Following more than six months from the entry into force of the Labor Procedure Reform (LPR) we can state that its impact on the development of employment relationships has been noticeable.
The LPR is the most signiﬁcant reform of our Labor Code since its enactment back in 1943. This Code has certainly undergone some changes over the years, but none as important as the aforementioned Reform, which came into force in July last year.
In practice, we are already aware of several cases of letters of dismissal submitted before the Ministry of Labor as a result of the employee's refusal to receive them, as well as different matters concerning discrimination complaints and court decisions issued in connection with the new labor procedure; also, multiple services required by workers asserting their right to free legal aid, or the resolution of the ﬁrst collective dispute of economic and social nature processed by the aforementioned Ministry, which would probably become increasingly common in our country.
Based on this new reality, we should begin by asking ourselves about the speciﬁc actions that have been adopted by employers in order to meet the new requirements set by the above referred reform.
Undoubtedly, it is essential for each organization to determine the consequences that the LPR has on their employee management practices and regulations, so that their businesses may reach a high level of competitiveness and performance while also observing labor rights in an adequate manner. Some of the steps to be...