Labour Code, [LC] Act No. 09-004, adopted on 29 January 2009
(Loi nº 09-004 du 29 janvier 2009 portant Code du travail de la République centrafricaine)
Date:29 Jan 2009;
(view in NATLEX »)
Size of enterprises excluded (≤): none
Workers' categories excluded: civil/public servants, army, judiciary
Art. 2 LC reads as follows:
"Les dispositions de la présente loi ne sont pas applicables :
- aux Magistrats et aux Fonctionnaires ;
- aux Officiers, Sous - Officiers et aux Hommes de troupe ;
- aux personnels de la Garde Républicaine ;
- aux travailleurs indépendants."
FTC regulated: Yes
Valid reasons for FTC use: no limitation
No valid reasons are listed in the LC for the conclusion of fixed term contracts with a specified term.
However, Art. 108 LC provides that FTC with an unspecified term can be concluded:
- to temporarily replace a worker;
- to carry out seasonal work;
- in the event of unusual activity of the enterprise.
Art. 108 LC (last para.) adds that in order to avoid any ambiguity, the employer must at the time of hiring, communicate all elements likely to enlighten the worker on the approximate duration of the contract.
Maximum number of successive FTCs: no limitation
See Art. 107 and Art. 105 (2) LC on successive FTCs.
FTCs with a specified term ("contrats de travail à terme precis") can be renewed without any limitation provided that the total cumulative duration does not exceed 2 years.
Contracts with an unspecified term (in the event of seasonal work, temporary replacement of a worker, temporary increase volume of work) can be renewed without any limitation (Art. 109 LC).
Maximum cumulative duration of successive FTCs: 2year(s)
See Art. 107 and Art. 105 (2) LC on successive FTC
Fixed-term contracts with a specified term ("contrats de travail à terme precis") can be renewed without any limitation provided that the total cumulative duration does not exceed 2 years.
The 2 year-limitation also applies to the conclusion of a single FTC (Art. 103 (3) LC).
However, this 2-year limitation does not apply to contracts with an unspecified term (in the event of seasonal work, temporary replacement of a worker, temporary increase volume of work): Art. 108 and Art. 110 (2) LC.
Maximum probationary (trial) period (in months): 6 month(s)
Art. 122 LC:
The duration of the probationary period varies according to the worker's category, as follows:
- 8 days for hourly, daily, weekly and fortnightly paid workers;
- 1 month for monthly paid workers;
- 2 months for first-line supervisors;
- 3 months for executive staff.
It can be renewed once.
(6 months = max. probationary period for executives including renewal)
Obligation to provide reasons to the employee
No
No such obligation expressly provided in the LC.
Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).
- No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
- It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
- Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
- Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
- Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
- On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
- Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".
In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
- the enterprise is temporarily closed down because the employer is performing compulsory military duties;
- the worker is performing compulsory military duties;
- absence of the employee as a consequence of a professional injury of disease;
- absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
- absence during maternity leave;
- absence due to police custody or pre-trial detention;
- the worker is absent because he or she is exercising a political mandate (Art. 133 LC).
According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.
Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
Art. 253 LC: An employee on maternity leave cannot be dismissed.
The LC provides that the employment contract is suspended in certain circumstances, such as:
- the enterprise is temporarily closed down because the employer is performing compulsory military duties;
- the worker is performing compulsory military duties;
- absence of the employee as a consequence of a professional injury of disease.
- absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
- absence during maternity leave
- absence due to police custody or pre-trial detention
- the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.
Notification to the worker to be dismissed: written
Art. 138 LC.
Notice period:
Art. 148 LC:
The duration of the notice period varies according to the worker's category as follows:
- 8 days for workers paid on a hourly, daily, weekly, fortnightly or piece rate basis;
- 1 month for workers paid on a monthly basis;
- 2 months for first-line supervisors ("agents de maîtrise") and similar positions;
- 3 months for managerial positions ("cadres").
tenure ≥ 6 months:
tenure ≥ 9 months:
tenure ≥ 2 years:
tenure ≥ 4 years:
tenure ≥ 5 years:
tenure ≥ 10 years:
tenure ≥ 20 years:
Pay in lieu of notice: Yes
Art. 151 LC.
Notification to the public administration: No
Except in the event of a dismissal of a workers' representative for which prior authorization of the Labour Inspector is required: Art. 89 LC.
Notification to workers' representatives: No
Approval by public administration or judicial bodies: No
Except in the event of a dismissal of a worker's representatives for which prior authorization of the Labour Inspector is required: Art. 89 LC.
Approval by workers' representatives: No
Definition of collective dismissal (number of employees concerned):
Collective dismissal means termination of the employment contracts of all or part of the staff on economic grounds.
Economic grounds relate to reorganization, reduction of termination of the business activity.
Art. 142 LC.
Prior consultations with trade unions (workers' representatives): Yes
Art. 143 LC.
Negotiations shall not exceed 30 days.
Notification to the public administration: Yes
Art. 143 LC: consultation with the workers' representatives in the presence of the Labour Inspector.
Notification to workers' representatives: Yes
Art. 143 LC.
Approval by public administration or judicial bodies: No
Art. 143 LC refers to the sole presence of the Labour Inspector during the negotiation process in the event of any economic dismissal.
However, there is a Government Order of 1973 (Ordonnance No. 73/093) that requires in art. 1 prior authorization of the Labour Inspector in the event of any collective dismissal.
Under the new law (LC 2009), it seems that the prior authorization is no longer required.
Approval by workers' representatives: No
Priority rules for collective dismissals (social considerations, age, job tenure): Yes
Art. 143 LC: the selection criteria are: professional skills, seniority, family responsibilities.
In any cases, priority should be given to professional skills.
Note also that according to Art. 271 LC, in the event of collective dismissal for economic reasons or any other reason, the employer must make every effort to preserve the employment of disabled workers.
Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes
Art. 143 LC: During the consultation process, the parties, in the presence of the Labour Inspector shall look for all alternative measures.
Priority rules for re-employment: No
tenure ≥ 6 months: 0 month(s)
tenure ≥ 9 months: 0 month(s)
tenure ≥ 1 year: 0 month(s)
tenure ≥ 4 years: 0 month(s)
tenure ≥ 5 years: 0 month(s)
tenure ≥ 10 years: 0 month(s)
tenure ≥ 20 years: 0 month(s)
Redundancy payment:
tenure ≥ 6 months: 0 month(s)
tenure ≥ 9 months: 0 month(s)
tenure ≥ 1 year: 0 month(s)
tenure ≥ 2 years: 0 month(s)
tenure ≥ 4 years: 0 month(s)
tenure ≥ 5 years: 0 month(s)
tenure ≥ 10 years: 0 month(s)
tenure ≥ 20 years: 0 month(s)
No statutory severance pay or redundancy payment in the LC.
Severance pay is usually regulated by collective agreements.
Art. 142 (3) LC refers to redundanices by providing that: "Dans le cas où un ou plusieurs travailleurs refusent par écrit d’accepter les mesures visées à l’alinéa précèdent, ils sont licenciés avec paiement du préavis et des indemnités de licenciement, s’ils en remplissent les conditions d’attribution."
Art. 153 and Art. 154 refer to severance pay.
Compensation for unfair dismissal - free determination by court: Yes
Art. 156 LC: The amount of damages for unfair dismissal is fixed by the Court, in light of any circumstances establishing the existence and the extent of the harm incurred, including the local custom, the type and importance of the services rendered, the employee's seniority and age, any deductions or payments made to a retirement plan, and other established rights.
Reinstatement available: Yes
Art. 144 (2) LC: Reinstatement is the primary remedy in the event of unjustified dismissal.
Art. 144 LC reads as follows: "Les licenciements prononcés par l'employeur dont les motifs ne sont pas réels et sérieux ne sont nuls et de nul effet. En cas de licenciement injustifié, si l'annulation de celui-ci et ou la réintégration du travailleur ne sont pas possibles, l'employeur est tenu de verser au travailleur en sus des droits légaux, des dommages- intérêts."
Preliminary mandatory conciliation: Yes
Art. 346 LC: preliminary conciliation
Competent court(s) / tribunal(s): labour court
Art. 354 LC: Labour tribunals (Tribunaux du Travail) have jurisdiction over individual labour disputes arising from the employment contract, labour conditions, hygiene and safety conditions, social security regime.
Existing arbitration: No
No arbitration for individual disputes.
Arbitration can only be used for the settlement of collective labour disputes (art. 380 to 396 LC).