[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fcontratos-y-despidos\u002Fpreaviso-y-compensacion-por-despido":3,"sites:htmlblocks":135,"menu:\u002Fes-gt:":1574,"footer:es-gt":1722,"cite-subsites":1804,"subsites":5366,"cite-footer:es-gt":5843,"suggested:es-gt":5882},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":28,"rendered":37,"description":38,"body":39,"body_blocks":40,"call_to_action":41,"owner":48,"show_related_pages":55,"related_pages":56,"related_sites":133,"in_subsite":55,"contact_page_url":7,"banner_message":134},2728,"preaviso-y-compensacion-por-despido","Preaviso y Compensación por Despido",null,"","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fcontratos-y-despidos\u002Fpreaviso-y-compensacion-por-despido","labourlaw.labourlawpage","es_BO","\u002Fcms\u002Fpages\u002F2728\u002Fedit\u002F",[14,17,20,23,26],{"title":15,"slug":16},"Guatemala","es-gt",{"title":18,"slug":19},"Trabajo en Guatemala","trabajo-en-guatemala",{"title":21,"slug":22},"Leyes laborales","leyes-laborales",{"title":24,"slug":25},"Contratos y despidos","contratos-y-despidos",{"title":27,"slug":5},"Preaviso y compensación por despido",{"title":29,"description":8,"image":30,"canonical":31,"robots":32,"og_type":33,"twitter_card":34,"locale":16,"created_at":35,"last_modified_at":36},"Preaviso de Despido, Compensación por Despido","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fcontratos-y-despidos\u002Fpreaviso-y-compensacion-por-despido\u002F","index, follow","website","summary_large_image","2025-08-08T18:45:42.355000+02:00","2026-04-06T21:05:26.533930+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Preaviso y Compensación por Despido\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-09-03\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Preaviso\u003C\u002Fh2>\n          \u003Cp>La relación laboral puede ser rescindida por cualquiera de las partes cuando el contrato sea por tiempo indefinido. El período legal de notificación por escrito es provisto porla Ley General de Trabajo, que estipula diferentes períodos de notificación para los trabajadores de cuello azul y de cuello blanco. Los periodos de aviso son los siguientes:\u003C\u002Fp>\n\u003Cp>a) 7 días de aviso por un mes de servicio (obreros);\u003C\u002Fp>\n\u003Cp>b) aviso de 15 días por seis meses de servicio (empleados);\u003C\u002Fp>\n\u003Cp>c) 30 días de aviso por 1 año de servicio (empleados); y\u003C\u002Fp>\n\u003Cp>d) Aviso de 90 días por más de 3 meses de servicio (empleados)\u003C\u002Fp>\n\u003Cp>Cuando el empleado inicia el cese, el período de notificación anterior es aplicable, excepto en el caso de los trabajadores no manuales, donde el período de notificación requerido es de 30 días después de tres meses de servicio. Además, el empleador también puede rescindir el contrato sin previo aviso en circunstancias relacionadas con la conducta de los empleados, que son: daño intencional a la maquinaria, productos o mercancías de la empresa; revelación de secretos industriales de la firma; el incumplimiento de las normas de higiene o seguridad industrial; el incumplimiento, total o parcial, de las normas internas de la empresa; y abuso de confianza por robo por parte del trabajador. El despido por razones aparte de estas es ilegal y está prohibido.\u003C\u002Fp>\n\u003Cp>Si el empleado no da un aviso de 30 días, debe pagar una compensación equivalente a 90 días de salario. La terminación del empleo por una causa justa es posible sólo en el caso de la reducción de sueldos o salarios. En tal caso, el trabajador debe recibir una compensación en forma de compensación por los salarios impagos. El empleador también puede rescindir un contrato sin previo aviso pagando en lugar del aviso (salario de 90 días).\u003C\u002Fp>\n\u003Cp>En marzo de 2017, la Corte Constitucional boliviana emitió una sentencia histórica que declaró inconstitucional el Artículo 12 de la Ley General del Trabajo. La sentencia eliminó el requisito del preaviso. En caso de despido con justa causa, no se requiere preaviso ni indemnización. En caso de despido sin justa causa, los empleadores deben pagar el desahucio, un pago equivalente a tres meses de salario que sustituye el preaviso.\u003C\u002Fp>\n\u003Cp>Fuente: Arts. 12 y 16 de la Ley General del Trabajo, 1939; \u003Ca href=\"https:\u002F\u002Fjurisprudencia.tcpbolivia.bo\u002FFichas\u002FObtieneResolucion?idFicha=13892\">https:\u002F\u002Fjurisprudencia.tcpbolivia.bo\u002FFichas\u002FObtieneResolucion?idFicha=13892\u003C\u002Fa> \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Compensación por despido\u003C\u002Fh2>\n          \u003Cp>Un empleado sólo tiene derecho a la indemnización por despido si ha sido despedido sin causa justa. Si el empleado es despedido por razones que se proporcionan dentro de la Ley General de Trabajo (relacionada con la mala conducta de los empleados), no se le paga una indemnización. Si el empleado es despedido por razones injustas, él \u002F ella tiene la opción de optar por la reincorporación más el pago retroactivo o la indemnización por despido o el pago en lugar de la notificación.\u003C\u002Fp>\n\u003Cp>La indemnización por despido es equivalente a un salario mensual por cada año de servicio. Cuando la duración total del empleo es inferior a un año, la indemnización por despido se paga en proporción a los meses trabajados. Los primeros tres meses (del período de prueba) se deducen en el caso de contratos a plazo indefinido. Los trabajadores deben haber completado cinco años de servicio para tener derecho a la indemnización por despido.\u003C\u002Fp>\n\u003Cp>Fuente: Arts.13 y 16 de la Ley General del Trabajo, 1939; §9 y 10 Decreto Supremo 28699, 2006\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n        \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Temas relacionados\u003C\u002Fh2>\n      \n          _ll_employmentsecurity_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Sus derechos: preaviso de despido y compensación por despido en Bolivia – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-09-03\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Preaviso\u003C\u002Fh2>\n\u003Cp>La relación laboral puede ser rescindida por cualquiera de las partes cuando el contrato sea por tiempo indefinido. El período legal de notificación por escrito es provisto porla Ley General de Trabajo, que estipula diferentes períodos de notificación para los trabajadores de cuello azul y de cuello blanco. Los periodos de aviso son los siguientes:\u003C\u002Fp>\n\u003Cp>a) 7 días de aviso por un mes de servicio (obreros);\u003C\u002Fp>\n\u003Cp>b) aviso de 15 días por seis meses de servicio (empleados);\u003C\u002Fp>\n\u003Cp>c) 30 días de aviso por 1 año de servicio (empleados); y\u003C\u002Fp>\n\u003Cp>d) Aviso de 90 días por más de 3 meses de servicio (empleados)\u003C\u002Fp>\n\u003Cp>Cuando el empleado inicia el cese, el período de notificación anterior es aplicable, excepto en el caso de los trabajadores no manuales, donde el período de notificación requerido es de 30 días después de tres meses de servicio. Además, el empleador también puede rescindir el contrato sin previo aviso en circunstancias relacionadas con la conducta de los empleados, que son: daño intencional a la maquinaria, productos o mercancías de la empresa; revelación de secretos industriales de la firma; el incumplimiento de las normas de higiene o seguridad industrial; el incumplimiento, total o parcial, de las normas internas de la empresa; y abuso de confianza por robo por parte del trabajador. El despido por razones aparte de estas es ilegal y está prohibido.\u003C\u002Fp>\n\u003Cp>Si el empleado no da un aviso de 30 días, debe pagar una compensación equivalente a 90 días de salario. La terminación del empleo por una causa justa es posible sólo en el caso de la reducción de sueldos o salarios. En tal caso, el trabajador debe recibir una compensación en forma de compensación por los salarios impagos. El empleador también puede rescindir un contrato sin previo aviso pagando en lugar del aviso (salario de 90 días).\u003C\u002Fp>\n\u003Cp>En marzo de 2017, la Corte Constitucional boliviana emitió una sentencia histórica que declaró inconstitucional el Artículo 12 de la Ley General del Trabajo. La sentencia eliminó el requisito del preaviso. En caso de despido con justa causa, no se requiere preaviso ni indemnización. En caso de despido sin justa causa, los empleadores deben pagar el desahucio, un pago equivalente a tres meses de salario que sustituye el preaviso.\u003C\u002Fp>\n\u003Cp>Fuente: Arts. 12 y 16 de la Ley General del Trabajo, 1939; \u003Ca href=\"https:\u002F\u002Fjurisprudencia.tcpbolivia.bo\u002FFichas\u002FObtieneResolucion?idFicha=13892\">https:\u002F\u002Fjurisprudencia.tcpbolivia.bo\u002FFichas\u002FObtieneResolucion?idFicha=13892\u003C\u002Fa> \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Compensación por despido\u003C\u002Fh2>\n\u003Cp>Un empleado sólo tiene derecho a la indemnización por despido si ha sido despedido sin causa justa. Si el empleado es despedido por razones que se proporcionan dentro de la Ley General de Trabajo (relacionada con la mala conducta de los empleados), no se le paga una indemnización. Si el empleado es despedido por razones injustas, él \u002F ella tiene la opción de optar por la reincorporación más el pago retroactivo o la indemnización por despido o el pago en lugar de la notificación.\u003C\u002Fp>\n\u003Cp>La indemnización por despido es equivalente a un salario mensual por cada año de servicio. Cuando la duración total del empleo es inferior a un año, la indemnización por despido se paga en proporción a los meses trabajados. Los primeros tres meses (del período de prueba) se deducen en el caso de contratos a plazo indefinido. Los trabajadores deben haber completado cinco años de servicio para tener derecho a la indemnización por despido.\u003C\u002Fp>\n\u003Cp>Fuente: Arts.13 y 16 de la Ley General del Trabajo, 1939; §9 y 10 Decreto Supremo 28699, 2006\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Temas relacionados\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fes-bo\u002Ftrabajo-en-bolivia\u002Fleyes-laborales\u002Fcontratos-y-despidos'>Contratos y despidos\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":42,"link":43},"Contáctanos",{"title":42,"url":44,"description":42,"rel":45,"type":46,"id":47},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",true,[57,61,65,69,73,77,81,85,89,92,93,97,101,105,109,113,117,121,125,129],{"id":58,"short_title":7,"title":59,"url":60},2719,"Compensación y tiempo de trabajo","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",{"id":62,"short_title":7,"title":63,"url":64},2720,"Licencia por enfermedad","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Flicencia-por-enfermedad",{"id":66,"short_title":7,"title":67,"url":68},2721,"Prestación por Lesiones de Trabajo","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Flicencia-por-enfermedad\u002Fprestacion-por-lesiones-de-trabajo",{"id":70,"short_title":7,"title":71,"url":72},2722,"Maternidad y trabajo","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",{"id":74,"short_title":7,"title":75,"url":76},2723,"Lactancia","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fmaternidad-y-trabajo\u002Flactancia",{"id":78,"short_title":7,"title":79,"url":80},2724,"Protección","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fmaternidad-y-trabajo\u002Fproteccion",{"id":82,"short_title":7,"title":83,"url":84},2725,"Responsabilidades familiares","\u002Fes-gt\u002Ftrabajo-en-guatemala\u002Fleyes-laborales\u002Fresponsabilidades-familiares",{"id":86,"short_title":7,"title":87,"url":88},2726,"Salud y 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