La OIT es una agencia especializada de las Naciones Unidas
ILO-es-strap
Volver a la página de entrada
Site map | Contact us English | français
> GOBERNANZA - página de entrada > EPLex: una base de datos sobre la legislación de protección del empleo > Rumania

Rumania - Requisitos de forma / procedimiento de despido individual


+ show references

Forma de la notificación del despido al trabajador : escrita

Remarks:
  • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
    - Dismissal for subjective reasons:art. 74 LC.

Plazo de preaviso :
Remarks:
  • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
    When the dismissal is based on the following grounds:
    - physical or mental inability to work;
    - professional inadequacy;
    - redundancy (objective reasons);
    the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
    This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
    No notice shall be observed when the dismissal is based on disciplinary grounds.
    • duración de servicio ≥ 6 meses
      • 20 día(s) .
    • duración de servicio ≥ 9 meses
      • 20 día(s) .
    • duración de servicio ≥ 2 años
      • 20 día(s) .
    • duración de servicio ≥ 4 años
      • 20 día(s) .
    • duración de servicio ≥ 5 años
      • 20 día(s) .
    • duración de servicio ≥ 10 años
      • 20 día(s) .
    • duración de servicio ≥ 20 años
      • 20 día(s) .

    Indemnización sustitutiva de preaviso : No

    Notificación a la administración: No

    Remarks:
    • No general obligation to notify the administration.
      However, notification is requested in some specific cases as provided by art. 64 LC:
      Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

    Notificación a los representantes de los trabajadores : No

    Aprobación de la administración publica o de organismos judiciales : No

    Acuerdo de los representantes de los trabajadores: No

    + show references

    Forma de la notificación del despido al trabajador : escrita

    Remarks:
    • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
      - Dismissal for subjective reasons:art. 74 LC.

    Plazo de preaviso :
    Remarks:
    • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
      When the dismissal is based on the following grounds:
      - physical or mental inability to work;
      - professional inadequacy;
      - redundancy (objective reasons);
      the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
      This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
      No notice shall be observed when the dismissal is based on disciplinary grounds.
      • duración de servicio ≥ 6 meses
        • 20 día(s) .
      • duración de servicio ≥ 9 meses
        • 20 día(s) .
      • duración de servicio ≥ 2 años
        • 20 día(s) .
      • duración de servicio ≥ 4 años
        • 20 día(s) .
      • duración de servicio ≥ 5 años
        • 20 día(s) .
      • duración de servicio ≥ 10 años
        • 20 día(s) .
      • duración de servicio ≥ 20 años
        • 20 día(s) .

      Indemnización sustitutiva de preaviso : No

      Notificación a la administración: No

      Remarks:
      • No general obligation to notify the administration.
        However, notification is requested in some specific cases as provided by art. 64 LC:
        Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

      Notificación a los representantes de los trabajadores : No

      Aprobación de la administración publica o de organismos judiciales : No

      Acuerdo de los representantes de los trabajadores: No

      + show references

      Forma de la notificación del despido al trabajador : escrita

      Remarks:
      • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
        - Dismissal for subjective reasons:art. 74 LC.

      Plazo de preaviso :
      Remarks:
      • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
        When the dismissal is based on the following grounds:
        - physical or mental inability to work;
        - professional inadequacy;
        - redundancy (objective reasons);
        the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
        This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
        No notice shall be observed when the dismissal is based on disciplinary grounds.
        • duración de servicio ≥ 6 meses
          • 20 día(s) .
        • duración de servicio ≥ 9 meses
          • 20 día(s) .
        • duración de servicio ≥ 2 años
          • 20 día(s) .
        • duración de servicio ≥ 4 años
          • 20 día(s) .
        • duración de servicio ≥ 5 años
          • 20 día(s) .
        • duración de servicio ≥ 10 años
          • 20 día(s) .
        • duración de servicio ≥ 20 años
          • 20 día(s) .

        Indemnización sustitutiva de preaviso : No

        Notificación a la administración: No

        Remarks:
        • No general obligation to notify the administration.
          However, notification is requested in some specific cases as provided by art. 64 LC:
          Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

        Notificación a los representantes de los trabajadores : No

        Aprobación de la administración publica o de organismos judiciales : No

        Acuerdo de los representantes de los trabajadores: No

        + show references

        Forma de la notificación del despido al trabajador : escrita

        Remarks:
        • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
          - Dismissal for subjective reasons:art. 74 LC.

        Plazo de preaviso :
        Remarks:
        • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
          When the dismissal is based on the following grounds:
          - physical or mental inability to work;
          - professional inadequacy;
          - redundancy (objective reasons);
          the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
          This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
          No notice shall be observed when the dismissal is based on disciplinary grounds.
          • duración de servicio ≥ 6 meses
            • 20 día(s) .
          • duración de servicio ≥ 9 meses
            • 20 día(s) .
          • duración de servicio ≥ 2 años
            • 20 día(s) .
          • duración de servicio ≥ 4 años
            • 20 día(s) .
          • duración de servicio ≥ 5 años
            • 20 día(s) .
          • duración de servicio ≥ 10 años
            • 20 día(s) .
          • duración de servicio ≥ 20 años
            • 20 día(s) .

          Indemnización sustitutiva de preaviso : No

          Notificación a la administración: No

          Remarks:
          • No general obligation to notify the administration.
            However, notification is requested in some specific cases as provided by art. 64 LC:
            Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

          Notificación a los representantes de los trabajadores : No

          Aprobación de la administración publica o de organismos judiciales : No

          Acuerdo de los representantes de los trabajadores: No

          + show references

          Forma de la notificación del despido al trabajador : escrita

          Remarks:
          • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
            - Dismissal for subjective reasons:art. 74 LC.

          Plazo de preaviso :
          Remarks:
          • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
            When the dismissal is based on the following grounds:
            - physical or mental inability to work;
            - professional inadequacy;
            - redundancy (objective reasons);
            the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
            This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
            No notice shall be observed when the dismissal is based on disciplinary grounds.
            • duración de servicio ≥ 6 meses
              • 20 día(s) .
            • duración de servicio ≥ 9 meses
              • 20 día(s) .
            • duración de servicio ≥ 2 años
              • 20 día(s) .
            • duración de servicio ≥ 4 años
              • 20 día(s) .
            • duración de servicio ≥ 5 años
              • 20 día(s) .
            • duración de servicio ≥ 10 años
              • 20 día(s) .
            • duración de servicio ≥ 20 años
              • 20 día(s) .

            Indemnización sustitutiva de preaviso : No

            Notificación a la administración: No

            Remarks:
            • No general obligation to notify the administration.
              However, notification is requested in some specific cases as provided by art. 64 LC:
              Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

            Notificación a los representantes de los trabajadores : No

            Aprobación de la administración publica o de organismos judiciales : No

            Acuerdo de los representantes de los trabajadores: No

            + show references

            Forma de la notificación del despido al trabajador : escrita

            Remarks:
            • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
              - Dismissal for subjective reasons:art. 74 LC.

            Plazo de preaviso :
            Remarks:
            • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
              When the dismissal is based on the following grounds:
              - physical or mental inability to work;
              - professional inadequacy;
              - redundancy (objective reasons);
              the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
              This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
              No notice shall be observed when the dismissal is based on disciplinary grounds.
              • duración de servicio ≥ 6 meses
                • 20 día(s) .
              • duración de servicio ≥ 9 meses
                • 20 día(s) .
              • duración de servicio ≥ 2 años
                • 20 día(s) .
              • duración de servicio ≥ 4 años
                • 20 día(s) .
              • duración de servicio ≥ 5 años
                • 20 día(s) .
              • duración de servicio ≥ 10 años
                • 20 día(s) .
              • duración de servicio ≥ 20 años
                • 20 día(s) .

              Indemnización sustitutiva de preaviso : No

              Notificación a la administración: No

              Remarks:
              • No general obligation to notify the administration.
                However, notification is requested in some specific cases as provided by art. 64 LC:
                Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

              Notificación a los representantes de los trabajadores : No

              Aprobación de la administración publica o de organismos judiciales : No

              Acuerdo de los representantes de los trabajadores: No

              + show references

              Forma de la notificación del despido al trabajador : escrita

              Remarks:
              • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
                - Dismissal for subjective reasons:art. 74 LC.

              Plazo de preaviso :
              NOTE: This information has changed since the previous period covered.
              Remarks:
              • See art. 75 LC (former art. 73), as amended by Act No. 40/2011:
                NEW: When the dismissal is based on the following grounds:
                - physical or mental inability to work;
                - professional inadequacy;
                - redundancy (objective reasons);
                the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
                This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
                No notice shall be observed when the dismissal is based on disciplinary grounds.
                • duración de servicio ≥ 6 meses
                  • 20 día(s) .
                • duración de servicio ≥ 9 meses
                  • 20 día(s) .
                • duración de servicio ≥ 2 años
                  • 20 día(s) .
                • duración de servicio ≥ 4 años
                  • 20 día(s) .
                • duración de servicio ≥ 5 años
                  • 20 día(s) .
                • duración de servicio ≥ 10 años
                  • 20 día(s) .
                • duración de servicio ≥ 20 años
                  • 20 día(s) .

                Indemnización sustitutiva de preaviso : No

                Notificación a la administración: No

                Remarks:
                • No general obligation to notify the administration.
                  However, notification is requested in some specific cases as provided by art. 64 LC:
                  Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

                Notificación a los representantes de los trabajadores : No

                Aprobación de la administración publica o de organismos judiciales : No

                Acuerdo de los representantes de los trabajadores: No

                + show references

                Forma de la notificación del despido al trabajador : escrita

                Remarks:
                • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
                  - Dismissal for subjective reasons:art. 74 LC.

                Plazo de preaviso :
                Remarks:
                • See art. 73 LC:
                  When the dismissal is based on the following grounds:
                  - physical or mental inability to work;
                  - professional inadequacy;
                  - redundancy (objective reasons);
                  the employees hall have the right to a notice of at least 15 working days.
                  This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
                  No notice shall be observed when the dismissal is based on disciplinary grounds.
                  • duración de servicio ≥ 6 meses
                    • 15 día(s) .
                  • duración de servicio ≥ 9 meses
                    • 15 día(s) .
                  • duración de servicio ≥ 2 años
                    • 15 día(s) .
                  • duración de servicio ≥ 4 años
                    • 15 día(s) .
                  • duración de servicio ≥ 5 años
                    • 15 día(s) .
                  • duración de servicio ≥ 10 años
                    • 15 día(s) .
                  • duración de servicio ≥ 20 años
                    • 15 día(s) .

                  Indemnización sustitutiva de preaviso : No

                  Notificación a la administración: No

                  Remarks:
                  • No general obligation to notify the administration.
                    However, notification is requested in some specific cases as provided by art. 64 LC:
                    Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

                  Notificación a los representantes de los trabajadores : No

                  Aprobación de la administración publica o de organismos judiciales : No

                  Acuerdo de los representantes de los trabajadores: No

                  + show references

                  Forma de la notificación del despido al trabajador : escrita

                  Remarks:
                  • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
                    - Dismissal for subjective reasons:art. 74 LC.

                  Plazo de preaviso :
                  Remarks:
                  • See art. 73 LC:
                    When the dismissal is based on the following grounds:
                    - physical or mental inability to work;
                    - professional inadequacy;
                    - redundancy (objective reasons);
                    the employees hall have the right to a notice of at least 15 working days.
                    This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
                    No notice shall be observed when the dismissal is based on disciplinary grounds.
                    • duración de servicio ≥ 6 meses
                      • 15 día(s) .
                    • duración de servicio ≥ 9 meses
                      • 15 día(s) .
                    • duración de servicio ≥ 2 años
                      • 15 día(s) .
                    • duración de servicio ≥ 4 años
                      • 15 día(s) .
                    • duración de servicio ≥ 5 años
                      • 15 día(s) .
                    • duración de servicio ≥ 10 años
                      • 15 día(s) .
                    • duración de servicio ≥ 20 años
                      • 15 día(s) .

                    Indemnización sustitutiva de preaviso : No

                    Notificación a la administración: No

                    Remarks:
                    • No general obligation to notify the administration.
                      However, notification is requested in some specific cases as provided by art. 64 LC:
                      Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

                    Notificación a los representantes de los trabajadores : No

                    Aprobación de la administración publica o de organismos judiciales : No

                    Acuerdo de los representantes de los trabajadores: No