Referencias
Labour Code [LC], Act No 97-17 of 1st December 1997 (Code du travail - available in French)
Fecha:
20 Aug 1970;
(ver en NATLEX
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Ámbito de aplicación
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.
Contratos colectivos :
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).
: 2
Art. L 42 (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 FTCs 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
Motivos autorizados (despido justificado):
Motivos prohibidos: licencia de maternidad, raza, sexo, religión, opinion política, origen social, afiliación sindical y actividades sindicales
Art. L56 LC and 7 of the Inter-occupational Collective Agreement on the prohibition of dismissal on the basis of trade union activities and membership, and on the basis of the opinions of the worker.
Art. L143 LC on the 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.
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad
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 on the prohibition of dismissal during the suspension of the contract due to maternity leave (no reference to prohibition of dismissal on the basis of pregnancy)
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)
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.
Notificación a la administración Yes
Art. L60 LC
Notificación a los sindicatos (representantes de los trabajadores) Yes
Art. L60 to L62 LC
Notificación a los representantes de los trabajadores: Yes
Art. L60 to L62 LC
Acuerdo de los sindicatos (representantes de los trabajadores) No
Acuerdo de los representantes de los trabajadores No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) Yes
Art. L62 LC
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) Yes
Art. L62 LC: priority right to re-employment for 2 years.
Reglas de prioridad para la re-contratación Yes
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.
:
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.
: 0 mes(es)
: 0 mes(es)
: 0.25 mes(es)
: 0.5 mes(es)
: 1 mes(es)
: 1.25 mes(es)
: 2.75 mes(es)
: 6.75 mes(es)
:
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.
: 1 mes(es)
: 1 mes(es)
: 1.25 mes(es)
: 1.5 mes(es)
: 2 mes(es)
: 2.25 mes(es)
: 3.75 mes(es)
: 7.75 mes(es)
mineros: Si
Art. L56 LC
directores/ gerentes: Si
Art. L217 LC. Reinstatement when a worker's representative has been dismissed without prior authorization from the Labour Inspector.
policía: Si
Art. L251 LC: conciliation is part of the procedure to be followed before the labour courts.
Art. L229 LC
Arbitraje: No