Despedimento individual do trabalhador por razões subjetivas e objetivas e respetivo processo de impugnação
Miniatura indisponível
Data
2017
Título da revista
ISSN da revista
Título do Volume
Editora
Resumo
O tema objeto de análise aborda o contexto da reforma do contrato de trabalho em
que nos encontramos, por força dos compromissos assumidos pelo Estado Português perante
o acordo “Memorando de entendimento” que Portugal celebrou com o Fundo Monetário
Internacional, o Banco Central Europeu e a União Europeia, mediante pedido de ajuda
requerido pelas autoridades portuguesas em 17 de Maio de 2011, concretizadas pela Lei
n.º 23/2012, de 25 de Junho, foram introduzidas algumas medidas que têm efeitos na matéria
do despedimento, que procedeu à terceira alteração do Código do trabalho de 2009.
Assim, relativamente à cessação do contrato de trabalho por facto imputável ao
trabalhador, na sequência de inconstitucionalidade do caráter facultativo da fase processual de
instrução pelo Acórdão do Tribunal Constitucional nº 338/2010 de 22 de Setembro, a Lei n.º
23/2012, de 25 de Junho, voltou a alterar este preceito legal no sentido de reposição da
obrigatoriedade da fase processual de instrução.
Por sua vez, no despedimento por extinção de posto de trabalho, eliminou-se a
previsão de critérios legais de seleção dos trabalhadores a despedir, em caso de pluralidade de
postos de trabalho de conteúdo funcional idêntico, e eliminou-se a previsão de
obrigatoriedade de colocação do trabalhador em posto de trabalho compatível com a sua
categoria, alteração comum ao despedimento por inadaptação.
Por outro lado, no despedimento por inadaptação, passou ainda a prever-se que a
inadaptação possa não ser antecedida de modificações no posto de trabalho.
Em ambos os regimes, destaca-se ainda a redução das compensações devidas em
caso de cessação de contrato de trabalho, bem como um novo regime de cálculo das mesmas.
Contudo, as alterações introduzidas pela Lei n.º 23/2012, embora fossem ao encontro
das necessidades das entidades empregadoras, foram alvo de inconstitucionalidade por
violação do artigo 53.º da Constituição da República Portuguesa, “Segurança no Emprego”.
Desta forma, o Tribunal Constitucional pronunciou-se no sentido de inconstitucionalidade no
Acórdão n.º 602/2013, de 20 de Setembro, que declarou inconstitucional com força
5
obrigatória geral algumas dessas alterações, o que será́ objeto da nossa análise, bem como os
seus efeitos.
The topic subject to analysis addresses the present context of the reform on employment contracts, by virtue of the commitments assumed by the Portuguese state pursuant to the "Memorandum of Understanding" agreement concluded between Portugal and the International Monetary Fund, the European Central Bank and the European Union, upon an application for assistance made by the Portuguese authorities on 17 May 2011, consolidated in Law No. 23/2012 (Lei n.º 23/2012), of 25 June, introducing certain measures that have an impact on dismissals, leading to the third amendment of the Labour Code of 2009. Therefore, regarding termination of employment contracts for reasons attributable to the employee, Law No. 23/2012 (Lei n.º 23/2012), of 25 June, amended again this legal provision in order to reinstate the obligation of the pre-trial procedural stage, following the unconstitutionality of the optional nature of the pre-trial procedural stage laid down by the ruling of the Constitutional Court No. 338/2010, 22 September. In turn, in the context of dismissal as a result of the dissolution of the job, the provision of legal criteria for selecting the employees to be dismissed has been removed, in case of plurality of jobs with identical functional content, and the provision of an obligation to transfer the dismissed employee to a job consistent to its rank has also been removed, which is a common amendment to the dismissal by unsuitability. Alternatively, in the context of dismissal by unsuitability, it is now possible that the unsuitability may not be preceded by changes to the employment. In both systems, it is also important to note the decrease of appropriate compensation in case of termination of contracts of employment, as well as a new system for calculating these compensations. However, the amendments introduced by Law No. 23/2012, although meeting the needs of employers, were considered unconstitutional due to breach of Article 53 of the Constitution of the Portuguese Republic, "Safety at work". Hence, the Constitutional Court gave a judgment regarding unconstitutionality in its Decision No. 602/2013, 20 September, declaring some of this amendments unconstitutional with general mandatory force, which, along with its effects, will be subject to analysis.
The topic subject to analysis addresses the present context of the reform on employment contracts, by virtue of the commitments assumed by the Portuguese state pursuant to the "Memorandum of Understanding" agreement concluded between Portugal and the International Monetary Fund, the European Central Bank and the European Union, upon an application for assistance made by the Portuguese authorities on 17 May 2011, consolidated in Law No. 23/2012 (Lei n.º 23/2012), of 25 June, introducing certain measures that have an impact on dismissals, leading to the third amendment of the Labour Code of 2009. Therefore, regarding termination of employment contracts for reasons attributable to the employee, Law No. 23/2012 (Lei n.º 23/2012), of 25 June, amended again this legal provision in order to reinstate the obligation of the pre-trial procedural stage, following the unconstitutionality of the optional nature of the pre-trial procedural stage laid down by the ruling of the Constitutional Court No. 338/2010, 22 September. In turn, in the context of dismissal as a result of the dissolution of the job, the provision of legal criteria for selecting the employees to be dismissed has been removed, in case of plurality of jobs with identical functional content, and the provision of an obligation to transfer the dismissed employee to a job consistent to its rank has also been removed, which is a common amendment to the dismissal by unsuitability. Alternatively, in the context of dismissal by unsuitability, it is now possible that the unsuitability may not be preceded by changes to the employment. In both systems, it is also important to note the decrease of appropriate compensation in case of termination of contracts of employment, as well as a new system for calculating these compensations. However, the amendments introduced by Law No. 23/2012, although meeting the needs of employers, were considered unconstitutional due to breach of Article 53 of the Constitution of the Portuguese Republic, "Safety at work". Hence, the Constitutional Court gave a judgment regarding unconstitutionality in its Decision No. 602/2013, 20 September, declaring some of this amendments unconstitutional with general mandatory force, which, along with its effects, will be subject to analysis.
Descrição
Orientação: António
Gonçalves Rocha
Palavras-chave
MESTRADO EM DIREITO, DIREITO, DIREITO DO TRABALHO, DESPEDIMENTO, IMPUGNAÇÃO DAS DECISÕES JUDICIAIS, PORTUGAL, LAW, LABOUR LAW, DISMISSAL, JUDICIAL REVIEW