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The Labor Code of Panama contemplates the alteration of working conditions and the suspension of the effects of the employment contract in its Title V, of its Book I, on Individual Relations, with labor mobility being a form of alteration of conditions. work, object of the present investigation. It is important to note that once the working conditions have been agreed between the worker and his employer, it is understood in principle that they cannot be modified because this would threaten the security of the weakest part of the employment relationship, which is the worker. , and in this sense, Panamanian labor legislation establishes that they cannot be altered unilaterally and that it can only be done bilaterally, as long as it does not directly or indirectly entail a diminution, renunciation, abandonment or adulteration of any right recognized in favor of the worker. .
If such rights are violated by the employer, the rule states that the alteration of working conditions will be ineffective and the worker, at his option, may demand compliance with the original contractual conditions or terminate the contract for reasons attributable to the employer.
Law 44 of 1995 introduces the concept of labor mobility by establishing the parameters that allow its application as a condition agreed upon by both parties within the employment contract.
