Definition of collective dismissal (number of employees concerned):
No legal definition of collective dismissal. However, the Labour Code provides for a definition of economic dismissal and refers to more than 1 employee.
Art. 16.7 LC:
- The employer who intends to dismiss more than one worker for economic reasons must, before making his or her decision, arrange a meeting to consult with the workers' representatives who may be accompanied by trade union representatives (...)
- A dismissal ordered by an employer because of job dislocations and operational changes, due mainly to technological changes and restructuring, or to economic difficulties which are of such a nature as to compromise its operations and the financial equilibrium of the undertaking, will constitute a dismissal for economic reasons.
Prior consultations with trade unions (workers' representatives):
Notification to the public administration:
Notification to workers' representatives:
Approval by public administration or judicial bodies:
Approval by workers' representatives:
Priority rules for collective dismissals (social considerations, age, job tenure):
No criteria listed in the LC (Art 16.8 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation).
Priority rules are listed in art. 38, ParagraphParagraph 1-2 of the 1977 Inter-occupational Collective Agreement. These are: professional skills, job tenure and family responsibilities. However, this part of article 38 has been implicitly abrogated by the articles of the labour Code that regulate collective dismissal.
Employer's obligation to consider alternatives to dismissal (transfers, retraining...):
Priority rules for re-employment:
No provision in the LC. However priority right to re-employment is foreseen in art. 38, Paragraph 3 of the 1977 Inter-occupational Collective Agreement (1977)
Notes / Remarks
The procedures established by the LC apply to both individual and collective dismissals based on economic grounds.