Code du travail (Labour Code, Law No. 84-118)
Fecha:29 Apr 1984;
(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: funcionarios publicos
Article 1 of the Labour Code provides that the Labour Code covers all the relationship between a worker and an employer of the public or private sector.
However, this provision adds that persons under permanent employment in the public administration are excluded from the scope of regulation by the Labour Code.
In 2011, a new draft Labour Code is under discussion in Comoros
CDD regulados: Si
Razones de utilización legítima de CDD: sin restricción
Número máximo de CDD consecutivos: 2
Article 36 of the Labour Code: the duration of a fixed-term contract cannot exceed 2 years and it may be renewed only once for the maximum duration of one year.
Duración máxima acumulativa de CDD consecutivos: 36mes(es)
Article 36 of the Labour Code: the duration of a fixed-term contract cannot exceed 2 years and it may be renewed only once for the maximum duration of one year.
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Article 39 of the Labour Code.
Obligación de motivar el despido:
Si
Article 50 of the Labour Code
Article 45 of the Labour Code requires a valid reason connected with the capacity or conduct of the worker or based on the operational requirements of the undertaking, establishment or service.
Article 2 of the Labour Code: general prohibition of discrimination on the grounds of race, colour, sex, religion, political opinion, national or social origin including with respect to disciplinary measures and dismissal.
Article 46 of the Labour Code provides a list of reasons which cannot consitute valid reasons for termination:
- trade-union membership or non-membership and trade-union activities;
- race, colour, sex, marital status, family responsibilities, pregnancy, religion or belief, political or philosophical opinion, nationality or social origin;
- seeking office as, or acting or having acted in the capacity of, a workers' representative;
- the filing of a complaint or the participation in proceedings against an employer involving alleged violation of laws;
- absence from work during maternity leave or temporary absence from work because of illness or injury.
- Workers' representatives: article 183 of the Labour Code: any dismissal of a workers' representative must be approved by the Labour Tribunal.
- Women on maternity leave: article 121 of the Labour Code: no worker can be dismissed during maternity leave.
In addition, the LC establishes a special protection against dismissal for widows: article 121 of the Labour Code : any woman who just lost her husband must suspend work for 4 months and 10 days and cannot be dismissed during this period.
Forma de la notificación del despido al trabajador: escrita
Article 50 of the Labour Code
Plazo de preaviso:
Article 50 of the Labour Code: the period of notice is to be defined by decree after consultation of the Supreme Council of Work to take into account, namely, worker's tenure and professional categories. No Decree has been adopted.
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
duración de servicio ≥ 2 años:
duración de servicio ≥ 4 años:
duración de servicio ≥ 5 años:
duración de servicio ≥ 10 años:
duración de servicio ≥ 20 años:
Indemnización sustitutiva de preaviso: Si
Notificación a la administración: No
However, any dismissal of a worker's representative shall be notified to and approved by the Labour Tribunal (article 183 of the Labour Code).
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
However, any dismissal of a worker's representative shall be notified to and approved by the Labour Tribunal (article 183 of the Labour Code).
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados):
There is no statutory definition of collective dismissal.
The Labour Code established a regime which applies to any dismissal justified by the reduction of the activity of the undertaking or an internal reorganization.
Article 51 of the Labour Code
Consultación previa con los sindicatos (representantes de los trabajadores): No
Notificación a la administración: Si
Article 51 of the Labour Code: mandatory notification to the labour inspector.
Notificación a los representantes de los trabajadores: Si
Article 51 of the Labour Code
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): Si
Article 51 of the Labour Code: prior to a dismissal motivated by a decrease in the activity of the undertaking or internal reorganization, the employer must establish an order of dismissal in particular taking into account the professional qualifications, seniority and family responsibilities of workers.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No
Reglas de prioridad para la re-contratación: Si
Article 52 of the Labour Code - during 2 years after the dismissal for economic reasons.
Indemnización por despido:
Article 50 of the Labour Code: severance pay for all types of dismissals is to be defined by decree after consultation of the Supreme Labour Council and must take into account, in particular, worker's tenure and professional categories.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0 mes(es)
duración de servicio ≥ 4 años: 0 mes(es)
duración de servicio ≥ 5 años: 0 mes(es)
duración de servicio ≥ 10 años: 0 mes(es)
duración de servicio ≥ 20 años: 0 mes(es)
Indemnización por despido por razones económicas:
Article 50 of the Labour Code: severance pay for all types of dismissals is to be defined by decree after consultation of the Supreme Labour Council to take into account, namely, worker's tenure and professional categories.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0 mes(es)
duración de servicio ≥ 2 años: 0 mes(es)
duración de servicio ≥ 4 años: 0 mes(es)
duración de servicio ≥ 5 años: 0 mes(es)
duración de servicio ≥ 10 años: 0 mes(es)
duración de servicio ≥ 20 años: 0 mes(es)
Article 50 of the Labour Code: Article 50 of the Labour Code: severance pay for all types of dismissals (incl. economic dismissals) is to be defined by decree after consultation of the Supreme Labour Council and must take into account, in particular, worker's tenure and professional categories. No Decree has been adopted.
Compensación por despido injustificado - libre determinación de la Corte: Si
Article 46 of the Labour Code
Posibilidad de readmisión: Si
Article 46 of the Labour Code: reinstatement shall be the primary remedy.
Conciliación previa obligatoria: Si
Article 49 of the Labour Code: before going to the court, any worker who believes he/she has been unfairly dismissed has to challenge his or her dismissal before the labour inspector. The Labour Inspector examines the alleged reasons for the dismissal and any other circumstances of the case and make recommendations in order to reach a fair amicable settlement including reinstatement.
Articles 200 and 206 of the Labour Code: mandatory pre-trial conciliation by the labour tribunal.
Corte o Tribunal competente: tribunal del trabajo
Articles 46 and 192 of the Labour Code.
Arbitraje: No