Labour Code [LC]
(Act No 3/94 of 21 Nov. 94, as amended by Act n°12/2000 of 12 Oct. 2000)
(Code du travail - in French only)
Fecha:12 Oct 2000;
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Order No. 018/PR/2010, amending some provisions of the Labour Code
(Ordonnance n° 018/PR/2010 du 25 février 2010 portant modification de certaines dispositions du Code du Travail de la République gabonaise - in French only)
Fecha:25 Feb 2010;
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Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: funcionarios publicos
Art. 1 LC.
CDD regulados: Si
Art. 23 LC as amended in 2010 by Order No. 018/PR/2010.
Razones de utilización legítima de CDD: sin restricción
Art. 23 LC as amended in 2010 by Order No. 018/PR/2010.
Número máximo de CDD consecutivos: 2
Art. 23 LC as amended in 2010 by Order No. 018/PR/2010.
Fixed-term contract can only be renewed once
New in 2010: The former exception to this rules regarding "fixed-term contract of a short duration" which could be renewed more than once, provided the cumulative duration did not exceed 2 years, was removed from Art. 23 LC by Order No. 018/PR/2010.
Duración máxima acumulativa de CDD consecutivos: 48mes(es)
Maximum duration of a FTC: 24 months renewable once (Art. 23 LC as amended in 2010 by Order No. 018/PR/2010).
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art 30 LC establishes a maximum statutory probation period that varies according to the category of worker, as follows:
* 6 months for executive staff
* 3 months for white collars, technicians and supervisors
* 1 month for the other workers.
Obligación de motivar el despido:
Si
- Dismissal based on personal reasons: Art. 51 LC, as amended in 2010 by Order No. 018/PR/2010.
- Economic dismissal (consultation procedure): Art. 59 LC.
Art. 50 LC.
Art. 8 LC on non-discrimination.
Art. 74 LC on unfair dismissals.
Art. 170 LC on pregnant women.
Art. 294 and Art. 170 LC.
Forma de la notificación del despido al trabajador: escrita
Art. 51 LC, as amended in 2010 by Order No. 018/PR/2010: written notification to attend an oral interview.
Art. 53 LC: dismissal letter.
Plazo de preaviso:
According to art. 65 LC, the statutory minimum notice period varies according to the length of service, as follows:
- up to 1 year of service: 15 days;
- from 1 to 3 years of service: 1 month;
- from 3 to 5 years of service: 2 months;
- from 5 to 10 years of service: 3 months;
- from 10 to 15 years of service: 4 months;
- from 15 to 20 years of service: 5 months;
- from 20 to 30 years of service: 6 months.
Above 30 years, an increase of 10 days per year of length of service is granted.
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
Art. 69 LC.
Notificación a la administración: No
Except for any:
* Individual dismissal based on economic grounds: Art. 56 LC;
* Dismissal of a pregnant woman and women on maternity leave: Art. 170 LC;
* Dismissal of a workers' representative: Art. 294 LC.
Notificación a los representantes de los trabajadores: No
However, such notification is mandatory in case of any individual dismissal based on economic grounds: Art. 59 LC.
Aprobación de la administración publica o de organismos judiciales: No
However, approval by the administration is required for any:
* Individual dismissal based on economic grounds: Art. 56 LC;
* Dismissal of a pregnant woman and women on maternity leave: Art. 170 LC;
* Dismissal of a workers' representative: Art. 294 LC.
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados):
No statutory definition of collective dismissal.
However, the Labour Code provides for a definition of economic grounds and refers to more than 1 employee
Art. 50 LC: definition of economic reasons.
Art 56 LC: any individual or collective dismissal for economic reasons.
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Art. 59 LC.
Notificación a la administración: Si
Art. 56 LC.
Notificación a los representantes de los trabajadores: Si
Art. 59 LC.
Aprobación de la administración publica o de organismos judiciales: Si
Art. 56 and 57 LC.
Approval by the Labour Inspector is required for any individual or collective dismissal on economic grounds.
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): Si
Art. 59 LC.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si
Art. 59 LC.
In addition, art. 59 provides for a social plan for dismissed workers to be established in collaboration with the National Employment Office. However, the adoption of a social plan is only mandatory in case of a dismissal affecting at least 10 employees.
Reglas de prioridad para la re-contratación: Si
Art. 60 LC: preferential right to re-employment for 1 year.
The procedures established by the LC apply to both individual and collective dismissals based on economic grounds (except for the social plan that is only mandatory when the dismissal affects at least 10 employees).
Indemnización por despido:
Arts. 70 and 73 LC:
A worker is entitled to severance pay provided he has been employed for at least two years and he has not committed any serious misconduct.
Severance pay corresponds, as a minimum, to 20 % of the monthly overall wages per year of service.
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: 0.8 mes(es)
duración de servicio ≥ 5 años: 1 mes(es)
duración de servicio ≥ 10 años: 2 mes(es)
duración de servicio ≥ 20 años: 4 mes(es)
Indemnización por despido por razones económicas:
See Art. 70 and 73 LC.
Severance pay covers economic dismissals. The only difference lies in the years of service required to be entitled to severance pay
If a worker is dismissed for economic reasons, he or she will receive severance pay provided he has been employed for at least 1 year and he has not committed any serious misconduct. [2 years of service is required for dismissals based on other reasons]. Severance pay corresponds, as a minimum, to 20 % of the monthly overall wages per year of service.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0.2 mes(es)
duración de servicio ≥ 2 años: 0.4 mes(es)
duración de servicio ≥ 4 años: 0.8 mes(es)
duración de servicio ≥ 5 años: 1 mes(es)
duración de servicio ≥ 10 años: 2 mes(es)
duración de servicio ≥ 20 años: 4 mes(es)
Compensación por despido injustificado - libre determinación de la Corte: Si
Art. 75 LC (unfair dismissal).
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo):
Unfair dismissal: free determination by the Court.
Art. 75 LC and 55 LC.
Posibilidad de readmisión: Si
Only for workers' representatives: Art. 294 LC. Reinstatement is not available to workers not falling within this category.
Conciliación previa obligatoria: Si
Art. 314 LC: Extra-judicial conciliation shall take place before the Labour Inspector before the claim is brought to the court.
Art. 334 LC: Preliminary mandatory conciliation is part of the procedure before the Labour Court.
Corte o Tribunal competente: tribunal del trabajo
Art. 318 LC.
Arbitraje: No