A ilicitude do despedimento na extinção de posto de trabalho
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2017
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A modalidade de extinção do posto de trabalho foi introduzida na nossa ordem
jurídica pelo D.L. 64-A/89 de 27/2 (LCCT), no seu artigo 26º.
A cessação do contrato de trabalho por extinção de posto de trabalho, desde que não
abrangido por despedimento coletivo, era admitida desde que justificada por motivos
económicos ou de mercado, tecnológicos ou estruturais, relativos à empresa, tendo sempre em
conta os pressupostos impostos no artigo 27º do mesmo diploma.
A Lei 23/2012 de 25 de Junho, procedeu a diversas alterações nomeadamente no
despedimento por extinção de posto de trabalho e por inadaptação, sendo objeto de análise
nesta tese, apenas a extinção de posto de trabalho.
Em 12 de Julho de 2012, foi entregue ao Tribunal Constitucional, um pedido de
fiscalização sucessiva da lei supra, a vigorar desde 1 de Agosto de 2012, fundada na
inconstitucionalidade, em virtude de violar o disposto no artigo 53º da Constituição da
República Portuguesa (CRP), sob a epígrafe “ Direitos, liberdades e garantias dos
trabalhadores “, donde emana o princípio da segurança no emprego.
Em 20 de Setembro de 2013, veio o Tribunal Constitucional, por via do Acórdão nº
602/2013, declarar inconstitucional, com força obrigatória geral, algumas das alterações
introduzidas pela Lei 23/012 de 25 de Junho, sendo que no caso que nos ocupa, repristinou os
anteriores nº 2 e 4 do artigo 368º do código do trabalho.
O despedimento por extinção de posto de trabalho, nem sempre é considerado lícito.
O não cumprimento dos requisitos, fundamentos e procedimentos impostos, são a
base da ilicitude do mesmo, cujas consequências recaem sobre o empregador, conforme
estudo apresentado nesta tese.
The modality of Dissolution of an Employment was adhibit in our legal order by the D.L. 64-A/89 from 27/2 (LCCT), in its 26th article. The surcease of the employment contract by dissolution of an employment, since not covered by a collective dismissal, was granted if justified with economic, market, technological or structural reasons relating to the company, always respecting the assumptions imposed in the 27th article this same legal order. The legal order 23/2012 from June 25th, made several changes, namely in the dismissal by dissolution of an employment and maladjustment, being the subject of analysis this thesis only the dissolution of an employment. On the 12th of July 2012, a request for successive supervision of the above law, to be in force since the 1st of August 2012, based on unconstitutionality, due to violation of the 53th article of the Constitution of The Portuguese Republic (CRP) under the epigraph “Rights, Freedoms, Laborer Guarantees” which originate the foundation of security in an employment, was delivered to the Constitutional Court. On the 20th of September 2013, the Constitutional Court through the Treaty Nº 602/2013, pronounced with general obligatory force, some of the changes introduced by the law order 23/012 from 25th of June unconstitutional, in this case, repealed the previous paragraphs 2 and 4 of the 368th article of the Labor Code The dismissal by dissolution of an employment is not always considered legal. The non-compliance of the requirements, fundamentals and imposed procedures, are the basis of the illegality and so the consequences must be reflected on the employer, according to the study presented in this thesis.
The modality of Dissolution of an Employment was adhibit in our legal order by the D.L. 64-A/89 from 27/2 (LCCT), in its 26th article. The surcease of the employment contract by dissolution of an employment, since not covered by a collective dismissal, was granted if justified with economic, market, technological or structural reasons relating to the company, always respecting the assumptions imposed in the 27th article this same legal order. The legal order 23/2012 from June 25th, made several changes, namely in the dismissal by dissolution of an employment and maladjustment, being the subject of analysis this thesis only the dissolution of an employment. On the 12th of July 2012, a request for successive supervision of the above law, to be in force since the 1st of August 2012, based on unconstitutionality, due to violation of the 53th article of the Constitution of The Portuguese Republic (CRP) under the epigraph “Rights, Freedoms, Laborer Guarantees” which originate the foundation of security in an employment, was delivered to the Constitutional Court. On the 20th of September 2013, the Constitutional Court through the Treaty Nº 602/2013, pronounced with general obligatory force, some of the changes introduced by the law order 23/012 from 25th of June unconstitutional, in this case, repealed the previous paragraphs 2 and 4 of the 368th article of the Labor Code The dismissal by dissolution of an employment is not always considered legal. The non-compliance of the requirements, fundamentals and imposed procedures, are the basis of the illegality and so the consequences must be reflected on the employer, according to the study presented in this thesis.
Descrição
Orientação: António Monteiro Fernandes
Palavras-chave
MESTRADO EM CIÊNCIAS JURIDICO-FORENSES, DIREITO DO TRABALHO, DESPEDIMENTO, CESSAÇÃO DE CONTRATOS DE TRABALHO, ILICITUDE, LABOUR LAW, DISMISSAL, TERMINATION OF CONTRACTO OF EMPLOYMENT, UNLAWFULNESS