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Legal coverage
Fixed-term contracts (FTCs)

FTC regulated: Yes

Remarks

Article 30 of the Labour Code (as of 2017)

Valid reasons for FTC use: objective and material reasons

Remarks

Article 29 of the Labour Code

: 2

Remarks

Update as of 2017: Article 30 1(2) LC states that the number of defined 1-year contracts can no exceed two years. That means technically that the maximum number of successive FTCs is two.

However, Article 30 LC further elaborates on exceptions to Article 30 1.(2) :
Article 30 1. (3) Contracts for the execution of a particular work;
Article 30 1. (4) Replacement for the temporarily absent employee;
Article 30 1. (5) For seasonal work;
Article 30 1. (6) Migrant workers;
Article 30 2. Small business owners can hire workers on definite contracts with no time limitations;
Article 30 5. Contracts of workers in retirement age can can be extended for one year indefinitely.

Maximum number of successive FTCs: no limitation

Remarks

Update as of 2017: Article 30 1(2) LC states that the number of defined 1-year contracts can no exceed two years. That means technically that the maximum number of successive FTCs is two.

However, Article 30 LC further elaborates on exceptions to Article 30 1.(2) :
Article 30 1. (3) Contracts for the execution of a particular work;
Article 30 1. (4) Replacement for the temporarily absent employee;
Article 30 1. (5) For seasonal work;
Article 30 1. (6) Migrant workers;
Article 30 2. Small business owners can hire workers on definite contracts with no time limitations;
Article 30 5. Contracts of workers in retirement age can can be extended for one year indefinitely.

Maximum cumulative duration of successive FTCs: 2year(s)

Remarks

See comments above under maximum number of successive FTCs.

Maximum cumulative duration of successive FTCs: no limitation

See comments above under maximum number of successive FTCs.

Maximum probationary (trial) period (in months): 3 month(s)

Remarks

Article 36 of the Labour Code
For workers in executive positions and their deputies, accountants and their deputies, heads of branches and representative of the organizations – the probation may extent to six month period.

Obligation to provide reasons to the employee: Yes

Valid grounds (justified dismissal):

Prohibited grounds: pregnancy, maternity leave, family responsibilities, temporary work injury or illness, race, sex, religion, political opinion, social origin, nationality/national origin, age, trade union membership and activities, disability, language, property, gender identity, place of residence

Remarks

Art. 52 of the Labour Code on the grounds for termination of employment
Art. 54 of the Labour Code prohibits the termination in the cases of temporary incapacity for work, pregnancy, women with children under the age of three, single mothers with a child under the age of fourteen or a disabled child up to the age of eighteen, other persons raising this category of children without a mother
Art. 6 of the Labour Code on prohibition of discrimination
Art. 175 of the Labour Code on the right to strike

Workers enjoying special protection: workers' representatives, pregnant women and/or women on maternity leave, workers with family responsibilities, workers with disabilities

Art. 52 of the Labour Code on the grounds for termination of employment
Art. 54 of the Labour Code prohibits the termination in the cases of temporary incapacity for work, pregnancy, women with children under the age of three, single mothers with a child under the age of fourteen or a disabled child up to the age of eighteen, other persons raising this category of children without a mother-
Art. 6 of the Labour Code on prohibition of discrimination
Art. 175 of the Labour Code on the right to strike

Notification to the worker to be dismissed: written

Remarks

Art. 53 of the Labour Code

Notice period:

Remarks

Article 53 LC. Procedure for termination of the employment contract by the employer

1. When an employer terminates an employment contract for the reasons provided for in article 52, paragraph 1 (1) and (2), of this Code, the employer must notify the employee in writing of the termination of the contract at least one month in advance, unless a longer notice period is stipulated in the employment contract or collective agreement. With the employee's written consent, the employment contract may be terminated before the expiry of the notice period. (...)
2. In the event of termination of an employment contract on the grounds stipulated in article 52, paragraph 1 (3), of this Code, the employer must notify the employees in writing of the termination of the employment contract 15 working days in advance, unless a longer notice period is stipulated in the employment or collective agreements. (...)

However, each of the grounds for contract termination outlined in Article 52 LC has its own procedure outlined in Article 53. One month notice is not applicable to all of the grounds. Notice period varies from 10 calendar days to 15 working days to 1 month. Some instances do not indicate on notice period (e.g. medical conditions, grounds for alcoholics).

On the basis that Article 53 LC provides for two different length of notice (either 15 days or 1 month) depending on the type of economic dismissal, an average between the two is taken in the table hereunder, i.e. 21 days.

On the basis of Article 53(3-10) LC, notice period is not considered for dismissals based on the non-economic grounds provided under Article 52(4-25).

All:

    All:

    • All: 21 day(s).

    All:

      All:

      • All: 21 day(s).

      All:

        All:

        • All: 21 day(s).

        All:

          All:

          • All: 21 day(s).

          All:

            All:

            • All: 21 day(s).

            All:

              All:

              • All: 21 day(s).

              All:

                All:

                • All: 21 day(s).

                All:

                  All:

                  • All: 21 day(s).

                  Pay in lieu of notice: No

                  Art. 53 of the Labour Code states that with the written consent of the worker the termination can be made effective before the expiration of the notice period.

                  Again not applicable to all situations (see above 'notice period').

                  Notification to the public administration: No

                  Notification to workers' representatives: No

                  Update as of 2016: Article 18 (2) of the Trade Union Law provides that the trade union can submit an opinion regarding the termination of the contract of its members.

                  Approval by public administration or judicial bodies: No

                  Approval by workers' representatives: No

                  Definition of collective dismissal (number of employees concerned) There is no definition of the collective dismissal in the Labour Code

                  Notification to the public administration No

                  Notification to trade union (workers' representatives) Yes

                  Remarks

                  Article 28.2(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

                  Approval by trade union (workers' representatives) 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

                  :

                  Article 131 of the Labour Code

                  The severance pay is the average monthly wage. Article 131.3 notes the possibility of a higher severance pay provided in collective agreement.

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  :

                  Article 131 of the Labour Code

                  Article 131.1 LC states that in case of liquidation, reduction of staff – pay is the average wage for one month.

                  However, Article 131.2 LC states that in case of decrease in the volume of production, performed work and services provided by the enterprise, the pay is the average wage for two months.

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  : 1 month(s)

                  mine workers: No

                  Art. 177 of the Labour Code states that compensation is an alternative measure to dismissal only when an employee demands so. The compensation amounts to the payback of wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages. In case of reinstatement, the employee is still entitled to this payback.

                  : Yes

                  Yes

                  managerial / executive positions: Yes

                  Art. 177 of the Labour Code

                  Reinstatement is a primary measure for unlawful dismissals. It can be replaced by a compensation, up to 6 months of monthly earnings, on the demand of the employee.

                  police: Yes

                  Art. 159 of the Labour Code states that the individual labour disputes are considered by the conciliation commissions and/or courts.

                  Art. 159 of the Labour Code