▷ There is no general exclusion of enterprises from the Labour Code.

▶ Labour Code (LC)
→ Section 4 LC indicates that the following will be excluded from the application scope of this Code: the employment of persons which is regulated by a special law. Special provisions of this Code shall be applicable even for the persons whose employment is regulated by a special law, if the special law does not provide a solution to problems connected with the employment relations.
→ Section 5 LC provides that: Excluded from the application scope of this Code will be:
a) the activity restricted only to the exercise of the duty of the adviser or of the member of the administration body of the juridical person, which has the juridical form of a company, when this activity contains only the execution of the obligations stemming from this duty;
b) (repealed by Law No. 136/2015);
c) family jobs that are carried out by family members: spouses, children and their spouses, their predecessors, including adopted individuals, for as long as they share the same household with the employer, except for the cases where it is proved that the persons carrying them out are employees.
▷ Note: Point b) of section 5 in the current LC is repealed (the old “friendly, volunteering or neighbourliness” exclusion was removed in 2015).

→ Section 140(2) LC states that:
(1) The contract of employment is entered into:
a - for an undefined duration;
b - for a defined duration.
(2) As a rule, the contract of employment is entered into for an undefined duration. Entering into a work contract for a certain period of time shall be justified with objective reasons, related to the temporary nature of the work, where the employer shall be employed.
Failing to enforce this provision does not violate the validity of the contract but causes the liability of the employer, according to the stipulations in paragraph 2, section 202 of this Code.
→ Section 149/1 LC provides that:
1. The employer informs the employee employed through a contract of fixed duration of the vacancies and ensures to him equal opportunities with the other employees to be employed in a job of undefined duration.
2. The employer facilitates the employees with a fixed-duration contract and provides appropriate training to increase their skills, career development and mobility at work.
→ Section 149/2 stipulates that: Employees with a fixed-duration contract cannot be treated in a less favourable way than employees with an indefinite-duration contract, regarding the employment conditions, treatment and career opportunities at work. Employees with a fixed-duration contract enjoy the same rights, proportionally, as employees with an indefinite-duration contract.
→ In addition, section 173(1) states that: The collective contract is entered into for a defined or undefined duration.

Under section 140(2) LC, […] entering into a work contract for a certain period of time shall be justified with objective reasons related to the temporary nature of the work, where the employer shall be employed.

▷ There is no explicit numerical limit on the number of successive fixed-term contracts. The limitation operates through the cumulative duration rule (see below).

▶ Labour Code (LC)
→ Section 151 LC indicates that:
(1) When the parties have been bound on one or more successive contracts of fixed duration for not less than three years, the non-renewal of the final contract by the employer shall be considered as the termination of the contract of indefinite duration.
The fixed term contract between the same parties shall be considered as successive even in those cases when there is a short interruption, not longer than three months, after the termination of a contract and the conclusion of the other contract.
(2) When the contract is entered into for more than three to five years, the employee may terminate it after three years. In this case, the deadline notice is two months, and it is extended until the end of the second month. When the contract is entered into for more than five years, the employee may terminate it after five years. In this case, the deadline notice is three months, and it is extended until the end of the third month.
▷ After three years of successive fixed-term contracts, non-renewal by the employer is treated as termination of an indefinite-duration contract (with the corresponding protections and consequences).

▶ Labour Code (LC)
→ Section 142 LC indicates that:
(1) The first 3 months of work are considered a probation period, except in cases where the parties have entered into a contract to carry out the same work.
(2) The probation period may be reduced or removed by means of a written agreement or a collective contract.
(3) During the probation period, each of the parties may terminate the contract by informing the other party about its decision at least 5 days in advance.

▷ During the probationary period the ordinary dismissal procedure and protection against unfair dismissal do not apply. Either party may terminate the contract with only 5 days’ notice (§ 142(3) LC).

▶ Labour Code (LC)
▷ Termination without reasonable cause
→ Section 146(1) LC indicates that:
(1) The termination of the contract by the employer shall be considered without reasonable cause when:
a) The employee has claims that result from the contract of employment;
b) The employee has fulfilled a legal obligation;
c) It violates the prohibition of discrimination according to the stipulations in this code and in the special law for the protection from discrimination;
d) It is done for motives that are connected with the employee’s exercise of a constitutional right, which however does not lead to the violation of the obligations resulting from the contract of employment;
e) It is done for motives that are connected with the employee’s being or not a member of Trade Unions created as defined by law, or because of their participation in Trade Union activities on the basis of law;
f) The employee is a member of the steering body of the trade union and the employer does not have a motive to dismiss him;
g) The employee violates the rules for consultation with the trade union recognized as the representative, or with the employer on the transfer of the company and the collective dismissal;
gj) It is done in contradiction to the provision of paragraph 3, section 144 of this Code, related to the reasons for the termination of the work contract.
▷ Union activities and membership
→ In addition to subsections (e) and (f) of section 146(1), which provide protection to the employee for union membership and activities, section 181(4) LC indicates that: The termination by the employer of the contract of employment of representatives of the organization of the employees without the consent of this organization shall be invalid. The representatives of the trade union organisation may not grant their consent for the termination of the contract, as long as termination of the contract violates the principles of equal treatment or seriously aggrieves or makes impossible the normal functioning of the trade union. The request of the employer for granting the consent of the trade union organisation shall be responded to within 8 days by the respective body of the organisation. The employer may terminate the labour contract as long as the trade union organisation grants its consent or where the court determines the withholding of this consent ungrounded. Where the employer does not observe the procedure provided for in this paragraph, the termination of the labour contract shall be invalid
▷ Non-discrimination
→ Section 9(1 and 2) LC provides that:
1. Any kind of discrimination in the field of employment or profession is prohibited, as provided in this Code and in the special legislation on protection from discrimination.
2. “Discrimination” means any differences, exclusions, restrictions or preferences based on gender, race, colour, ethnicity, language, gender identity, sexual orientation, political, religious and philosophical beliefs, economic, educational or social situation, pregnancy, parental affiliation, parental responsibility, age, family situation or marriage status, civil status, place of residence, health condition, genetic predispositions, disability, living with HIV/AIDS, joining or affiliation with trade union organization, affiliation with a special group or any other cause, aiming at or a consequence to obstruct or make impossible to practice the right for employment and profession, in the same way as others.
▷ Pregnancy and maternity
→ Section 105/a(2) LC states that: In the cases when the employer terminates the contract, when the woman is working while being pregnant, or back at work after the child delivery, according to section 30 of this Code, the employer is responsible for certifying that the dismissal reason was not either pregnancy or child delivery.
→ Section 107 LC stipulates that:
(1) Invalid shall be the termination of the contract of employment announced by the employer in the period during which the woman pretends to benefit income from Social Insurance because of the child delivery or adoption.
(2) When the termination of the contract of employment is announced before the protection period, as defined by section 104, and the notice deadline still remains valid, this deadline shall be suspended during the protection period. The notice deadline restarts to be valid only after the expiration of the protection period.

▷ Certain categories of workers enjoy reinforced protection against dismissal. The strongest protection is granted to trade-union representatives (particularly members of the steering body), pregnant women, women on maternity leave or receiving related social-insurance benefits, and, more broadly, workers covered by the general anti-discrimination provisions (which include parental affiliation, parental responsibility and family situation).
▶ Labour Code (LC)
▷ Union activities and membership
→ Section 146(1) LC indicates that: The termination of the contract by the employer shall be considered without reasonable cause when:
e) It is done for motives that are connected with the employee’s being or not a member of Trade Unions created as defined by law, or because of his/her participation in Trade Union activities on the basis of law;
f) The employee is a member of the steering body of the trade union and the employer does not have a motive to dismiss him; […].
→ Section 181(4) LC states that: The termination by the employer of the contract of employment of representatives of the organization of the employees without the consent of this organization shall be invalid. […].
▷ Pregnancy and maternity
→ Section 105/a(2) LC states that: In the cases when the employer terminates the contract, when the woman is working while being pregnant, or back at work after the child delivery, according to section 30 of this Code, the employer is responsible for certifying that the dismissal reason was not either pregnancy or child delivery.
→ Section 107 LC:
(1) Invalid shall be the termination of the contract of employment announced by the employer in the period during which the woman pretends to benefit income from Social Insurance because of the child delivery or adoption.
(2) When the termination of the contract of employment is announced before the protection period, as defined by section 104, and the notice deadline still remains valid, this deadline shall be suspended during the protection period. The notice deadline restarts to be valid only after the expiration of the protection period.
▷ Non-discrimination
→ Section 9(2) LC (relevant grounds):
“Discrimination” means any differences, exclusions, restrictions or preferences based on […] pregnancy, parental affiliation, parental responsibility, […] family situation or marriage status […]

▶ Labour Code (LC)
→ Section 144(1) LC indicates that:
(1) After the probation period, when the employer intends to terminate the contract of employment, he/she must inform the employee in writing at least 72 hours before the meeting and talk with him/her.
(2) […].
(3) In the written notification, the employer stipulates the reasons for terminating the contract, which are related to grounds such as the capability, the conduct of the employee or the operational request of the company.

▶ Labour Code (LC)
→ Section 143 LC indicates that:
(1) After the probation period, to terminate the contract of undefined duration, the parties shall respect a notice deadline of two weeks when the employment relation has lasted up to six months, of a month for the duration of over six months up to two years, and of two months for the duration of more than five years.
(2) Repealed.
(3) The deadline notice to terminate the contract shall be extended up to the end of the month. The same rule shall be applied when the notification deadline is suspended during the period of disability to work or pregnancy (break at an inappropriate moment).
(4) When one of the parties terminates the contract without respecting the deadline notice, then the termination shall be considered as a termination of the contract with immediate effect.
(5) During the notification period, when the work contract is terminated by the employer, the employee benefits at least 20 hours of payable leave per week to look for a new job. The duration of the leave and the procedures for receiving and using it shall be stipulated in the collective or individual work contract.
▷ Notice periods by tenure (based on § 143(1)):
▻ tenure ≤ 6 months → 2 weeks
▻ tenure > 6 months up to 2 years → 1 month
▻ tenure > 5 years → 2 months
▷ Note: The statutory text as provided does not explicitly regulate the notice period for service between 2 and 5 years.

▶ Labour Code (LC)
→ Section 148(1) LC provides that: The collective dismissal from work shall be considered to be the termination of labour relations by the employer for reasons that have not to do with the employees, when the number of dismissals from work within 90 days is at least 10 for the enterprises employing up to 100 employees; 15 for the enterprises employing over 100 up to 200 employees; 20 for the enterprises employing over 200 employees.

▶ Labour Code (LC)
→ Section 148(2) and (3) LC indicates that:
(2) When the employer plans to execute collective dismissals from work, he/she is obliged to inform in writing the employees' organisation recognized as the representative of the employees. In the absence of this, the employer informs his/her employees through advertisements put on the workplace, which can be easily seen. The notice shall especially contain the reasons for dismissal from work, the number of employees to be dismissed, the number of employees normally employed, as well as the time during which it is planned to execute these dismissals. The employer submits to the Ministry of Labour and Social Affairs a copy of this notice.
(3) The employer makes consultations with the employees' organization, recognized as the representative of the employees, for the purpose of reaching an agreement. In the absence of this, the employer gives the opportunity to the employees to participate in the consultations. They are made in order to take measures to avoid or reduce the collective dismissals from work and to soften their consequences. The consultations are made within 30 days, starting on the day of notice as defined by point 2 of this section, except in the case where the employer accepts a longer duration.

▶ Labour Code (LC)
→ Section 148(2) and (4) LC provides that:
(2) […]. The employer submits to the Ministry of Labour and Social Affairs a copy of [the] notice [to the employees' organisation].
(4) The employer informs in writing the respective ministry concerning the completion of the consultations and sends a copy of this notice to the concerned party. If the parties have failed to agree, the respective ministry helps them to reach an agreement within 30 days, starting from the day of notice as defined by this point, except for the case where the employer accepts a longer duration. The Ministry of Labour and Social Affairs can by no means stop the collective dismissals from work.

▶ Labour Code (LC)
→ Section 148(2) LC states that: When the employer plans to execute collective dismissals from work, he/she is obliged to inform in writing the employees' organization recognized as the representative of the employees. […].

▶ Labour Code (LC)
→ Section 148(4) LC (last sentence) provides that: The Ministry of Labour and Social Affairs can by no means stop the collective dismissals from work.

▷ Consultations are mandatory; however, the agreement of the workers’ representatives is not required for the dismissals to proceed.
▶ Labour Code (LC)
→ Section 148(3) LC indicates that: The employer makes consultations with the employees' organization […] for the purpose of reaching an agreement. […] They are made in order to take measures to avoid or reduce collective dismissals from work and to soften their consequences.

▷ No statutory provisions were found in the examined legislation in this respect.

▶ Labour Code (LC)
→ Section 148(7) LC provides that: The employer shall give priority to the reemployment of the employees dismissed from work for reasons that are not related to the employees, if he/she employs employees of comparable qualifications.

▷ No statutory provisions were found in the examined legislation in this respect.

▷ The Albanian Labour Code provides for a single seniority-related reward (shpërblim për vjetërsi). It is payable when the employer terminates the contract, provided the employment relationship has lasted at least three years (§ 145 LC).
▷ The amount is at least 15 days’ salary for each complete year of service (i.e. half a monthly salary per year).
▷ The right is lost if the termination is immediate and based on justified (reasonable) causes.
▷ Additional compensation may be due in cases of unfair/unjustified dismissal (up to one year's salary under § 146(3)) or procedural violations in collective dismissals (up to 6 months’ salary). These are not severance pay in the strict sense.
▶ Labour Code (LC)
→ Section 145 LC:
(1) The employee will benefit from the seniority-related reward if the employer terminates the contract, and the labour relations have lasted not less than three years. The employee will lose the right to the seniority-related reward if his/her dismissal from work is of immediate effect and based on reasonable causes.
(2) The seniority-related compensation equals at least the salary of 15 days of work for each complete working year, which is calculated on the basis of the wage existing at the end of the termination of labour relations. If the wage is changeable, the reward will be calculated on the average wage of the preceding year, and it will be indexed.
(3) The seniority-related reward shall be added to the reward, which is given in the case of the termination of contract for reasonable causes, or in the case of the termination of contract of immediate effect for no reasonable cause.

▷ There is no distinct redundancy payment. The same seniority reward applies to terminations for economic/operational reasons (both individual and collective).