The employer must send a letter of notice of dismissal to the server, granting him a period of not less than 6 days so that he can defend himself.

On occasions and for just cause, the employer may terminate the hiring of a worker. However, you must take into account that said procedure must be carried out correctly, as stipulated in article 22 of the TUO of Legislative Decree 728 (D.S. Nº 003 – 97-TR).

Sunafil indicated that for this, the employer must send a letter of notice of dismissal to the server, granting him a period of not less than 6 days so that he can defend himself or 30 calendar days to demonstrate his capacity or correct his deficiency.

Given this, the worker can present his defense of the situation.

The employer may dismiss the worker after the discharge has been produced, if he deems it so, or immediately after the expiration of the term, in case the employee has not presented his justification or defense.

Likewise, he must make available to the worker, within 48 hours after the dismissal, the corresponding settlement of social benefits, the cessation certificate for the withdrawal of his CTS and the work certificate.

Source: The Peruvian