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Youth Employment under the New Labor Law

By Atty. Cristina Guarderas B

 

Dear friends and clients:


We are pleased to share relevant information about the General Regulation to the Organic Law on Youth, which has landed with force on the legal scene. What does this mean? Let's get to the point with the four most outstanding keys in the labor field!


Definition of a young person

Who are young people? High school graduates and graduates of educational programs between 18 and 29 years old! But beware, no previous work experience! This sets the tone for programs and benefits aimed at this group.


Mandatory recruitment by employers:

More opportunities for youth! Employers, both public and private, are now required to hire at least 10% of young people if they have a payroll of 50 or more employees. Caution! This percentage can be reached gradually.


Important note:

In the case of private security and surveillance companies, only administrative staff are included in this calculation.


Mandatory Annual Report - Attention Employers:

The countdown has begun! At the end of each fiscal year, employers must prepare a detailed report on their compliance with the youth hiring quota. All on the table!


Internship Certification:

Experience that counts! You do internships - it counts as experience! Every employer has to certify the time you spend, and it adds points to your career!



Need more information?

At Meythaler & Zambrano Abogados, we are here to clear up your doubts and help you navigate these new legal waters, contact us for anything you need! Together we will protect your labor and business rights!



pasante y jefe trabajando
Claves del Empleo Juvenil conforme a la Ley Orgánica de Juventudes


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Legal disclaimer

The content of this blog is provided for informational and educational purposes only and should not be considered legal advice. Regulations in Ecuador are subject to changes and updates that may affect the applicability and accuracy of the content published here. We do not guarantee that the information presented is accurate, complete or current at the time of reading. Therefore, past postings should not be construed as necessarily reflecting current regulations. We strongly recommend that you consult with our qualified attorneys for specific and personalized advice.

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