{"id":3361,"date":"2024-07-17T17:37:12","date_gmt":"2024-07-17T17:37:12","guid":{"rendered":"https:\/\/besa.com.mx\/?p=3361"},"modified":"2025-09-11T14:48:25","modified_gmt":"2025-09-11T14:48:25","slug":"navegando-las-leyes-de-terminacion-de-empleo-en-mexico","status":"publish","type":"post","link":"https:\/\/besa.com.mx\/index.php\/2024\/07\/17\/navegando-las-leyes-de-terminacion-de-empleo-en-mexico\/","title":{"rendered":"Navegando las Leyes de Terminaci\u00f3n de Empleo en M\u00e9xico\u00a0"},"content":{"rendered":"\t\t
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Navegando las Leyes de Terminaci\u00f3n de Empleo en M\u00e9xico \n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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5 de Marzo, 2024<\/strong><\/p>\n

Por Patricio Beltr\u00e1n<\/strong><\/p>\n

Terminar una relaci\u00f3n laboral sin adherirse a la ley mexicana, particularmente en cuanto a compensaci\u00f3n, puede resultar prohibitivamente caro para los empleadores. En M\u00e9xico, despedir a un empleado sin causa justificada requiere el pago de varias compensaciones, incluyendo la parte proporcional de aguinaldo y bonos de vacaciones, d\u00edas de vacaciones acumulados pero no utilizados, tres meses de salario y un salario adicional de 20 d\u00edas por a\u00f1o de servicio.\u00a0<\/p>\n\n

Los empleados con 15 o m\u00e1s a\u00f1os de servicio que se retiren voluntariamente o sean despedidos tienen derecho a una compensaci\u00f3n equivalente a 12 d\u00edas de salario doble del salario m\u00ednimo por a\u00f1o de servicio.\u00a0<\/p>\n\n

Es crucial notar que, a diferencia de otros pa\u00edses, M\u00e9xico carece de seguro de desempleo patrocinado por el gobierno o el empleador. Por lo tanto, el \u00fanico colch\u00f3n financiero para los empleados al ser despedidos es la indemnizaci\u00f3n obligatoria de 90 d\u00edas. Si bien esta cantidad puede parecer sustancial, la responsabilidad total (asumiendo que el empleador act\u00fae dentro de los l\u00edmites de la ley y no se involucre en comportamientos negligentes o ilegales) es considerablemente menor que los costos legales potenciales asociados con la defensa de despidos injustificados, fomentar un ambiente de trabajo hostil o enfrentar demandas por acoso en otras jurisdicciones.\u00a0<\/p>\n\n

Bajo condiciones espec\u00edficas, los empleadores pueden despedir a los empleados sin pagar indemnizaci\u00f3n. Las razones permitidas para la terminaci\u00f3n sin compensaci\u00f3n incluyen la finalizaci\u00f3n de un proyecto, la expiraci\u00f3n de un t\u00e9rmino de empleo especificado, o las razones enumeradas en la Ley Federal del Trabajo, que enumera causas justificables para el despido:\u00a0<\/p>\n\n

    \n
  1. Proporcionar referencias falsas sobre las cualificaciones para el trabajo.\u00a0<\/li>\n<\/ol>\n\n
      \n
    1. Ser encontrado culpable de acciones deshonestas o deshonorables durante el empleo.\u00a0<\/li>\n<\/ol>\n\n
        \n
      1. Involucrarse en violencia, amenazas o maltrato hacia el empleador, sus familiares, la alta direcci\u00f3n o compa\u00f1eros de trabajo.\u00a0<\/li>\n<\/ol>\n\n
          \n
        1. Cometer actos enumerados bajo la pol\u00edtica de acoso laboral.\u00a0<\/li>\n<\/ol>\n\n
            \n
          1. Participar en mala conducta grave fuera del lugar de trabajo que haga imposible cumplir con el contrato laboral.\u00a0<\/li>\n<\/ol>\n\n
              \n
            1. Causar intencionalmente da\u00f1os a la propiedad del lugar de trabajo.\u00a0<\/li>\n<\/ol>\n\n
                \n
              1. Causar da\u00f1os significativos por negligencia, exclusivamente debido a negligencia.\u00a0<\/li>\n<\/ol>\n\n
                  \n
                1. Poner en peligro negligentemente la seguridad del lugar de trabajo o de las personas all\u00ed.\u00a0<\/li>\n<\/ol>\n\n
                    \n
                  1. Participar en conductas inmorales en el lugar de trabajo.\u00a0<\/li>\n<\/ol>\n\n
                      \n
                    1. Revelar secretos comerciales o comunicar informaci\u00f3n propietaria para sabotear los intereses comerciales.\u00a0<\/li>\n<\/ol>\n\n
                        \n
                      1. Ausencias injustificadas que excedan tres veces en un per\u00edodo de treinta d\u00edas.\u00a0<\/li>\n<\/ol>\n\n
                          \n
                        1. Negarse a obedecer las directrices del empleador relacionadas con las funciones laborales acordadas.\u00a0<\/li>\n<\/ol>\n\n
                            \n
                          1. No seguir los procedimientos de seguridad prescritos.\u00a0<\/li>\n<\/ol>\n\n
                              \n
                            1. Presentarse al trabajo bajo la influencia de alcohol o drogas, a menos que sean recetadas y notificadas al empleador.\u00a0<\/li>\n<\/ol>\n\n
                                \n
                              1. Recibir una condena final que resulte en prisi\u00f3n, impidiendo el cumplimiento de las obligaciones laborales.\u00a0<\/li>\n<\/ol>\n\n
                                  \n
                                1. Violencia f\u00edsica o verbal y deshonestidad hacia clientes o proveedores.\u00a0<\/li>\n<\/ol>\n\n
                                    \n
                                  1. Acoso sexual contra cualquier individuo en el lugar de trabajo.\u00a0<\/li>\n<\/ol>\n\n
                                      \n
                                    1. No proporcionar los documentos requeridos para el desempe\u00f1o laboral dentro de dos meses.\u00a0<\/li>\n<\/ol>\n\n
                                        \n
                                      1. Otras razones igualmente serias.\u00a0<\/li>\n<\/ol>\n\n

                                        Los empleados despedidos con dos o m\u00e1s a\u00f1os de servicio tienen derecho a demandar la reinstalaci\u00f3n. Si tienen \u00e9xito, el empleado puede recuperar su puesto, recibir pagos atrasados y posiblemente obtener da\u00f1os punitivos. En casos de despido justificado, el empleador debe proporcionar una notificaci\u00f3n escrita al empleado indicando la fecha y las razones del despido. No proporcionar razones por escrito puede hacer que el despido sea injustificado.\u00a0<\/p>\n\n

                                        M\u00e9xico mantiene un tribunal laboral especializado para resolver disputas. Los empleados pueden presentar quejas ante el tribunal, que busca la conciliaci\u00f3n antes de iniciar procedimientos judiciales.\u00a0<\/p>\n\n

                                        Consideraciones clave incluyen:\u00a0<\/p>\n\n

                                          \n
                                        1. No notificar al empleado directamente o a trav\u00e9s del tribunal hace que la terminaci\u00f3n sea injustificada y nula.\u00a0<\/li>\n<\/ol>\n\n
                                            \n
                                          1. Los empleados pueden demandar la reinstalaci\u00f3n o compensaci\u00f3n dentro de dos meses de la terminaci\u00f3n.\u00a0<\/li>\n<\/ol>\n\n
                                              \n
                                            1. Los empleadores tienen la carga de probar la causa justificada para el despido. No hacerlo puede llevar a una determinaci\u00f3n de despido injustificado por parte del tribunal.\u00a0<\/li>\n<\/ol>\n\n
                                                \n
                                              1. Durante el litigio, los salarios del empleado se acumulan hasta que el empleador cumpla con el juicio o acuerdo del tribunal. La acumulaci\u00f3n de salarios est\u00e1 limitada a doce meses, despu\u00e9s de lo cual el empleado tiene derecho a pagos mensuales de intereses del 2% sobre una cantidad igual a quince meses de salario, compuesta en el momento del pago.\u00a0<\/li>\n<\/ol>\n\n
                                                  \n
                                                1. Los abogados o litigantes que prolonguen indebidamente los juicios laborales pueden enfrentar multas de hasta 1,000 salarios diarios (aproximadamente USD 6,000).\u00a0<\/li>\n<\/ol>\n\n
                                                    \n
                                                  1. La nueva ley permite formas adicionales de evidencia en los juicios laborales, como videos, grabaciones, correos electr\u00f3nicos y dispositivos electr\u00f3nicos.\u00a0<\/li>\n<\/ol>\n\n

                                                    En conclusi\u00f3n, comprender y adherirse a las leyes laborales mexicanas sobre la terminaci\u00f3n del empleo es esencial para que las empresas naveguen eficazmente las complejidades legales y las obligaciones financieras potenciales. El cumplimiento no solo mitiga los riesgos legales, sino que tambi\u00e9n fomenta un ambiente de trabajo justo y respetuoso para todas las partes involucradas.\u00a0<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

                                                    Terminar una relaci\u00f3n laboral sin adherirse a la ley mexicana, particularmente en cuanto a compensaci\u00f3n, puede resultar prohibitivamente caro para los empleadores. <\/p>\n","protected":false},"author":1,"featured_media":3363,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[7],"tags":[15,20,12,10],"class_list":["post-3361","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-esp","tag-besa","tag-law","tag-pyme","tag-recursos-humanos"],"yoast_head":"\nNavegando las Leyes de Terminaci\u00f3n de Empleo en M\u00e9xico\u00a0 - 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