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Legal coverage
Fixed-term contracts (FTCs)

FTC regulated: Yes

Remarks

Article 30 of the Labour Code

Valid reasons for FTC use: objective and material reasons

Remarks

Article 30 of the Labour Code states that a fixed term contract may be concluded for a purpose of completing some specific work, to replace a temporarily absent worker or for seasonal works.

Maximum number of successive FTCs: no limitation

Remarks

Article 30 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.

Upon the expiry of the fixed term employment contract, the parties are entitled to extend it for an indefinite or definite period of not less than one year.

Maximum cumulative duration of successive FTCs: no limitation

Article 30 of the Labour Code

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

Remarks

Article 36 of the Labour Code

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. 54 of the Labour Code on the grounds for termination of employment
Art. 55 of the Labour Code prohibits the termination in the cases of temporary incapacity for work
Art. 7 of the Labour Code on prohibition of discrimination
Art. 185 of the Labour Code on workers with family responsibilities

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

Art. 56.2 of the Labour Code on the special procedure in the case of termination of employment to the workers’ representatives – their dismissal is only possible following the opinion of elected trade union body.
Art. 54 of the Labour Code on the grounds for termination of employment
Art. 55 of the Labour Code prohibits the termination in the cases of temporary incapacity for work
Art. 7 of the Labour Code on prohibition of discrimination
Art. 185 of the Labour Code on workers with family responsibilities

Notification to the worker to be dismissed: written

Remarks

Art. 56 of the Labour Code

Notice period:

Remarks

Art. 56 of the Labour Code states that the notice period shall be one month unless otherwise provided for in the collective agreement.

Pay in lieu of notice: No

Art. 56 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.

Notification to the public administration: No

Notification to workers' representatives: Yes

Art. 147 of the Labour Code

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

Remarks

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 trade union (workers' representatives) Yes

Remarks

Art. 147 of the Labour Code

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 157 of the Labour Code

: 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 157 of the Labour Code

: 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

Art. 177 of the Labour Code states that the employee shall be paid all wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages.

Yes

Art. 177 of the Labour Code states that the employee shall be paid all wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages.

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: No

Art. 170 of the Labour Code states that the individual labour disputes are considered by the conciliation commissions and/or courts.

Art. 170.2 of the Labour Code