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Zambia - Indemnización por despido e indemnización especifica por despidos económicos
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 20 of 2017)
Fecha: 19 Dec 2017; ver la pagina web » (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997; ver la pagina web » (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2010 (S.I. No.2 of 2011)
Fecha: 30 Dec 2010; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) (Amendment) Order, 2012 (Statutory Instrument No. 46 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2010 (S.I. No. 1 of 2011)
Fecha: 30 Dec 2010 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act (No. 19 of 2017)
Fecha: 19 Dec 2017; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) (Amendment) Order, 2012 (Statutory Instrument No. 47 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
: Remarks: - • There is no general right to severance pay, as indicated by the Government and reflected in Direct Request of the CEACR, adopted 2016 on the Termination of Employment Convention, 1982 (No 158), available at: http://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:13100:0::NO::P13100_COMMENT_ID,P11110_COUNTRY_ID,P11110_COUNTRY_NAME,P11110_COMMENT_YEAR:3300769,103264,Zambia,2016.
Severance pay is only due if a worker falls within the scope of the Minimum Wages and Conditions of Employment (general) or (Shop workers) Orders and a proper officer determines that the circumstances of the case do not warrant summary dismissal.
-, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11 (3)).
Moreover the 2010 Minimum Wage Orders also foresee in their article 12 (General MWCEA) and 11 (Shop Workers) that in case of summary dismissal (where the employer dismisses the employee summarily and without due notice or payment of wages in lieu of notice) and the Labour Commissioner or labour officer determines that the circumstances of the case do not warrant summary dismissal of the employee, the employee so dismissed shall be entitled to payment of severance benefits of no less than two months’ basic pay of each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2010 (S.I. No. 2 of 2011), art. 10 and MWCE (Shop Workers) Order 2010 (S.I. No. 1 of 2011), art. 9: redundancy payment shall be not less than 2 months for each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
Compensation is only available in the following cases:
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 20 of 2017)
Fecha: 19 Dec 2017; ver la pagina web » (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997; ver la pagina web » (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2010 (S.I. No.2 of 2011)
Fecha: 30 Dec 2010; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) (Amendment) Order, 2012 (Statutory Instrument No. 46 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2010 (S.I. No. 1 of 2011)
Fecha: 30 Dec 2010 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act (No. 19 of 2017)
Fecha: 19 Dec 2017; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) (Amendment) Order, 2012 (Statutory Instrument No. 47 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
: Remarks: - • There is no general right to severance pay, as indicated by the Government and reflected in Direct Request of the CEACR, adopted 2016 on the Termination of Employment Convention, 1982 (No 158), available at: http://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:13100:0::NO::P13100_COMMENT_ID,P11110_COUNTRY_ID,P11110_COUNTRY_NAME,P11110_COMMENT_YEAR:3300769,103264,Zambia,2016.
Severance pay is only due if a worker falls within the scope of the Minimum Wages and Conditions of Employment (general) or (Shop workers) Orders and a proper officer determines that the circumstances of the case do not warrant summary dismissal.
-, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11 (3)).
Moreover the 2010 Minimum Wage Orders also foresee in their article 12 (General MWCEA) and 11 (Shop Workers) that in case of summary dismissal (where the employer dismisses the employee summarily and without due notice or payment of wages in lieu of notice) and the Labour Commissioner or labour officer determines that the circumstances of the case do not warrant summary dismissal of the employee, the employee so dismissed shall be entitled to payment of severance benefits of no less than two months’ basic pay of each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2010 (S.I. No. 2 of 2011), art. 10 and MWCE (Shop Workers) Order 2010 (S.I. No. 1 of 2011), art. 9: redundancy payment shall be not less than 2 months for each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
Compensation is only available in the following cases:
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 2015)
Fecha: 26 Nov 2015; ver la pagina web » (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2010 (S.I. No.2 of 2011)
Fecha: 30 Dec 2010; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) (Amendment) Order, 2012 (Statutory Instrument No. 46 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2010 (S.I. No. 1 of 2011)
Fecha: 30 Dec 2010 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) (Amendment) Order, 2012 (Statutory Instrument No. 47 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
: Remarks: - • There is no general right to severance pay, as indicated by the Government and reflected in Direct Request of the CEACR, adopted 2016 on the Termination of Employment Convention, 1982 (No 158), available at: http://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:13100:0::NO::P13100_COMMENT_ID,P11110_COUNTRY_ID,P11110_COUNTRY_NAME,P11110_COMMENT_YEAR:3300769,103264,Zambia,2016.
Severance pay is only due if a worker falls within the scope of the Minimum Wages and Conditions of Employment (general) or (Shop workers) Orders and a proper officer determines that the circumstances of the case do not warrant summary dismissal.
-, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11 (3)).
Moreover the 2010 Minimum Wage Orders also foresee in their article 12 (General MWCEA) and 11 (Shop Workers) that in case of summary dismissal (where the employer dismisses the employee summarily and without due notice or payment of wages in lieu of notice) and the Labour Commissioner or labour officer determines that the circumstances of the case do not warrant summary dismissal of the employee, the employee so dismissed shall be entitled to payment of severance benefits of no less than two months’ basic pay of each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2010 (S.I. No. 2 of 2011), art. 10 and MWCE (Shop Workers) Order 2010 (S.I. No. 1 of 2011), art. 9: redundancy payment shall be not less than 2 months for each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
Compensation is only available in the following cases:
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 2015)
Fecha: 26 Nov 2015; ver la pagina web » (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2010 (S.I. No.2 of 2011)
Fecha: 30 Dec 2010; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) (Amendment) Order, 2012 (Statutory Instrument No. 46 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2010 (S.I. No. 1 of 2011)
Fecha: 30 Dec 2010 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) (Amendment) Order, 2012 (Statutory Instrument No. 47 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
: Remarks: - • There is no general right to severance pay, as indicated by the Government and reflected in Direct Request of the CEACR, adopted 2016 on the Termination of Employment Convention, 1982 (No 158), available at: http://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:13100:0::NO::P13100_COMMENT_ID,P11110_COUNTRY_ID,P11110_COUNTRY_NAME,P11110_COMMENT_YEAR:3300769,103264,Zambia,2016.
Severance pay is only due if a worker falls within the scope of the Minimum Wages and Conditions of Employment (general) or (Shop workers) Orders and a proper officer determines that the circumstances of the case do not warrant summary dismissal.
-, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11 (3)).
Moreover the 2010 Minimum Wage Orders also foresee in their article 12 (General MWCEA) and 11 (Shop Workers) that in case of summary dismissal (where the employer dismisses the employee summarily and without due notice or payment of wages in lieu of notice) and the Labour Commissioner or labour officer determines that the circumstances of the case do not warrant summary dismissal of the employee, the employee so dismissed shall be entitled to payment of severance benefits of no less than two months’ basic pay of each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2010 (S.I. No. 2 of 2011), art. 10 and MWCE (Shop Workers) Order 2010 (S.I. No. 1 of 2011), art. 9: redundancy payment shall be not less than 2 months for each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
Compensation is only available in the following cases:
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 1997)
Fecha: 1997 (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2010 (S.I. No.2 of 2011)
Fecha: 30 Dec 2010; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) (Amendment) Order, 2012 (Statutory Instrument No. 46 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2010 (S.I. No. 1 of 2011)
Fecha: 30 Dec 2010 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) (Amendment) Order, 2012 (Statutory Instrument No. 47 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
: Remarks: - There is no general right to severance pay. Severance pay is only due in the following circumstances:
- Pursuant to the 2 Orders made under the MWCEA, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11 (3)).
Moreover the 2010 Minimum Wage Orders also foresee in their article 12 (General MWCEA) and 11 (Shop Workers) that in case of summary dismissal (where the employer dismisses the employee summarily and without due notice or payment of wages in lieu of notice) and the Labour Commissioner or labour officer determines that the circumstances of the case do not warrant summary dismissal of the employee, the employee so dismissed shall be entitled to payment of severance benefits of no less than two months’ basic pay of each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2010 (S.I. No. 2 of 2011), art. 10 and MWCE (Shop Workers) Order 2010 (S.I. No. 1 of 2011), art. 9: redundancy payment shall be not less than 2 months for each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
Compensation is only available in the following cases:
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 1997)
Fecha: 1997 (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2010 (S.I. No.2 of 2011)
Fecha: 30 Dec 2010; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) (Amendment) Order, 2012 (Statutory Instrument No. 46 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2010 (S.I. No. 1 of 2011)
Fecha: 30 Dec 2010 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) (Amendment) Order, 2012 (Statutory Instrument No. 47 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
: Remarks: - There is no general right to severance pay. Severance pay is only due in the following circumstances:
- Pursuant to the 2 Orders made under the MWCEA, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11 (3)).
Moreover the 2010 Minimum Wage Orders also foresee in their article 12 (General MWCEA) and 11 (Shop Workers) that in case of summary dismissal (where the employer dismisses the employee summarily and without due notice or payment of wages in lieu of notice) and the Labour Commissioner or labour officer determines that the circumstances of the case do not warrant summary dismissal of the employee, the employee so dismissed shall be entitled to payment of severance benefits of no less than two months’ basic pay of each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2010 (S.I. No. 2 of 2011), art. 10 and MWCE (Shop Workers) Order 2010 (S.I. No. 1 of 2011), art. 9: redundancy payment shall be not less than 2 months for each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
Compensation is only available in the following cases:
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 1997)
Fecha: 1997 (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2010 (S.I. No.2 of 2011)
Fecha: 30 Dec 2010; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) (Amendment) Order, 2012 (Statutory Instrument No. 46 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2010 (S.I. No. 1 of 2011)
Fecha: 30 Dec 2010 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) (Amendment) Order, 2012 (Statutory Instrument No. 47 of 2012)
Fecha: 04 Jul 2012; ver la pagina web »
: Remarks: - There is no general right to severance pay. Severance pay is only due in the following circumstances:
- Pursuant to the 2 Orders made under the MWCEA, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11 (3)).
Moreover the 2010 Minimum Wage Orders also foresee in their article 12 (General MWCEA) and 11 (Shop Workers) that in case of summary dismissal (where the employer dismisses the employee summarily and without due notice or payment of wages in lieu of notice) and the Labour Commissioner or labour officer determines that the circumstances of the case do not warrant summary dismissal of the employee, the employee so dismissed shall be entitled to payment of severance benefits of no less than two months’ basic pay of each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2010 (S.I. No. 2 of 2011), art. 10 and MWCE (Shop Workers) Order 2010 (S.I. No. 1 of 2011), art. 9: redundancy payment shall be not less than 2 months for each completed year of service.
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
Compensation is only available in the following cases:
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 1997)
Fecha: 1997 (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2006 (S.I. No. 57 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2006 (S.I. No. 56 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
: Remarks: - There is no general right to severance pay. Severance pay is only due in the following circumstances:
- Pursuant to the 2 Orders made under the MWCEA, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11).
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2006 (S.I. No. 57 of 2006), art. 10: redundancy payment shall be not less than 2 months for each completed year of service
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 1997)
Fecha: 1997; ver la pagina web » (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2006 (S.I. No. 57 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2006 (S.I. No. 56 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
: Remarks: - There is no general right to severance pay. Severance pay is only due in the following circumstances:
- Pursuant to the 2 Orders made under the MWCEA, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11).
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2006 (S.I. No. 57 of 2006), art. 10: redundancy payment shall be not less than 2 months for each completed year of service
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 1997)
Fecha: 1997 (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2006 (S.I. No. 57 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2006 (S.I. No. 56 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
: Remarks: - There is no general right to severance pay. Severance pay is only due in the following circumstances:
- Pursuant to the 2 Orders made under the MWCEA, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11).
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2006 (S.I. No. 57 of 2006), art. 10: redundancy payment shall be not less than 2 months for each completed year of service
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
+ show references
- The Employment Act [EA], Chapter 268, (Act No. 57 of 1965, as last amended by Act No. 15 of 1997)
Fecha: 1997 (ver en NATLEX »)
- Industrial and Labour Relations Act, [ILRA] 1993 (No. 27 of 1993), as amended by the Industrial and Labour Relations (Amendment) Act, 1997 (No. 30 of 1997)
Fecha: 18 Dec 1997 (ver en NATLEX »)
- Industrial and Labour Relations (Amendment) Act, 2008 (No. 8 of 2008)
Fecha: 24 Sep 2008 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment Act, Cap. 276 [MWCEA], No. 25 of 1982, as amended by Act No. 13 of 1994
Fecha: 1994; ver la pagina web » (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (General) Order [MWCEGO], 2006 (S.I. No. 57 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
- Minimum Wages and Conditions of Employment (Shop Workers) Order [MWCESO], 2006 (S.I. No. 56 of 2006)
Fecha: 30 May 2006 (ver en NATLEX »)
: Remarks: - There is no general right to severance pay. Severance pay is only due in the following circumstances:
- Pursuant to the 2 Orders made under the MWCEA, in the event of termination on medical grounds "as certified by a registered medical practitioner or a medical institution", the employee is entitled to a lump sum of not less that 2 months basic pay for each completed year of service (MWCEGO: sec. 9 and MWCESO: sec. 11).
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Indemnización por despido por razones económicas: Remarks: - See Minimum Wages and Conditions of Employment (General) Order, 2006 (S.I. No. 57 of 2006), art. 10: redundancy payment shall be not less than 2 months for each completed year of service
- duración de servicio ≥ 6 meses: 0 mes(es)
- duración de servicio ≥ 9 meses: 0 mes(es)
- duración de servicio ≥ 1 año: 2 mes(es)
- duración de servicio ≥ 2 años: 4 mes(es)
- duración de servicio ≥ 4 años: 8 mes(es)
- duración de servicio ≥ 5 años: 10 mes(es)
- duración de servicio ≥ 10 años: 20 mes(es)
- duración de servicio ≥ 20 años: 40 mes(es)
Notas / Comentarios
1) Termination on medical grounds: severance pay
2) Summary dismissal not considered justified by the labour officer: severance pay
3) Termination by reason of redundancy: redundancy payment
4) Termination for any other reasons: no severance pay
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