Uruguay: Nuevos beneficios para el servicio doméstico

Last Updated: 15 August 2016
Article by Martin Montoro

Informe legal sobre Servicio Doméstico

El Servicio Doméstico está sujeto a todos los beneficios generales consagrados en la legislación laboral (salario mínimo, beneficios de aguinaldo, licencia y salario vacacional, limitación de la jornada, descanso semanal e intermedio, feriados, indemnización por despido, protección a la maternidad y seguridad social) con algunas particularidades consagradas en la Ley 18.065 y el Decreto 224/007.

A continuación, procederemos con una breve descripción de los beneficios, regulaciones y formalidades que deben ser cumplidas para la contratación de una empleada doméstica para que sea de vuestro conocimiento.

Ámbito de aplicación

Se considera trabajo doméstico el que presta una persona en relación de dependencia a otra persona, o una o más familias, con el objeto de consagrarles su cuidado y su trabajo en el hogar, en tareas vinculadas a éste, sin que dichas tareas puedan representar para el empleador una ganancia económica directa.

No se considera trabajo doméstico el realizado por los porteros, limpiadores y ascensoristas que ocupan los propietarios de casa de apartamentos o escritorios, ni los choferes particulares, ni el personal de servicio doméstico rural.

Salario mínimo y aumentos

Actualmente está en vigencia el convenio del Consejo de Salarios del Grupo 21 (Servicio Doméstico) del 19 de abril 2016 que establece el salario mínimo del sector y los aumentos, vigente hasta el 1 de julio de 2018. El salario mínimo es el que se debe contemplar al momento de realizar la contratación, una vez contratada la empleada se deberán aplicar los aumentos que dicte el Consejo de Salarios en forma y oportunidad que éstos indiquen.

El salario mínimo actualmente (y hasta el 30 de junio de 2016) es de $13.206,78 mensuales (44 horas semanales) o un valor hora de $69,48. No se puede contratar a una empleada doméstica con un sueldo inferior al antes indicado.

Los aumentos se realizan en forma semestral (1 de enero de 2016, 1 de julio de 2016, 1 de enero de 2017, 1 de julio de 2017, 1 de enero de 2018 y 1 de julio de 2018). El convenio establece tres franjas con distintos aumentos dependiendo de la remuneración de la empleada, todo lo cual se define precisamente mediante un acta del Consejo de Salarios al tiempo en que cada aumento deba realizarse.

Actualmente rige el último aumento del 1 de enero de 2016, que debe aplicarse a todas las empleadas que hayan ingresado a trabajar con anterioridad a dicha fecha. El aumento es el siguiente:

  • Franja I – Igual o inferior a $ 14.633 (o su equivalente en hora: $76,98): corresponde un aumento del 10,56%.
  • Franja II – Superior a $14.633 (o su equivalente en hora: $76,98) y hasta $16.926 (o su equivalente en hora: $89,05): corresponde un aumento del 10,02%
  • Franja III – Superior a $16.926 (o su equivalente en hora: $89,05): corresponde un aumento del 8,66%.

Es preciso destacar que a partir del 1 de julio de 2016 regirá un nuevo aumento conforme al convenio anteriormente relacionado, cuyo porcentaje exacto será definido en el Acta que suscriban los integrantes del Grupo 21 a tales efectos.

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