadoras, o a diez trabajadores o trabajadoras de una entidad de trabajo que tenga menos de cincuenta dentro de un lapso de tres meses, o aún mayor si las circunstancias le dieren carácter crítico.
    Cuando se realice un despido masivo, el Ministerio del Poder popular con competenda en trabajo y seguridad social podrá, por razones de interés social, suspenderlo mediante resolución especial."

Consultation préalable des syndicats (représentants des travailleurs): Non

Remarks:
  • No involvement of workers' representative in the procedure for mass dismissals foreseen in the OLL. However, if after the Ministry of Labour has ordered the suspension of the effects of the mass dismissal and reinstatement of the workers, the employer still wants to carry out dismissals on economic grounds, he/she can submit an application for workforce reduction to the Labour Inspector.

    NOTE: The above-mentioned rules do not apply to workers covered by the "Immunity Decree "(Decree No. 3.708 of 2018). These are: all workers covered by the Labour Code except managers and workers with less than one month seniority. Under the immunity decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector

Notification à l'administration publique: Oui

Notification aux représentants des travailleurs: Non

Remarks:
  • No involvement of workers' representative in the procedure for mass dismissals foreseen in the OLL.

Autorisation de l'administration publique ou d'un organe judiciaire: Oui

Remarks:
  • Art. 95 OLL: The Ministry of Popular Power, with competences in labour and social security, can suspend the mass dismissals related procedures if it considers social interest reasons and states so by special resolutions.
    • Moreover, the "Immunity Decree "(Decree No. 3.708 for the year 2018) - which covers all workers under the scope of the Labour Code except managers and workers with less than one month seniority- states that a worker can only be dismissed for a just cause previously approved by the Labour Inspector. Currently this is the procedure that regulates most of the dismissals in practice.

Accord des représentants des travailleurs: Non

Remarks:
  • Neither the OLL nor the Immunity Decree foresee the approval by workers’ representatives.

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

Remarks:
  • No statutory provision in the OLL concerning criteria to be taken into consideration in the event of redundancy.
    However, it is important to keep in mind here the immunity from dismissal granted to some categories of workers (under the OLL (see above special protection) and under the Immunity Decree)

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Remarks:
  • No reference to alternative measures to dismissals in the provisions governing mass dismissals.

Règles de priorité de réembauche: Non

Remarks:
  • No statutory provision.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
1) Mass dismissal is defined as any dismissal concerning
- at least 10% of the workers or more in undertakings with more than 100 workers;
-20% of the workers in undertakings of more than 50 workers;
- at least 10 workers in undertakings with fewer than 50 workers;
within 3 months or more if the circumstances make the dismissal critical.

Remarks:
  • Art. 95 OLL defines the notion of "mass dimissals" and establishes the related procedure. This procedure established by Article 95 OLL can be suspended by the Ministry of Popular Power, through special resolutions,on the grounds of social interest.
    However, the above-mentioned rules do not apply to workers covered by the "Immunity Decree "(Decree No. 3.708 of 2018), namely: all workers covered by the Labour Code except managers and workers with less than one month seniority. Under the Immunity Decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector.
    ____________________
    In Spanish:
    Despido masivo - Artículo 95 OLL.
    "El despido se considerará masivo cuando afecte a un número igual o mayor al diez por ciento de los trabajadores o trabajadoras de una entidad de trabajo que tenga más de cien trabajadores o trabajadoras, o al veinte por ciento de una entidad de trabajo que tenga más de cincuenta trabajadores o trabajadoras, o a diez trabajadores o trabajadoras de una entidad de trabajo que tenga menos de cincuenta dentro de un lapso de tres meses, o aún mayor si las circunstancias le dieren carácter crítico.
    Cuando se realice un despido masivo, el Ministerio del Poder popular con competenda en trabajo y seguridad social podrá, por razones de interés social, suspenderlo mediante resolución especial."

Consultation préalable des syndicats (représentants des travailleurs): Non

Remarks:
  • No involvement of workers' representative in the procedure for mass dismissals foreseen in the OLL. However, if after the Ministry of Labour has ordered the suspension of the effects of the mass dismissal and reinstatement of the workers, the employer still wants to carry out dismissals on economic grounds, he/she can submit an application for workforce reduction to the Labour Inspector.

    NOTE: The above-mentioned rules do not apply to workers covered by the "Immunity Decree "(Decree No. 3.708 of 2018). These are: all workers covered by the Labour Code except managers and workers with less than one month seniority. Under the immunity decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector

Notification à l'administration publique: Oui

Notification aux représentants des travailleurs: Non

Remarks:
  • No involvement of workers' representative in the procedure for mass dismissals foreseen in the OLL.

Autorisation de l'administration publique ou d'un organe judiciaire: Oui

Remarks:
  • Art. 95 OLL: The Ministry of Popular Power, with competences in labour and social security, can suspend the mass dismissals related procedures if it considers social interest reasons and states so by special resolutions.
    • Moreover, the "Immunity Decree "(Decree No. 3.708 for the year 2018) - which covers all workers under the scope of the Labour Code except managers and workers with less than one month seniority- states that a worker can only be dismissed for a just cause previously approved by the Labour Inspector. Currently this is the procedure that regulates most of the dismissals in practice.

Accord des représentants des travailleurs: Non

Remarks:
  • Neither the OLL nor the Immunity Decree foresee the approval by workers’ representatives.

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

Remarks:
  • No statutory provision in the OLL concerning criteria to be taken into consideration in the event of redundancy.
    However, it is important to keep in mind here the immunity from dismissal granted to some categories of workers (under the OLL (see above special protection) and under the Immunity Decree)

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Remarks:
  • No reference to alternative measures to dismissals in the provisions governing mass dismissals.

Règles de priorité de réembauche: Non

Remarks:
  • No statutory provision.