Labour Code [LC], Act No 97-17 of 1st December 1997 (Code du travail - available in French)
Fecha:1 Dec 1997;
(ver en NATLEX »)
Act No. 2003-23 amending the Labour Code
(Loi n° 2003-23 du 20 août 2003, modifiant les articles L24 et L25 du Code du Travail et ajoutant un article L 85 bis même code - available in French)
Fecha:20 Aug 2003;
(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: funcionarios publicos, gente de mar
Art. L2 LC : "public employees".
Termination of employment in the maritime services is regulated by specific rules: the Merchant Marine Code, 1962.
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
No list of specific reasons for resorting to fixed-term contract (art. L41 LC).
However, the use of a FTC to fill in, on a lasting basis, positions connected with the normal and permanent activity of an undertaking is prohibited and such contract would be deemed concluded for a indefinite period (see art. L45 LC).
Número máximo de CDD consecutivos: 2
Art. L 42, al. 1 LC.
However, art. L42 and L43 LC establish exceptions to this rule for some categories of workers (agricultural workers, dockers, some seasonal workers) which are governed by specific regulations, and for some temporary activities.
In addition fixed-term contracts concluded for the execution of a specified piece of work are not renewable (art. L44 LC).
Duración máxima acumulativa de CDD consecutivos: 48mes(es)
Art. L42 LC. No worker may conclude more than two FTCs with the same employer or renew a FTC more than once.
Art. L44 (2) LC. An FTC cannot be concluded for more than two years.
This limitation does not apply to FTCs concluded for the execution of a specified piece of work; such contracts are however not renewable.
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Maximum 6 months including renewal: art. L38 LC.
Art. 11 of the inter-occupational collective agreement foresees specific trial periods according to the worker's category, as follows:
* 1 month for monthly paid workers, supervisors, technicians and similar workers;
* 3 months for engineers, managers;
* 8 days for workers paid on a hourly or daily basis.
The trial period can be renewed once.
Obligación de motivar el despido:
Si
Art. L50 LC
- Art. L56 LC: any fair reason
In addition there are some provisions on termination for economic reasons (Art. L60 LC) and summary dismissal for serious misconduct (art. L54LC).
Art. L56 LC and 7 of the Inter-occupational Collective Agreement.
Art. L143 LC on prohibition of dismissal during the suspension of the contract due to maternity leave (no reference to prohibition of dismissal on the basis of pregnancy)
Art. L1 (2) LC on the general prohibition of discrimination on the basis of origin, race, sex and religion.
Art. L214-217 LC: mandatory approval by the Labour Inspector prior to any dismissal of a workers' representative and specific remedies for wrongful dismissal.
Art. L143 LC: prohibition to dismiss pregnant women and women on maternity leave.
Forma de la notificación del despido al trabajador: escrita
Art. L50 LC
Plazo de preaviso:
No specified duration in the Labour Code.
However, art 23 of the Inter-occupational Collective Agreements establishes specific duration of the notice period according to the worker's category.
For non-executive monthly paid workers,the notice period is 1 month.
The duration of the notice period is 3 months for executives and similar workers. For blue collar-workers and permanent staff paid on a hourly, daily or weekly basis, notice period varies according to the worker's category and length of service, as follows:
* Less than one year of service: 8 days (categories 1 to 4) / 15 days (categories 5 to 7)
* From 1 to 5 years of service: 15 days (categories 1 to 4) / 15 days (categories 5 to 7)
* More than 5 years: 1 month (categories 1 to 4) / 1 month (categories 5 to 7)
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. L53 LC
Notificación a la administración: No
Except in case of an individual dismissal based on economic grounds (art. L60 to L62 LC) and any dismissal of a workers' representative (art. L214 LC).
Notificación a los representantes de los trabajadores: No
Except in case of an individual dismissal based on economic grounds: art. L60 and 62 LC.
Aprobación de la administración publica o de organismos judiciales: No
However, approval is mandatory prior to the dismissal of a workers' representative: art. L214 LC.
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados): No legal definition. Specific requirements apply to any economic dismissal of one or more employees.
Art. L60 LC refers to any collective or individual dismissal based on economic grounds.
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Art. L60 LC
Notificación a la administración: Si
Art. L60 to L62 LC
Notificación a los representantes de los trabajadores: Si
Art. L60 to L62 LC
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
Art. L62 LC
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si
Art. L61 LC: With the aim of avoiding redundancy, the employer must consult the staff representatives and ascertain whether other possibilities, such as reduction of working time, training or reassignment of staff may avert the proposed dismissals.
Reglas de prioridad para la re-contratación: Si
Art. L62 LC: priority right to re-employment for 2 years.
Indemnización por despido:
No provision in the LC. However, severance pay is governed by art. 30 of the Inter-occupational Collective Agreement:
A worker is entitled to severance pay provided he has been employed continuously for a period of at least one year and he has not committed any serious misconduct. Severance pay corresponds to a percentage of the monthly overall wages per year of service and is set according to the length of service as follows:
*25% per year during the first 5 years
*30% per year during the subsequent 5 years
*40% per year after the tenth year.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0.25 mes(es)
duración de servicio ≥ 4 años: 1 mes(es)
duración de servicio ≥ 5 años: 1.25 mes(es)
duración de servicio ≥ 10 años: 2.75 mes(es)
duración de servicio ≥ 20 años: 6.75 mes(es)
Indemnización por despido por razones económicas:
Art. L62 LC: when a worker is dismissed on economic grounds, he or she will be entitled to 1 month's gross wages in addition to severance pay.
duración de servicio ≥ 6 meses: 1 mes(es)
duración de servicio ≥ 9 meses: 1 mes(es)
duración de servicio ≥ 1 año: 1.25 mes(es)
duración de servicio ≥ 2 años: 1.5 mes(es)
duración de servicio ≥ 4 años: 2 mes(es)
duración de servicio ≥ 5 años: 2.25 mes(es)
duración de servicio ≥ 10 años: 3.75 mes(es)
duración de servicio ≥ 20 años: 7.75 mes(es)
1) individual dismissal (non-economic and except for serious misconduct): severance pay.
2) Economic dismissal (individual and collective): redundancy payment = severance pay + 1 month's gross wages.
Compensación por despido injustificado - libre determinación de la Corte: Si
Art. L56 LC
Posibilidad de readmisión: Si
Conciliación previa obligatoria: Si
Art. L251 LC: conciliation is part of the procedure to be followed before the labour courts.
Corte o Tribunal competente: tribunal del trabajo
Art. L229 LC
Arbitraje: No