Procedural requirements for individual dismissals - Honduras - 2012
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- Labour Code [LC], Decree No. 189 de 1959 (consolidated version) as last amended in 2008 by Decree No. 150-2008, of 31 October 2008 (Código del Trabajo de Honduras: Decreto No. 198 de 1959. Edición rubricada y concordada con las normas nacionales e internacionales del trabajo, Editores Darlan Esteban Matute López y Giovanni Rodríguez Mejía, OIT  in Spanish only)
Date: 31 Oct 2008; view website »
Notification to the worker to be dismissed: written
- Art. 117 LC: The party which unilaterally terminate the employment contract must give the other party a written notice. However, if the contract was concluded orally, the notice of termination can also be delivered orally. In any cases, the notice must indicate the reason for terminating the employment contract.
- According to art. 116 LC, either party can terminate an employment contract of indefinite duration provided that advance notice is given.
The statutory notice period varies according to the worker's length of service, as follows:
- 24 hours, if the length of service is less than 3 months;
- 1 week if the length of service is between 3 and 6 months;
- 2 weeks if the length of service is between 6 and 1 year;
- 1 month if the length of service is between 1 and 2 years;
- 2 months if the length of service is more than 2 years.
- tenure ≥ 6 months
- tenure ≥ 9 months
- tenure ≥ 2 years
- tenure ≥ 4 years
- tenure ≥ 5 years
- tenure ≥ 10 years
- tenure ≥ 20 years
Pay in lieu of notice: Yes
- See arts. 116 and 118 LC.
Notification to the public administration: No
Notification to workers' representatives: No
Approval by public administration or judicial bodies: No
- Except in the event of a dismissal of a protected worker (pregnant women and members of the board of directors of a trade union) whose dismissal must be authorized by a labour judge and/or the labour inspector (see arts. 124, 144, 145, 516 LC).
Approval by workers' representatives: No