Prestaciones laborales in the Dominican Republic: preaviso, cesantía, vacation and Navidad
Estimates only, not financial advice. What you type stays on your device. Checked against sources on 15 Oct 2026.A worker in the Dominican Republic let go by desahucio without notice after 6 years and 7 months on RD$45,000 a month is owed 28 days of preaviso, 151 days of cesantía, 8 vacation days and the proportional salario de Navidad: about RD$386,784, each day worth the monthly salary divided by 23.83.
2026 · Rates and rules read from Código de Trabajo de la República Dominicana (Ley 16-92) y Reglamento 258-93, edición del Ministerio de Trabajo on 15 Oct 2026; they may have changed since.
Type the average monthly salary of the last year, in pesos.
Enter the start date and the date the contract ended, and how it ended.
Say whether the notice was given, and which vacation and Navidad pay are still owed.
Read the preaviso, cesantía, vacation and Navidad lines and the total.
When an employer in the Dominican Republic ends an open-ended contract without giving a cause (desahucio), the Código de Trabajo fixes what it owes. This page adds up each part from the salary and the two dates.
The daily salary. The Code's regulation divides a monthly salary by 23.83 to get the daily salary used for notice, cesantía and vacation, so every "day" below is worth the monthly salary divided by 23.83.
Preaviso (articles 76 and 79). Seven days after three to six months of work, 14 days after more than six months, 28 days after a year. An employer who does not give the notice pays those days.
Auxilio de cesantía (article 80). Six days after three to six months of work, 13 days up to a year, then 21 days per year of service from one to five years, and 23 days per year once you reach five years. A remainder over three months adds 6 days, or 13 over six months.
Unjustified dismissal (article 95). When a court finds a dismissal unjustified, or a dimisión justified, it orders the notice, the cesantía and the salaries from the claim to the judgment, at most six months.
On any ending. Vacation not taken: 14 working days a year, 18 after five years, and from 6 to 12 days for a part year over five months (articles 177 to 182). The salario de Navidad in proportion to the year worked, never more than five minimum wages (articles 219 and 220). A resignation gets these lines only.
Not included. The 15-day rate for years before 1992, the asistencia económica of article 82, fixed-term contracts, late-payment penalties, profit sharing and income tax. An estimate, not legal advice.
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Add the preaviso of article 76 (7, 14 or 28 days), the auxilio de cesantía of article 80, the vacation not taken and the proportional salario de Navidad. Each day is the average monthly salary divided by 23.83, as the Code's regulation sets.
Six days after three to six months of work, 13 days up to a year, 21 days per year of service from one to five years, and 23 days per year from five years on. A remainder of more than three months adds 6 days, or 13 days when it is over six months.
Articles 14 and 32 of Reglamento 258-93, as modified by Decreto 565-99, turn a monthly salary into a daily one by dividing it by 23.83. Article 14 sets it for notice and cesantía, article 32 for vacation pay, so every day on this page is worth the monthly salary divided by 23.83.
A resignation brings no preaviso and no cesantía: those are owed only when the employer ends the contract, or when a court finds your resignation justified (dimisión). You still receive the vacation not taken and the salario de Navidad in proportion to the months worked in the year.
Article 95 orders the notice and the cesantía, plus the salaries from the day of your claim to the final judgment, never more than six months of salary. The court decides the months; the calculator adds what you enter.
The 15-day rate for years worked before the Code of 29 May 1992, the asistencia económica of article 82, fixed-term contracts, the one-day-per-day penalty for paying late (article 86), profit sharing and income tax. The Ministerio de Trabajo can check your case.
Rates and rules change; check the source before you rely on a figure.
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