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> GOVERNANCE - home > Employment protection legislation database - EPLex > Peru

Peru - Procedural requirements for individual dismissals


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Notification to the worker to be dismissed: written

Remarks:
  • Art. 32 LPCL

Notice period:
Remarks:
  • See art. 31 LPCL:
    - The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
    - If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
    - In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.
    • tenure ≥ 6 months
      • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
      • dismissal based on worker's capacity - 30 day(s).
    • tenure ≥ 9 months
      • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
      • dismissal based on worker's capacity - 30 day(s).
    • tenure ≥ 2 years
      • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
      • dismissal based on worker's capacity - 30 day(s).
    • tenure ≥ 4 years
      • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
      • dismissal based on worker's capacity - 30 day(s).
    • tenure ≥ 5 years
      • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
      • dismissal based on worker's capacity - 30 day(s).
    • tenure ≥ 10 years
      • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
      • dismissal based on worker's capacity - 30 day(s).
    • tenure ≥ 20 years
      • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
      • dismissal based on worker's capacity - 30 day(s).

    Pay in lieu of notice: No

    Notification to the public administration: No

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    + show references

    Notification to the worker to be dismissed: written

    Remarks:
    • Art. 32 LPCL

    Notice period:
    Remarks:
    • See art. 31 LPCL:
      - The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
      - If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
      - In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.
      • tenure ≥ 6 months
        • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
        • dismissal based on worker's capacity - 30 day(s).
      • tenure ≥ 9 months
        • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
        • dismissal based on worker's capacity - 30 day(s).
      • tenure ≥ 2 years
        • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
        • dismissal based on worker's capacity - 30 day(s).
      • tenure ≥ 4 years
        • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
        • dismissal based on worker's capacity - 30 day(s).
      • tenure ≥ 5 years
        • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
        • dismissal based on worker's capacity - 30 day(s).
      • tenure ≥ 10 years
        • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
        • dismissal based on worker's capacity - 30 day(s).
      • tenure ≥ 20 years
        • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
        • dismissal based on worker's capacity - 30 day(s).

      Pay in lieu of notice: No

      Notification to the public administration: No

      Notification to workers' representatives: No

      Approval by public administration or judicial bodies: No

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: written

      Remarks:
      • Art. 32 LPCL

      Notice period:
      Remarks:
      • See art. 31 LPCL:
        - The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
        - If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
        - In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.
        • tenure ≥ 6 months
          • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
          • dismissal based on worker's capacity - 30 day(s).
        • tenure ≥ 9 months
          • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
          • dismissal based on worker's capacity - 30 day(s).
        • tenure ≥ 2 years
          • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
          • dismissal based on worker's capacity - 30 day(s).
        • tenure ≥ 4 years
          • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
          • dismissal based on worker's capacity - 30 day(s).
        • tenure ≥ 5 years
          • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
          • dismissal based on worker's capacity - 30 day(s).
        • tenure ≥ 10 years
          • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
          • dismissal based on worker's capacity - 30 day(s).
        • tenure ≥ 20 years
          • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
          • dismissal based on worker's capacity - 30 day(s).

        Pay in lieu of notice: No

        Notification to the public administration: No

        Notification to workers' representatives: No

        Approval by public administration or judicial bodies: No

        Approval by workers' representatives: No

        + show references

        Notification to the worker to be dismissed: written

        Remarks:
        • Art. 32 LPCL

        Notice period:
        Remarks:
        • See art. 31 LPCL:
          - The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
          - If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
          - In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.
          • tenure ≥ 6 months
            • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
            • dismissal based on worker's capacity - 30 day(s).
          • tenure ≥ 9 months
            • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
            • dismissal based on worker's capacity - 30 day(s).
          • tenure ≥ 2 years
            • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
            • dismissal based on worker's capacity - 30 day(s).
          • tenure ≥ 4 years
            • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
            • dismissal based on worker's capacity - 30 day(s).
          • tenure ≥ 5 years
            • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
            • dismissal based on worker's capacity - 30 day(s).
          • tenure ≥ 10 years
            • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
            • dismissal based on worker's capacity - 30 day(s).
          • tenure ≥ 20 years
            • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
            • dismissal based on worker's capacity - 30 day(s).

          Pay in lieu of notice: No

          Notification to the public administration: No

          Notification to workers' representatives: No

          Approval by public administration or judicial bodies: No

          Approval by workers' representatives: No

          + show references

          Notification to the worker to be dismissed: written

          Remarks:
          • Art. 32 LPCL

          Notice period:
          Remarks:
          • See art. 31 LPCL:
            - The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
            - If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
            - In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.
            • tenure ≥ 6 months
              • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
              • dismissal based on worker's capacity - 30 day(s).
            • tenure ≥ 9 months
              • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
              • dismissal based on worker's capacity - 30 day(s).
            • tenure ≥ 2 years
              • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
              • dismissal based on worker's capacity - 30 day(s).
            • tenure ≥ 4 years
              • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
              • dismissal based on worker's capacity - 30 day(s).
            • tenure ≥ 5 years
              • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
              • dismissal based on worker's capacity - 30 day(s).
            • tenure ≥ 10 years
              • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
              • dismissal based on worker's capacity - 30 day(s).
            • tenure ≥ 20 years
              • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
              • dismissal based on worker's capacity - 30 day(s).

            Pay in lieu of notice: No

            Notification to the public administration: No

            Notification to workers' representatives: No

            Approval by public administration or judicial bodies: No

            Approval by workers' representatives: No

            + show references

            Notification to the worker to be dismissed: written

            Remarks:
            • Art. 32 LPCL

            Notice period:
            Remarks:
            • See art. 31 LPCL:
              - The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
              - If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
              - In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.
              • tenure ≥ 6 months
                • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
                • dismissal based on worker's capacity - 30 day(s).
              • tenure ≥ 9 months
                • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
                • dismissal based on worker's capacity - 30 day(s).
              • tenure ≥ 2 years
                • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
                • dismissal based on worker's capacity - 30 day(s).
              • tenure ≥ 4 years
                • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
                • dismissal based on worker's capacity - 30 day(s).
              • tenure ≥ 5 years
                • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
                • dismissal based on worker's capacity - 30 day(s).
              • tenure ≥ 10 years
                • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
                • dismissal based on worker's capacity - 30 day(s).
              • tenure ≥ 20 years
                • dismissal based on conduct (excl. serious wrongdoings) - 6 day(s).
                • dismissal based on worker's capacity - 30 day(s).

              Pay in lieu of notice: No

              Notification to the public administration: No

              Notification to workers' representatives: No

              Approval by public administration or judicial bodies: No

              Approval by workers' representatives: No