Judgment No. 10734/2024: The Written Form in Dismissals and the Conciliation Procedure

The recent ruling No. 10734 of April 22, 2024, issued by the Court of Cassation, provides important insights regarding the written form required for the validity of dismissals. In particular, the ruling clarifies how a dismissal communication made in the minutes of the conciliation procedure can fulfill the requirement of written form, provided that the additional legal provisions regarding dismissals are respected.

The Regulatory Context

Law No. 604 of 1966, particularly Article 7, establishes the mandatory conciliation procedure for resolving disputes related to individual dismissals. In case of a negative outcome of this procedure, the employer must formally communicate the dismissal. The Court emphasized that, contrary to what might seem apparent, a written communication subsequent to that expressed in the conciliation minutes is not necessary.

Written form under penalty of nullity - Minutes of the conciliation procedure pursuant to Article 7 of Law No. 604 of 1966 - Negative outcome of the conciliation - Dismissal communication made in the concluding minutes - Fulfillment of the written form requirement - Conditions - Necessity of subsequent written communication of dismissal - Non-existence. The dismissal communication made in the minutes of closure of the procedure provided for by Article 7 of Law No. 604 of 1966, which confirmed the failure of the conciliation attempt mandated by the law, fulfills the written form requirement, provided that the additional prescriptions regarding dismissals are observed, so that it is not necessary for the written communication to occur subsequently, in a context separate from the minutes drafted during the meeting before the conciliation commission.

Practical Implications of the Ruling

This ruling has several practical implications for companies and workers. In particular, it clarifies that:

  • The conciliation minutes can serve as a dismissal communication, provided that they comply with the necessary formalities.
  • A subsequent written communication is not required, thus simplifying the process for employers.
  • It remains essential that the conciliation procedure is properly managed so that the minutes can have legal validity.

Conclusions

In conclusion, ruling No. 10734/2024 represents an important clarification regarding the written form in dismissals and its integration through the minutes of the conciliation procedure. This decision not only clarifies the rights and duties of employers and workers but also provides important practical guidance for managing dismissals. It is crucial that the parties involved are aware of these provisions and that, in case of doubts, they consult legal professionals to ensure the correctness of the procedures adopted.

Bianucci Law Firm