Labour Code of 2007
Date:19 Apr 2024;
(view in NATLEX »)
Size of enterprises excluded (≤): none
Article 9 of the Labour Code
Workers' categories excluded: none
Article 9 of the Labour Code
A reform of the Labour Code is under discussion by the tripartite social partners in 2010
FTC regulated: Yes
Article 29 of the Labour Code
Valid reasons for FTC use: objective and material reasons
Article 29 of the Labour Code
Maximum number of successive FTCs: 1
Article 29 of the Labour Code provides that a labour contract may be concluded for a fixed-term to complete some specific work, to replace a temporarily absent worker or for seasonal works.
In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.
Maximum cumulative duration of successive FTCs: no limitation
Article 29 of the Labour Code
Maximum probationary (trial) period (in months): 3 month(s)
Article 36 of the Labour Code
Definition of collective dismissal (number of employees concerned): No
Prior consultations with trade unions (workers' representatives): No
Article 56(2) of the Labour Code: in case of dismissal of any worker, member of the entreprise trade union, the employer has to take into account a reasoned opinion of the trade union.
Notification to the public administration: Yes
Article 9(2) of the Law on Employment: the employer has to notify, one month in advance, the public service of employment about any contemplated redundancies.
Notification to workers' representatives: Yes
Art. 12 of the Law on Trade Unions: in case of any reduction of the personnel, 2 months in advance the employer has to notify and consult with the trade union.
Approval by public administration or judicial bodies: No
Approval by workers' representatives: No
Priority rules for collective dismissals (social considerations, age, job tenure): No
Employer's obligation to consider alternatives to dismissal (transfers, retraining...): No
Priority rules for re-employment: No
tenure ≥ 6 months: 1 month(s)
tenure ≥ 9 months: 1 month(s)
tenure ≥ 1 year: 1 month(s)
tenure ≥ 4 years: 1 month(s)
tenure ≥ 5 years: 1 month(s)
tenure ≥ 10 years: 1 month(s)
tenure ≥ 20 years: 1 month(s)
Redundancy payment:
Article 157 of the Labour Code
tenure ≥ 6 months: 1 month(s)
tenure ≥ 9 months: 1 month(s)
tenure ≥ 1 year: 1 month(s)
tenure ≥ 2 years: 1 month(s)
tenure ≥ 4 years: 1 month(s)
tenure ≥ 5 years: 1 month(s)
tenure ≥ 10 years: 1 month(s)
tenure ≥ 20 years: 1 month(s)