Indemnización por despido: cómo se calcula y qué cambia según el país

La indemnización por despido es una compensación económica que puede aparecer cuando termina la relación laboral sin una causa legalmente justificada. No es un pago universal ni automático: en España, México, Argentina, Chile y Perú cambian la causa protegida, la forma de cálculo, los plazos y la autoridad competente. También conviene separar la indemnización de las cantidades pendientes de Wage and salaries, like unpaid salaries, vacation, bonuses and other benefits.

Este guide compares the legal framework of the five countries included in the article. The examples are illustrative and should be checked against the contract, the applicable collective agreement and the evidence available in each case.

Qué significa.indemnizar un despido

Indemnizar un despido significa compensar certain economic consequences derived from the termination of employment. The amount may include a payment based on years of service, a fixed number of salaries, accrued vacation, notice pay or other benefits, depending on the country.

The shared idea is simple: when an employer terminates employment without lawful justification, the worker may have a right to compensation. The practical answer is not shared, however. In Spain, the calculation may be based on the daily salary and the period to be compensated. In Mexico, the Federal Labor Law establishes different amounts according to the type of contract and the grounds for termination. In Argentina, the maximum amount of the indemnity is linked to the applicable remuneration and the collective agreement. In Chile and Peru, the applicable labor statute and the facts of the case determine the route and the calculation.

The same dismissal can therefore produce very different results. The reason stated by the employer, the type of contract, the worker’s seniority, the collective agreement and the procedural route are decisive.

La indemnización no es una “liquidación de wages”: es una Compensation for the dismissal, while pending salaries and benefits are separate items.

El principio compartido y sus límites

The shared principle is that a dismissal without legal justification can generate a right to compensation. That principle does not create a universal amount or deadline. The applicable national law, the competent authority and the evidence supporting the dismissal determine the outcome.

• In Spain, the Estatuto de los Trabajadores regulates the framework for dismissal and the distinction between readmission and compensation.
• In Mexico, the Ley Federal del Trabajo distinguishes unjustified dismissal, termination of a contract and work-related accidents.
• In Argentina, the Ley de Contrato de Trabajo 20.744 regulates the general indemnity regime, including its maximum amount.
• In Chile, the Código del Trabajo is the starting point for the legal analysis of dismissal and indemnity.
• In Peru, the Decreto Legislativo 728 provides the labor framework for private employment.

The limits are essential. A worker cannot transfer a deadline from one country to another, and an administrative authority may be the first step rather than the place where the final award is issued. Likewise, collective agreements can modify parts of the calculation without replacing the national statute.

Despido e indemnización en España

In Spain, the Estatuto de los Trabajadores provides the general framework for dismissal. The employer’s reason is decisive: dismissal for a lawful cause generally does not generate the same indemnity as dismissal without justification.

The consequences also differ. In a dismissal with the right to readmission, the employee may request reinstatement. In a dismissal without that right, the employer generally pays compensation for the period corresponding to the years worked, subject to the applicable limits and the precise facts of the case.

Before calculating anything, check:

• The date of the dismissal and the communication given to the worker.
• The stated reason and any disciplinary procedure.
• The worker’s effective start date and the periods that must be recognized.
• Whether the dismissal was challenged through the appropriate social justice route.

In Spain, the SEPE may be relevant to unemployment benefits, but it does not calculate the employer’s compensation for dismissal. The Inspección de Trabajo may inspect labor compliance, while the Juzgados de lo Social are the court where the labor dispute is decided after the mandatory conciliation before the SMAC.

Cuándo procede la indemnización en España

In Spain, the analysis begins with the dismissal route:

1. Is the cause lawful and properly notified? If the employer invokes a cause such as serious misconduct, the facts and the procedure must be reviewed before assuming compensation.
2. Is readmission possible? If the case was classified as dismissal with the right to readmission, the worker may seek reinstatement.
3. If there is no right to readmission, the worker may be entitled to compensation, calculated from the applicable salary and the period to be compensated.
4. If there are irregularities, the challenge may affect both the classification of the dismissal and the resulting amount.

The worker’s seniority is not the only factor. The type of contract, the salary used for the calculation and the circumstances of the dismissal also matter. A precise answer therefore requires the dismissal letter, the contract, payroll records and the dates of each period of employment.

Cómo se calcula la indemnización en España

In Spain, the basic formula for compensation where no right to readmission applies is:

Indemnización en España = salario diario aplicable × número de días de indemnización por los años de servicio

The salary used and the period to be compensated must be checked against the Statute of Workers and the case documents. The formula does not automatically mean that every employee receives the same amount: the daily salary can include legally relevant remuneration items, and the period recognized may differ from the employee’s initial claim.

Example in Spain: suppose the applicable daily salary is 40 euros (EUR) and the period to be compensated is 182 days. The calculation is:

40 euros (EUR) per day × 182 days = 7,280 euros (EUR).

This example is not a legal quote from the Statute of Workers; it shows how the arithmetic works once the daily salary and the compensable period have been established.

Finiquito, sacas y otros pagos en España

In Spain, finiquito or liquidación covers the final settlement of the employment relationship. It should not be confused with compensation for dismissal.

Concept	In Spain	Purpose
Indemnización por despido	Amount calculated for the dismissal	Compensation when the legal conditions apply
Salarios pendientes	Wages earned but unpaid	Payment of salary already accrued
Vacaciones no disfrutadas	Value of unused vacation	Settlement of holiday entitlement
Pagas pendientes	Extraordinary payments not paid	Settlement of agreed or statutory compensation
Other benefits	Benefits or amounts due under the contract	Depends on the contract and applicable law

The employer’s final settlement does not automatically acknowledge the validity of the dismissal. If the worker disputes the termination, the final payment does not prevent the relevant judicial challenge within the applicable procedural rules.

Plazos y organismo competente en España

In Spain, the claim normally involves the following route:

1. Review the dismissal communication and the reasons given by the employer in Spain.
2. Check the applicable conciliation procedure before the SMAC in Spain.
3. If conciliation does not resolve the dispute, prepare the claim for the Juzgados de lo Social in Spain.
4. Use the Inspección de Trabajo in Spain for labor inspection or reporting of irregularities; the SEPE in Spain is not the body that awards dismissal compensation.

The available materials do not confirm a single general deadline for every dismissal claim in Spain. The applicable deadline must therefore be checked in the procedural rules for the specific route before acting.

Despido e indemnización en México

In Mexico, the Ley Federal del Trabajo distinguishes the compensation for unjustified dismissal from the settlement of pending benefits. The type of contract and the ground for termination determine the result.

For a worker with an indefinite contract, the basic compensation described in article 50 of the Ley Federal del Trabajo in Mexico includes 3 months of salary and 20 days per year of service. A temporary contract has different rules. Work-related accidents and death also have separate compensation rules.

The calculation also includes benefits such as proportional aguinaldo, proportional vacation and proportional prima vacacional. A finiquito in Mexico is not synonymous with the indemnity for unjustified dismissal: it settles what remains due when the employment relationship ends for reasons other than an unjustified dismissal.

Supuestos de indemnización en México

In Mexico, the decision tree is:

1. Was the dismissal unjustified? If so, the compensation rules for the applicable contract apply.
2. Was a temporary contract terminated? If so, the duration of the contract changes the amount; the law distinguishes contracts shorter than one year from longer contracts.
3. Was there a work-related accident? If so, the result depends on temporary incapacity, permanent incapacity or death, and the applicable statutory tables or benefits apply.
4. Were there unpaid wages or benefits? Those claims can be added to the dismissal analysis.

A worker who chooses the judicial route must follow the conciliation process before filing the labor claim. In Mexico, the Centro Federal de Conciliación y Registro Laboral is the mandatory conciliation route after the 2019 reform. If conciliation fails, the claim proceeds before the Tribunales Laborales del Poder Judicial, not before the former Juntas as a first-instance demand forum.

Fórmula y conceptos principales en México

For an indefinite contract in Mexico, the main formula under article 50 of the Ley Federal del Trabajo is:

Indemnización en México = 3 meses de salario + 20 días de salario por año servido

Then, where applicable, add proportional aguinaldo, vacation and prima vacacional. The base salary is not necessarily the same as the amount paid each month; the salario constitucional must be identified according to the law and the payroll records.

Example in Mexico: Karla worked for 4 years and received 12,000 pesos mexicanos (MXN) per month before her dismissal. If the applicable daily salary is 400 pesos mexicanos (MXN), the base indemnity is:

• 3 months: 12,000 pesos mexicanos (MXN) × 3 = 36,000 pesos mexicanos (MXN).
• 20 days per year: 20 days × 4 years = 80 days.
• 80 days × 400 pesos mexicanos (MXN) = 32,000 pesos mexicanos (MXN).
• Total before additional benefits: 68,000 pesos mexicanos (MXN).

That total does not yet include proportional aguinaldo, vacation and prima vacacional; those are calculated separately according to the applicable entitlement and the period worked.

Finiquito y pagos pendientes en México

In Mexico, the distinction is essential:

Concept	In Mexico	What it represents
Indemnización por despido	Compensation under article 50 of the Ley Federal del Trabajo	Compensation for unjustified dismissal or the applicable termination rule
Salarios caídos	Unpaid salaries	Earnings due and not paid
Vacaciones proporcionales	Proportional vacation	Vacation not taken, according to the applicable entitlement
Prima vacacional	Vacation premium	Additional benefit linked to vacation
Aguinaldo	Year-end bonus	Proportional amount where applicable
Prima de antigüedad	Seniority premium	Included in the described dismissal calculation when more than 15 years of service are worked

The amounts of finiquito and compensation for dismissal should be presented separately in the settlement documentation. A receipt may be useful, but it should be checked carefully before signing if the worker still disputes the dismissal or the amounts.

Reclamación y plazos en México

In Mexico, the steps are:

1. Gather the dismissal notice, contract, payroll records and proof of the reason for dismissal in Mexico.
2. Request conciliation before the Centro Federal de Conciliación y Registro Laboral in Mexico within 2 months after the dismissal.
3. If the matter is not resolved, prepare the claim for the Tribunales Laborales del Poder Judicial in Mexico.
4. Review any unpaid wages separately and check whether the employer paid the amounts owed.

The material also describes the effect of not appearing at the hearing in the judicial route: the worker may face a sanction, and the claim can be dismissed. The conciliation step should therefore be taken seriously and documented.

Despido e indemnización en Argentina

In Argentina, the general regime is established by article 245 of the Ley de Contrato de Trabajo 20.744. The article establishes a maximum for the indemnity and links it to the remuneration applicable under the relevant collective agreement.

This is not a simple universal multiplier for every worker. The maximum depends on the applicable remuneration, the collective agreement and the official act that fixes the relevant value. The number of years of service and the salary used in the individual calculation also matter.

Argentina also has a conciliation requirement before litigation. In the City of Buenos Aires, the SECLO is the administrative conciliation venue for the applicable labor disputes. After that stage, the claim may proceed before the national labor justice system.

El artículo 245 de la LCT en Argentina

Article 245 of the Ley de Contrato de Trabajo in Argentina establishes that the indemnity for unjustified dismissal is calculated according to the worker’s remuneration, and sets the maximum amount according to the scale of the applicable collective agreement.

The rule has two layers:

• The individual calculation uses the worker’s remuneration and service information.
• The statutory ceiling uses the remuneration scale and related items under the applicable collective agreement.

That is why the ceiling must not be transferred mechanically to Mexico, Chile or Peru. In Argentina, a collective agreement may establish a lower limit than the statutory maximum for its sector. The Ministry of Labor is the appropriate body for labor orientation and oversight of registered work, but it does not calculate every individual severance payment.

Cómo se determina el tope en Argentina

The structure described by the official materials is:

Tope indemnizatorio en Argentina = 3 × promedio mensual de remuneraciones de la escala salarial y rubros conexos del convenio colectivo aplicable

The average is tied to the remuneration scale and connected items of the relevant collective agreement. The calculation therefore has two stages:

1. Identify the collective agreement that applies to the employer and activity.
2. Determine the average monthly remuneration under that agreement and multiply it by 3.

Example in Argentina: if the relevant average monthly remuneration is 1,000,000 pesos argentinos (ARS), the ceiling is:

1,000,000 pesos argentinos (ARS) × 3 = 3,000,000 pesos.argmaxinos (ARS).

This is a hypothetical arithmetic example. The actual average depends on the sector, the collective agreement and the official act applicable to that agreement; the value must not be taken from another country or from a different sector.

agues Und Indemnización,por por pagos adeudados y(top3) Salarios y otras cantidades

In Argentina, the indemnity for dismissal is distinct from the amounts still due from the employer:

Concept	In Argentina	What to verify
Indemnización por despido	Compensation calculated under the LCT, subject to the applicable ceiling	Years of service, remuneration and collective agreement
Salarios caídos	Salaries not paid	Payroll and payment records
Vacaciones	Vacation entitlement not taken	Periods and employer’s calculation
Aguinaldo	Year-end bonus	Payment and proportionality
Other accrued amounts	Items pending settlement	Contract, payroll and applicable legislation

The settlement receipt and the collective agreement should be reviewed separately from the dismissal dispute. In Argentina, the SAIJ provides access to national legislation and legal information, while InfoLEG is the official source for the Law of Employment Contract and its regulatory information.

Organismo y pasos para verificar un caso en Argentina

In Argentina, the verification route is:

1. Obtain the employment contract, payroll records and evidence of the termination in Argentina.
2. Check the applicable collective agreement and its registration information through InfoLEG in Argentina.
3. Request labor orientation from the Secretaría de Trabajo, Empleo y Seguridad Social in Argentina.
4. If the dispute must go to court, complete the conciliation stage before the SECLO in CABA and then the corresponding national labor court.

The supplied official materials do not confirm one general deadline for every individual severance claim in Argentina. The applicable procedural rule and the stage of the case must be checked before filing.

Despido e indemnización en Chile

In Chile, the Código del Trabajo provides the general labor framework. When employment ends without lawful justification, the worker may have a right to indemnity, and the final settlement of the relationship must be distinguished from that compensation.

The calculation depends on the legal ground for the dismissal, the remuneration, the period of service and the applicable statutory limits. Chile’s Code of Labour also distinguishes the final liquidation, including pending salaries and vacation, from the indemnity arising from an unjustified dismissal.

The Dirección del Trabajo is the first administrative door for claims and conciliation. If the matter does not resolve administratively, the dispute may proceed before the Juzgados de Letras del Trabajo.

Cuándo surge la obligación en Chile

In Chile, the analysis follows these questions:

1. Was there a dismissal? An end to the work relationship must be characterized according to the facts, not merely according to the label used in the documents.
2. Was the cause lawful? A dismissal based on a cause recognized by the Código del Trabajo in Chile does not produce the same indemnity as an unjustified dismissal.
3. Is the worker within the legal protection for compensation? If so, the applicable indemnity and limits must be applied.
4. Are there pending amounts? Vacation, unpaid salaries and other final entitlements are assessed separately.

The correct cause therefore comes before the arithmetic. A worker should not calculate the indemnity from an informal characterization such as “the boss was tired of me”; the contract, dismissal letter, cause stated and evidence determine the legal analysis.

Cómo se calcula en Chile

The general structure in Chile is:

Indemnización en Chile = remuneración mensual relevante × número legal de meses de indemnización, sujeto al tope legal aplicable

The exact number of months and the maximum must be verified under the Código del Trabajo in Chile and the facts of the case. The formula is more useful when the reader understands what has to be checked: the legal cause, the service period and the remuneration used.

Example in Chile: if the applicable remuneration is 700,000 pesos chilenos (CLP) per month and, after checking the legal cause and the applicable limit, the award corresponds to 4 months, the calculation is:

700,000 pesos chilenos (CLP) × 4 = 2,800,000 pesos chilenos (CLP).

The figures are an arithmetic illustration, not a statement that every dismissal in Chile produces four months. The applicable legal limit and the worker’s circumstances must control.

Liquidación final y pagos relacionados en Chile

In Chile, liquidación final is the settlement of the employment relationship. It is not identical to the indemnity for an unjustified dismissal.

Concept	In Chile	How to distinguish it
Indemnización por despido	Compensation for the unjustified dismissal	Apply the cause, service period, remuneration and legal limit
Salarios adeudados	Unpaid salaries	Compare payroll with payments received
Vacaciones	Vacation not taken	Check the corresponding annual and proportional periods
Finiquito	Final settlement of remaining amounts	Do not confuse it with indemnity caused by unjustified dismissal
Other benefits	Items pending payment	Check the contract and applicable labor rules

A final settlement should identify each item separately. If the worker signs a receipt, the legal consequences of that signature must be understood before accepting it.

Plazos y autoridad ante un despido en Chile

In Chile, the practical sequence is:

1. Preserve the dismissal letter, contract, payroll records and proof of payments in Chile.
2. Present the claim or request conciliation before the Dirección del Trabajo in Chile.
3. Obtain the administrative result and the conciliation certificate or the document that allows the judicial route.
4. If needed, file the labor claim before the Juzgados de Letras del Trabajo in Chile.

The supplied material confirms the Dirección del Trabajo and the judicial forum, but it does not provide one general deadline for every dismissal claim in Chile. The deadline must be checked for the specific procedure before acting.

Despido e indemnización en Perú

In Peru, the Decreto Legislativo 728 provides the private-employment framework. An indemnity for dismissal and the settlement of pending labor rights are different matters.

The first question is whether the termination was a dismissal, whether the stated cause was lawful and whether the worker meets the legal requirements for compensation. The second is whether the employer also owes salaries, vacation, bonuses or other benefits that had accrued before termination.

In Peru, SUNAFIL is the inspection authority identified for the labor system, while the Ministerio de Trabajo y Promotion del Empleo is the administrative reference for labor guidance. If conciliation does not resolve the dispute, the Juzgados de Trabajo del Poder Judicial are the relevant judicial forum under the New Labor Procedural Law.

Causas y efectos del despido en Perú

In Peru, the decision tree is:

1. Was the relationship governed by private employment? Public employment follows a different regime, including the Decreto Legislativo 276 and the Law of Civil Service.
2. What cause did the employer invoke? The cause must be checked against the Decreto Legislativo 728 in Peru and the evidence.
3. Was the cause lawful and was the procedure followed? If the dismissal is unjustified, the worker may claim compensation.
4. What sums remain pending? They must be added as separate rights if they are due.

The date of the dismissal, the notice, the employment contract and payroll evidence are particularly important. A verbal explanation can be relevant as evidence, but it does not replace the documentary record when checking legal deadlines.

Cómo se calcula la indemnización en Perú

The calculation must be based on the applicable remuneration and the legal rule for the case. In Peru, the remuneration used cannot be selected casually: the type of contract, the applicable statute and the components recognized under the law must be reviewed.

Estructura en Perú = remuneracióncomputable × unidad de cálculo que corresponda según la causa y el régimen aplicable

The supplied materials do not provide a universal number of months or a universal monetary ceiling for private employment in Peru. Therefore, the calculation should not be completed with an invented multiplier. The responsible review is:

1. Identify the legal regime: private employment under Decreto Legislativo 728 in Peru or public employment under its special rules.
2. Confirm the cause and the type of contract.
3. Establish the remunerative base from payroll and labor records.
4. Apply the corresponding formula and statutory limit, if any, in the Decreto Legislativo 728 in Peru.

For scale, the verified remuneración mínima vital in Peru for 2026 is 1,130 soles (PEN) per month. That reference does not itself determine the indemnity: the worker’s actual remuneration and the legal formula remain necessary.

Liquidación final y cantidades pendientes en Perú

In Peru, the liquidación final settles the amounts generated during the relationship. The indemnity for dismissal compensates the consequences of an unjustified termination and must be identified separately.

Concept	In Peru	Evidence to check
Indemnización por despido	Compensation for unjustified dismissal	Cause, contract, payroll and applicable formula
Salarios pendientes	Unpaid wages	Payroll, vouchers and bank records
Vacaciones	Vacation not taken	Annual and proportional entitlement
Bonificaciones	Statutory or contractual bonuses	Applicable law and payroll records
Other labor rights	Benefits pending settlement	Contract and collective or administrative rules

The settlement document should show each concept. It should also make clear whether the receipt is limited to the amounts paid or includes broader concessions about the dismissal.

Plazos y vía administrativa o judicial en Perú

In Peru, the steps are:

1. Download or consult the Decreto Legislativo 728 in Peru and collect the dismissal documents.
2. Ask SUNAFIL or the Ministerio de Trabajo y Promoción del Empleo in Peru for the applicable inspection or conciliation information.
3. Complete administrative conciliation and obtain the record required to continue, if applicable.
4. If the dispute remains, file the claim before the Juzgados de Trabajo del Poder Judicial in Peru under the New Labor Procedural Law.

The supplied official material does not confirm one general deadline for every dismissal claim in Peru. The applicable procedural rule and the nature of the claim must be checked before the filing date is calculated.

La regla práctica es sencilla: identifica primero el país, la causa del despido y la vía oficial; después aplica la fórmula de ese país y conserva la evidencia del cálculo.

Preguntas frecuentes sobre indemnización por despido

1. ¿Cómo se calcula la indemnización de 90 días por despido?

La indemnización de 90 días se integra con el salario diario, la parte proporcional de aguinaldo, el pago de vacaciones no gozadas y la prima de antigüedad, si corresponde. En México, el cálculo parte de la remuneración semanal y de 90 días; en España, debe-se al artículo 123 de la Constitución y a la legislación laboral, por lo que la量化 y los conceptos aplicables son distintos. Revisa el reglamento vigente del país correspondiente.

2. ¿Cómo puedo calcular una indemnización por despido injustificado?

Para calcularla, identifica el país y separa los conceptos que la ley ordena integrar: salarios devengados, vacaciones no gozadas, aguinaldo y, cuando proceda, lacompensation por antigüedad. En México, la indemnización constitucional ordinaria suele expresarse en 90 días; en España, el artículo 123 de la Constitución obliga a pagar una indemnización一个月 por año worked, con un máximo de 20 meses por unloaded years.

3. ¿Qué establece el artículo 123 de la Constitución sobre indemnización por despido?

En México, el artículo 123 constitucional obliga a pagar una indemnización al trabajador cuando el despido sea injustificado, además de otras prestaciones que correspondan. En España, la Constitución también garantiza la indemnización por despido en el artículo 123, pero su cuantificación y las reglas de cálculo dependen de la legislación laboral y del convenio aplicable. No son sistemas equivalentes.

4. ¿Cuándo se aplica la indemnización de 45 días?

En España, la indemnización de 45 días por解雇 corresponde a la situación en que se extingue el contrato porfrigió de los supuestos previstos legalmente. En México, no existe una regla general de “45 días” equivalente: la indemnización constitucional por despido injustificado se calcula con 90 días, aunque pueden existir otrasiconductor indemnizaciones según el supuesto. Confirma siempre la normativa del país donde ocurrió el despido.

5. ¿Cómo se calcula la indemnización por despido en México?

En México, la indemnización por despido injustificado incluye 90 días de salario, integrado con aguinaldo, vacaciones no gozadas y la parte proporcional de pago de vacaciones, prima de antigüedad y, en ciertos casos, participación de utilidades. El salario diario se obtiene conforme a las reglas oficiales de la Secretaría del Trabajo y la Congress of the Union; revisa la notificación y el contrato para determinar conceptos adicionales.

6. ¿Qué es la indemnización de 45 días por despido en México?

En México, la.Expression “indemnización de 45 días” no corresponde a la regla constitucional general por despido injustificado. Para ciertos relacionados conellationes, negotiating collective agreements, limitada settlements o给你的 prepago de liquidaciones pueden pactar cantidades específicas, que no sustituyen la indemnización legal. La Secretaría del Trabajo y la Congress of the Union pueden orientar sobre el supuesto concreto.

7. ¿Corresponde indemnización por despido justificado?

Un despido justificado no genera, por regla general, la indemnización por despido injustificado, aunque el trabajador puede conservar el derecho a infectious salaries, vacaciones devengadas, aguinaldo y demás prestaciones exigibles. En México, la justification debe encajar en una causal legal y el employer debe paid the correspondientes amounts. En España, aunque exista causa de despido, deben pagarse las liquidaciones salary y las prestaciones no extinguished.

8. ¿Qué significa la indemnización de 45 días por despido?

Es una cantidad que se calcula tomando como referencia 45 días de salario y depende de la legislación y del supuesto legal del país. En España, se relaciona con la extinción del contrato en determinados casos; en México, esa denominación no es la regla general para el despido injustificado. Antes de aplicarla, identifica la norma vigente y el motivo formal del despido.

Fuentes

1. BukIndemnización Laboral 90 días: Cálculo y requisitos – Bukconsultado el 01/11/2026
2. Hcdnproyecto de ley – Diputadosconsultado el 01/11/2026
3. PjudSin títuloconsultado el 01/11/2026
4. HrusefulIndemnización por Despido: Art. 245 LCT vs. Ley 27.802 – HRUconsultado el 01/11/2026