L'OIT est une institution spécialisée des Nations-Unies
ILO-fr-strap
Go to the home page
Site map | Contact us English | español
> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi >

Bolivie
 


Sources et champ d'application - 2017    

Références
  • Labour Code, updated to 2011
    (Ley del 24 de mayo de 1939 Ley General del Trabajo - Vigente y Actualizada 2011)
    Date: 2011; voir le site internet »
  • Supreme Decree No 28699 of 2006 (Decreto Supremo Núm. 28699)
    Date: 01 May 2006; voir le site internet »
  • Code on Labour Procedure, 1979 (Código Procesal del Trabajo aprobado por DL 16896 de 25/07/1979)
    Date: 25 Jul 1979; voir le site internet »
  • Decree Law Nº 16187 of February 1979 (Decreto Ley Núm. 16187)
    Date: 16 Feb 1979
  • Resolución Ministerial N º 283/62 del 13 de junio de 1962
    Date: 13 Jun 1962
  • Legislative Decree No. 38 of 7 February 1944 modified and updated by Law No 3352 of February 2006.
    Date: 21 Feb 2006
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues : travailleurs agricoles
Remarks:
  • Art. 1 of the Labour Code

Types de contrats de travail - 2017    

+ show references

Durée maximale de la période d'essai: 3 mois

Remarks:
  • Art. 13 of the Labour Code: When an employer or worker is dismissed for a reason other than his/her own will, the employer must compensate him/her for the service, with the amount of one month salary for every year of work. If the time of service does not amount to one year, compensation will be proportional to the number of worked months, excluding the three first months which are considered probationary period. If the employee has worked for more than 8 years, he/she will perceive the compensation even if he/she voluntarily leaves the job.

    Note: Supreme Decree No. 17289, of 1980, exempts certain categories of workers from the probationary period of Article 13 of the Labour Code.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Oui
    Remarks:
    • Fixed term contracts are regulated with the Law Decree Nº 16187 of 1979
  • Motifs autorisés de recours au CDD : raisons matérielles et objectives
    Remarks:
    • Art. 2 of Law Decree Nº 16187: FTC are not allowed for permanent tasks or for those that are characteristic of the business.

      See also: Resolución Ministerial 283/62 of 13 June 1962 according to which the contract should, by default, be considered as a contract of undefinite duration, unless the nature of the task, work or service, justifies the conclusion of a FTC.

      See also the principle of "labour stability" established under Article 11 of Supreme Decree No. 28699, of 1st May 2006.
  • Nombre maximum de CDD successifs: 2
    Remarks:
    • Art. 2 of the Law Decree Nº 16187
  • Durée cumulée maximum de CDD successifs: 12 mois
    Remarks:
    • Resolución Ministerial N º 283/62 del 13 de junio de 1962

Conditions de fond du licenciement (motifs autorisés et prohibés) - 2017    

+ show references



Motifs autorisés (licenciement justifié) : conduite du travailleur
Remarks:
  • Art. 16 of the Labour Code sets out the following causes for the termination of employment and in these cases there is no entitlement to severance pay or compensation:
    a) Intentional material damage to working tools/ instruments
    b) Revelation of industrial secrets
    c) Imprudence or omission impacting industrial security or hygiene
    d) Partial or complete breach of agreement
    e) Larceny or robbery committed by the employee


Motifs prohibés: état matrimonial; grossesse ; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; langue; naissance; origine ethnique
Remarks:
  • With the adoption of Supreme Decree No. 28699, of 1st May 2006, any dismissal that is based on grounds that are not included in the list established by Article 16 LC is to be considered against labour stability; and the worker affected can request the Labour Authority to order his/her reinstatement.
    Therefore, only the grounds based on worker’s conduct are not prohibited (Art. 10, Supreme Decree No. 28699).

    Art. 14 of the Bolivian Constitution
    Regarding trade union membership and activities, only the leaders of workers' organizations are protected; they cannot be dismissed without prior authorization from the Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944).

    Maternity protection: Article 61 of the Labour Code; Supreme Decree No. 12 of 19 February 2009

    Protection of workers with disabilities (and their family members, under certain conditions): Supreme Decree No 27477, of 6 May 2004


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs handicapés
Remarks:
  • Article 14 of the Constitution: General provision against discrimination

    Trade union leaders: Under Art. 14 of the Bolivian Constitution, with respect to trade union membership and activities, only the leaders of workers' organizations are protected; they cannot be dismissed without prior authorization from the Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944).

    Maternity protection: Article 61 of the Labour Code; Supreme Decree No. 12 of 19 February 2009

    Protection of workers with disabilities (and their family members, under certain conditions): Supreme Decree No 27477, of 6 May 2004


Conditions de forme / procédure du licenciement individuel - 2017    

+ show references

Forme de la notification du licenciement au travailleur : aucune forme particulière requise

Délai de préavis:
Remarks:
  • Art. 12 of the LC provides for the following notice periods:

    1. Labour contract with workers (”obreros"):
    a.) 1 week of advance notice for contracts longer than one month;
    b.) 15 days of advance notice for contracts longer than six months;
    c.) 30 days of advance notice period for contracts longer than one year.

    2. Labour contracts with employees ("empleados") require a notice period of 90 days if the contract has been consecutively longer than 3 months.

    Note: the difference between “worker” and “employee” can be found in Article 2 of the Labour Code; the difference is based on the nature of the tasks for which they are contracted.

    Indemnité compensatrice de préavis : Oui

    Remarks:
    • Art. 12 of the Labour Code

    Notification à l'administration publique: Non

    Notification aux représentants des travailleurs: Non

    Autorisation de l'administration publique ou d'un organe judiciaire: Non

    Accord des représentants des travailleurs: Non

    Conditions de forme / procédure des licenciements collectifs pour motif économique - 2017    

    + show references

    Définition du licenciement collectif (nombre d'employés concernés):
    Collective dismissal is not defined by law. Article 14 of the Labour Code provides that in case of cease of activities due to bankruptcy or "verified losses" ("peridas comprobadas"), the compensation shall be half of the usual amount, and workers credits shall be given priority.

    Consultation préalable des syndicats (représentants des travailleurs) : Non

    Notification à l'administration publique: Non

    Notification aux représentants des travailleurs: Non

    Autorisation de l'administration publique ou d'un organe judiciaire: Non

    Accord des représentants des travailleurs: Non

    Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

    Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) : Non

    Règles de priorité de réembauche: Non

    Indemnités de licenciement et indemnités spécifques aux licenciements économiques - 2017    

    + show references

    Indemnité de licenciement:
    Remarks:
    • Art. 13 of the Labour Code: When an employer or worker is dismissed for a reason other than his/her own will, the employer must compensate him/her for the service, with the amount of one month salary for every year of work. If the time of service does not amount to one year, compensation will be proportional to the number of worked months, excluding the three first months which are considered probationary period. If the employee has worked for more than 8 years, he/she will perceive the compensation even if he/she voluntarily leaves the job.

      No severance pay if the worker was dismissed with just cause.
    • ancienneté ≥ 9 mois: 0.5 mois
    • ancienneté ≥ 1 an: 1 mois
    • ancienneté ≥ 2 ans: 2 mois
    • ancienneté ≥ 4 ans: 4 mois
    • ancienneté ≥ 5 ans: 5 mois
    • ancienneté ≥ 10 ans: 10 mois
    • ancienneté ≥ 20 ans: 20 mois
    Indemnité de licenciement pour motif économique:
    Remarks:
    • Article 14 of the Labour Code provides that in case of cease of activities due to bankruptcy or verified losses ("peridas comprobadas"), the compensation shallbe half of the the usual amount, and workers credits shall be given priority.
    • ancienneté ≥ 9 mois: 0.25 mois
    • ancienneté ≥ 1 an: 0.5 mois
    • ancienneté ≥ 2 ans: 1 mois
    • ancienneté ≥ 4 ans: 2 mois
    • ancienneté ≥ 5 ans: 2.5 mois
    • ancienneté ≥ 10 ans: 5 mois
    • ancienneté ≥ 20 ans: 10 mois

    Voies de recours et procédure contentieuse en cas de litiges individuels - 2017    

    + show references

    Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non

    Remarks:
    • See Article 13 LC (above)

    Possibilité de réintégration dans l'emploi: Oui

    Remarks:
    • Articles 10 and 11 of Supreme Decree No. 28699 provides for the possibility for employees to choose between reinstatement or compensation in case of unfair dismissal.
      If the employee opts for reinstatement, he/she can request the Labour Authority to issue a reinstatement order, provided that the dismissal is proved to be unjustified.

    Conciliation préalable obligatoire: Non

    Remarks:
    • Only for collective labour disputes

    Courts ou tribunaux compétents : tribunal du travail

    Remarks:
    • The procedure is governed by the Code on Labour Procedure, 1979, (Código de procedimiento laboral 1979)

    Règlement des litiges individuels par arbitrage: Non

    Remarks:
    • Only in the case of collective labour disputes.

      Note: In 2015, a new law on arbitration and conciliation was approved (Ley No. 708 of 25 June 2015), which explicitly excludes labour relations from its scope (Art. 5).