In Guatemala, the Labor Code governs employment agreements, and there are three main types of employment contracts commonly used.

Indefinite-Term Contracts

Indefinite-term contracts are the most prevalent type of employment agreement in Guatemala. As the name suggests, these contracts have no set end date and continue until either the employer or the employee terminates them. Termination can occur through mutual consent, the employee resigning with proper notice, or the employer providing justification as outlined in the Labor Code. If the employer terminates the contract without a valid reason, they may be required to pay severance to the employee.

Fixed-Term Contracts

Unlike indefinite contracts, fixed-term contracts have a predetermined end date explicitly stated within the agreement. These contracts are less common and are used in specific situations as outlined in the Labor Code. Fixed-term contracts can be renewed, but there are limitations to prevent them from functioning indefinitely as an alternative to indefinite contracts.

Collective Bargaining Agreements

Collective bargaining agreements are negotiated between a group of employees (or their union) and the employer. These agreements establish working conditions, benefits, and salary structures that apply to all employees covered by the agreement. They must specify their duration, the scope of employees covered, and how they may amend individual employment contracts within the group.

Guatemalan labor law, governed by the Labor Code, sets minimum requirements for employment agreements. Individual agreements can be established but they must not supersede these requirements.

Basic Information

The agreement should clearly identify the employer and employee, including their full names and identification details. It should also specify the job title, department, and the official start date of employment.

Remuneration and Benefits

The employee's base salary, including currency and frequency of payment (e.g., bi-weekly, monthly), should be outlined. Any additional benefits offered, such as health insurance, social security contributions, vacation and sick leave entitlements, and bonus structures, should be detailed.

Job Duties and Responsibilities

The employee's duties and responsibilities associated with the position should be clearly defined. The primary work location should be specified, and any remote work arrangements should be addressed if applicable.

Term and Termination

The agreement should indicate whether the employment is indefinite or for a fixed term. Fixed-term contracts require justification under Guatemalan law. The grounds for termination by either party, following the notice periods stipulated in the Labor Code, should be outlined. A reference to severance pay requirements in case of termination without cause should be included.

Intellectual Property

The agreement should protect the employer's confidential information and trade secrets by outlining employee confidentiality obligations. Clear ownership of any intellectual property created by the employee during the course of their employment should be established.

Additional Clauses

The agreement should establish a process for resolving any disagreements arising from the employment agreement. This could involve internal mediation or referral to labor courts.

The Guatemalan labor code provides a structure for probationary periods in employment contracts. The standard probationary period for an indefinite term employment contract in Guatemala is two months. During this initial period, either the employer or the employee can terminate the contract without a justified reason and without any compensation.

Extended Probationary Period

The two-month period is the legal minimum. However, employers can negotiate a longer probationary period with the employee, up to a maximum of six months. This extension must be agreed upon by both parties in writing within the employment contract.

Important Considerations

• Probationary periods are typically outlined in the employment contract, so it's crucial to review the details carefully before signing.
• During the probationary period, termination can occur without justification or a notice period.
• After the probationary period ends, employers are obligated to follow the notice period outlined in the contract or by law, depending on the situation.

In Guatemalan employment law, the protection of both employer and employee interests is recognized, which includes the safeguarding of confidential information and, to a limited extent, the mitigation of competition from former employees. This discussion will focus on the specifics of confidentiality and non-compete clauses within Guatemalan employment agreements.

Confidentiality Clauses

Confidentiality clauses, which restrict employees from disclosing an employer's confidential information to third parties, are generally enforceable in Guatemala. This confidential information can include trade secrets, client lists, marketing strategies, and other forms of intellectual property.

Although the Guatemalan Labor Code does not explicitly address confidentiality clauses, the principle of good faith execution of contracts under the Civil Code applies to employment agreements. This principle implies an obligation for both parties to act in accordance with the agreement's terms, including confidentiality.

For a confidentiality clause to be enforceable, it should be clearly defined, reasonable in scope, and time-bound. The clause should precisely define what constitutes confidential information. The restrictions placed on disclosure should be reasonable and not overly broad. The duration of confidentiality obligations should be specified and not indefinite.

Non-Compete Clauses

Non-compete clauses in Guatemala are a grey area. The Guatemalan Constitution guarantees freedom of industry and commerce, which protects an employee's ability to work and earn a living. Therefore, non-compete clauses that significantly restrict an employee's ability to find new employment may be deemed unenforceable.

There is no established case law on the enforceability of non-compete clauses in Guatemala. However, legal experts suggest that such clauses might be upheld under certain conditions. These conditions include the protection of legitimate business interests, reasonable limitations, and compensation. The clause should aim to protect the employer's legitimate business interests, such as trade secrets or confidential information. The restrictions on competition should be reasonable in terms of geographic scope, duration, and type of activity. The employer may need to offer reasonable compensation to the employee for the limitations imposed by the non-compete clause.