Labour Code [LC] of 9 November 2004, last amended by Law No. HO-130-N of 9 June 2009 (available only in Armenian (link Natlex) and Russian (URL))
Date:26 May 2008;
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Taille des entreprises exclues (≤): aucune
However, art. 116 LC defines collective dismissal for economic reasons as any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months. This leads in practice to the non applicabilty of collective dismissal regulation to enterprises with less than 10 workers.
Catégories de travailleurs exclues: aucune
Art. 7 LC
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 95 LC regulates fixed-term contracts of employment.
Art. 101 LC provides the possibility to conclude a contract of employment of up to 2-month duration.
Nombre maximum de CDD successifs: aucune limitation
Durée cumulée maximum de CDD successifs: 5annu00e9e(s)
Art. 95 LC
"1. An employment contract with a definite term is concluded in the case when labor relations can not be defined for an indefinite period taking into account the conditions or the nature of the work to be done unless otherwise is envisaged by this code or law. The employment contract signed for a definite period may be concluded for a certain
period of time or by defining calendar date of the contract or for the period of the performance of certain work, but not exceeding five years. Upon the expiration of the employment contract with a definite term the term of validity of the employment contract may be extended upon the consent of the parties. The aggregate term of validity of employment contracts signed with a definite term for not more than five years with the same employer may not exceed five years in case the interruption of contracts signed with a definite time does not exceed one month except for cases envisaged by section 2 of this Article. (...)"
Durée maximale de la période d'essai (en mois): 6 mois
Art. 92 LC: the probationary period cannot exceed 3 months. However the probationary period up to 6 months may be established by law for some categories of workers.
Obligation d'informer le travailleur des raisons du licenciement:
Oui
Art. 115 LC
Art. 113 LC
Art. 114 LC
Forme de la notification du licenciement au travailleur: écrite
Art. 115 LC
ancienneté ≥ 6 mois:
ancienneté ≥ 9 mois:
ancienneté ≥ 1 an:
ancienneté ≥ 2 ans:
ancienneté ≥ 4 ans:
ancienneté ≥ 5 ans:
ancienneté ≥ 10 ans:
ancienneté ≥ 20 ans:
Indemnité compensatrice de préavis: Oui
Art. 115 LC - in case of non-respect of the notice period, the employer must compensate the worker for each day of the notice period on the basis of worker' average wage.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Art. 119 provides that any elected representative of workers may be dismissed only with the authorization by a labour inspector.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés): The collective dismissal for economic reasons is any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months.
Art. 116 LC
Consultation préalable des syndicats (représentants des travailleurs): Non
Notification à l'administration publique: Oui
Art. 116: The employer must, 3 months in advance, inform the public employment service on the number of contemplated collective dismissals for economic reasons.
Notification aux représentants des travailleurs: Oui
Art. 116: The employer must, 3 months in advance, inform workers' representatives on the number of contemplated collective dismissals for economic reasons.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Oui
Art. 113: Before any dismissal for economic reasons, the employer must propose to the worker any transfer or vocational training within the available possibilities in the enterprise.
Règles de priorité de réembauche: Non
Indemnité de licenciement:
Art. 129: The severance pay is of two-week salary in case of dismissal for worker's incapacity.
ancienneté ≥ 6 mois: 2 semaine(s)
ancienneté ≥ 9 mois: 2 semaine(s)
ancienneté ≥ 1 an: 2 semaine(s)
ancienneté ≥ 4 ans: 2 semaine(s)
ancienneté ≥ 5 ans: 2 semaine(s)
ancienneté ≥ 10 ans: 2 semaine(s)
ancienneté ≥ 20 ans: 2 semaine(s)
Indemnité de licenciement pour motif économique:
Art. 129 LC
ancienneté ≥ 6 mois: 1 mois
ancienneté ≥ 9 mois: 1 mois
ancienneté ≥ 1 an: 1 mois
ancienneté ≥ 2 ans: 1 mois
ancienneté ≥ 4 ans: 1 mois
ancienneté ≥ 5 ans: 1 mois
ancienneté ≥ 10 ans: 1 mois
ancienneté ≥ 20 ans: 1 mois
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): If the worker's reinstatement is impossible, the tribunal obliges the employer to pay the worker the average wages for the period of the "imposed non-work" since the date of the dismissal.
Art. 265 LC
Possibilité de réintégration dans l'emploi: Oui
Art. 265 LC
Conciliation préalable obligatoire: Non
Courts ou tribunaux compétents: juridiction ordinaire
Art. 264 LC
Règlement des litiges individuels par arbitrage: Non
Durée de la procédure:
Art. 265: the worker may bring a complaint about his or her dismissal to the tribunal within the period of one month after receiving the notification about the termination of his or her employment.