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> GOVERNANCE - home > Employment protection legislation database - EPLex > Venezuela, Bolivarian Republic of

Venezuela, Bolivarian Republic of - Procedural requirements for individual dismissals


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Notification to the worker to be dismissed: no specific form required

Notice period:
Remarks:
  • No notice period is necessary in cases of dismissal for just cause. (art. 82 OLL)
    ____________
    In Spanish:
    Artículo 82. "Cualquiera de las partes podrá dar por terminada la reladón de trabajo, sin previo aviso, cuando exista causa justificada para llo. Esta causa no podrá invocarse si hubieren transcurrido treinta días continuos desde aquel en que el patrono, la oatrona o el trabajador o la trabajadora haya tenido o debido tener conocimiento del hecho que constituya causa justificada, para terminar la relación por voluntad unilateral."

    Pay in lieu of notice: No

    Remarks:
    • There is no pay in lieu of notice because there is no notice foreseen in OLL.

    Notification to the public administration: No

    Remarks:
    • • Under the OLL, there is no general obligation to notify the labour administration prior to any dismissal.
      However, any dismissal of a worker protected by job stability must be notified to the competent labour judge within five business days of the date of the dismissal, with an indication of the reasons. . (= post-dismissal notification to a judicial body)
      In the absence of such notification, the dismissal will be deemed unjustified (art. 89 OLL).
      The employer is not bound to observe such requirement when dismissing managers and permanent employees with less than 1 month's service.

      Notification to and authorization from the Labour Inspector is required for workers enjoying special protection (see art. 449 OLL on the general special protection against dismissal for trade union related activities (fuero sindical), on the categories of workers entitled to such protection see: art. 419 OLL ; on special protection not related to trade union activities see art. 420 OLL; on special protection for pregnant women, women on maternity leave and paternity leave, see: art. 335 and 339, on special protection during the authorized period of suspension of the employment relationship, art 420 together with art 72 OLL.

      HOWEVER, the above mentioned protection has been extended to a large number of workers by the so-called "Immunity Decrees" (Decree No. 3.708 for the year 2018). These are: all workers covered by the Labour Code except managers, workers with less than three months' seniority, employees in positions of trust, and workers who earn more than three times the minimum wage. Under the immunity decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector.

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Remarks:
    • Art. 89 OLL: When the employer dismisses one or more workers protected by employment stability), he/she will have to notify it to the pertinent judge stating the causes that justify the dismissal in the following five working days, otherwise it will be considered a dismissal without just cause by the employer itself.
      Art. 90 OLL: The judge will have to orally decide on the dismissal, and state if there is right to reinstatement and if the worker must be paid a compensation.
      ______________________
      In Spanish:
      Artículo 89 OLL. "Cuando el patrono o patrona despida a uno o más trabajadores o trabajadoras amparados o amparadas por estabilidad laboral deberá participarlo al Juez o la Jueza de Sustanciación, Mediación y Ejecución de su jurisdicción, indicando las causas que justifiquen el despido, dentro de los cinco días hábiles siguientes, de no hacerlo se le tendrá por confeso, en el reconocimiento que el despido lo hizo sin justa causa. (...)"
      Artículo 90. "El Juez o Jueza de Juicio deberá decidir de manera oral sobre el fondo de la causa y declarar con o sin lugar la solicitud de reenganche y el pago de los salarios caídos."

    Approval by workers' representatives: No

    + show references

    Notification to the worker to be dismissed: no specific form required

    Notice period:
    Remarks:
    • No notice period is necessary in cases of dismissal for just cause. (art. 82 OLL)
      ____________
      In Spanish:
      Artículo 82. "Cualquiera de las partes podrá dar por terminada la reladón de trabajo, sin previo aviso, cuando exista causa justificada para llo. Esta causa no podrá invocarse si hubieren transcurrido treinta días continuos desde aquel en que el patrono, la oatrona o el trabajador o la trabajadora haya tenido o debido tener conocimiento del hecho que constituya causa justificada, para terminar la relación por voluntad unilateral."

      Pay in lieu of notice: No

      Remarks:
      • There is no pay in lieu of notice because there is no notice foreseen in OLL.

      Notification to the public administration: No

      Remarks:
      • • Under the OLL, there is no general obligation to notify the labour administration prior to any dismissal.
        However, any dismissal of a worker protected by job stability must be notified to the competent labour judge within five business days of the date of the dismissal, with an indication of the reasons. . (= post-dismissal notification to a judicial body)
        In the absence of such notification, the dismissal will be deemed unjustified (art. 89 OLL).
        The employer is not bound to observe such requirement when dismissing managers and permanent employees with less than 1 month's service.

        Notification to and authorization from the Labour Inspector is required for workers enjoying special protection (see art. 449 OLL on the general special protection against dismissal for trade union related activities (fuero sindical), on the categories of workers entitled to such protection see: art. 419 OLL ; on special protection not related to trade union activities see art. 420 OLL; on special protection for pregnant women, women on maternity leave and paternity leave, see: art. 335 and 339, on special protection during the authorized period of suspension of the employment relationship, art 420 together with art 72 OLL.

        HOWEVER, the above mentioned protection has been extended to a large number of workers by the so-called "Immunity Decrees" (Decree No. 3.708 for the year 2018). These are: all workers covered by the Labour Code except managers, workers with less than three months' seniority, employees in positions of trust, and workers who earn more than three times the minimum wage. Under the immunity decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector.

      Notification to workers' representatives: No

      Approval by public administration or judicial bodies: No

      Remarks:
      • Art. 89 OLL: When the employer dismisses one or more workers protected by employment stability), he/she will have to notify it to the pertinent judge stating the causes that justify the dismissal in the following five working days, otherwise it will be considered a dismissal without just cause by the employer itself.
        Art. 90 OLL: The judge will have to orally decide on the dismissal, and state if there is right to reinstatement and if the worker must be paid a compensation.
        ______________________
        In Spanish:
        Artículo 89 OLL. "Cuando el patrono o patrona despida a uno o más trabajadores o trabajadoras amparados o amparadas por estabilidad laboral deberá participarlo al Juez o la Jueza de Sustanciación, Mediación y Ejecución de su jurisdicción, indicando las causas que justifiquen el despido, dentro de los cinco días hábiles siguientes, de no hacerlo se le tendrá por confeso, en el reconocimiento que el despido lo hizo sin justa causa. (...)"
        Artículo 90. "El Juez o Jueza de Juicio deberá decidir de manera oral sobre el fondo de la causa y declarar con o sin lugar la solicitud de reenganche y el pago de los salarios caídos."

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: no specific form required

      Notice period:
      Remarks:
      • No notice period is necessary in cases of dismissal for just cause. (art. 82 OLL)
        ____________
        In Spanish:
        Artículo 82. "Cualquiera de las partes podrá dar por terminada la reladón de trabajo, sin previo aviso, cuando exista causa justificada para llo. Esta causa no podrá invocarse si hubieren transcurrido treinta días continuos desde aquel en que el patrono, la oatrona o el trabajador o la trabajadora haya tenido o debido tener conocimiento del hecho que constituya causa justificada, para terminar la relación por voluntad unilateral."

        Pay in lieu of notice: No

        Remarks:
        • There is no pay in lieu of notice because there is no notice foreseen in OLL.

        Notification to the public administration: No

        Remarks:
        • • Under the OLL, there is no general obligation to notify the labour administration prior to any dismissal.
          However, any dismissal of a worker protected by job stability must be notified to the competent labour judge within five business days of the date of the dismissal, with an indication of the reasons. . (= post-dismissal notification to a judicial body)
          In the absence of such notification, the dismissal will be deemed unjustified (art. 89 OLL).
          The employer is not bound to observe such requirement when dismissing managers and permanent employees with less than 1 month's service.

          Notification to and authorization from the Labour Inspector is required for workers enjoying special protection (see art. 449 OLL on the general special protection against dismissal for trade union related activities (fuero sindical), on the categories of workers entitled to such protection see: art. 419 OLL ; on special protection not related to trade union activities see art. 420 OLL; on special protection for pregnant women, women on maternity leave and paternity leave, see: art. 335 and 339, on special protection during the authorized period of suspension of the employment relationship, art 420 together with art 72 OLL.

          HOWEVER, the above mentioned protection has been extended to a large number of workers by the so-called "Immunity Decrees" (Decree No. 3.708 for the year 2018). These are: all workers covered by the Labour Code except managers, workers with less than three months' seniority, employees in positions of trust, and workers who earn more than three times the minimum wage. Under the immunity decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector.

        Notification to workers' representatives: No

        Approval by public administration or judicial bodies: No

        Remarks:
        • Art. 89 OLL: When the employer dismisses one or more workers protected by employment stability), he/she will have to notify it to the pertinent judge stating the causes that justify the dismissal in the following five working days, otherwise it will be considered a dismissal without just cause by the employer itself.
          Art. 90 OLL: The judge will have to orally decide on the dismissal, and state if there is right to reinstatement and if the worker must be paid a compensation.
          ______________________
          In Spanish:
          Artículo 89 OLL. "Cuando el patrono o patrona despida a uno o más trabajadores o trabajadoras amparados o amparadas por estabilidad laboral deberá participarlo al Juez o la Jueza de Sustanciación, Mediación y Ejecución de su jurisdicción, indicando las causas que justifiquen el despido, dentro de los cinco días hábiles siguientes, de no hacerlo se le tendrá por confeso, en el reconocimiento que el despido lo hizo sin justa causa. (...)"
          Artículo 90. "El Juez o Jueza de Juicio deberá decidir de manera oral sobre el fondo de la causa y declarar con o sin lugar la solicitud de reenganche y el pago de los salarios caídos."

        Approval by workers' representatives: No