Labour Code of 1 February 1999, as amended in 2017
Date:3 Jun 2023;
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Taille des entreprises exclues (≤): aucune
Art. 4 LC
Catégories de travailleurs exclues: armée, magistrature
Art. 6 LC
Other categories of workers excluded by the law: elected officials, foreign service workers, contractors and civil law contractors.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 45 and 47 LC
Durée cumulée maximum de CDD successifs: 5annu00e9e(s)
Art. 45 LC
Durée maximale de la période d'essai (en mois): 3 mois
Art. 51 LC
Obligation d'informer le travailleur des raisons du licenciement:
Oui
Art. 71 (3) and Art. 76 LC
Art. 70 LC
In 2011, an amendment added employees working in a state-financed enterprises that reach working age limit to the list of Art. 70.
(source: 17 May 2011 #127-IVQD)
Art 79(1) LC: Pregnant women, single parent, people raising children under the age of 3, workers who temporarily lost an ability to work, workers with diabetes or scattered sclerosis, members of a trade union or political party, workers with limited health capabilities under the age of 18 or with a severe disability, during negotiations of collective bargaining.
Prohibited ground for a dismissal on the basis of race, sex, religion, together with other grounds are listed in Art. 16(1) LC on “Non-discrimination in labour relations”.ns”.
Art. 80 LC provides that the employer has to ask the authorization of the trade union to dismiss any member of the trade union.
Art. 255 prohibits the dismissal of workers under 18 for the lack of professional competency.
Art. 77 LC provides protections for workers performing military/alternative service.
Forme de la notification du licenciement au travailleur: écrite
Article 75 LC provides that the employer has to comply with the employment contract in writing. No explicit provision in the LC stating that the notification has to come in writing.
Délai de préavis:
Art. 77 (1) LC
Amendments were made on this in 2017.
ancienneté ≥ 6 mois:
ancienneté ≥ 9 mois:
ancienneté ≥ 2 ans:
ancienneté ≥ 4 ans:
ancienneté ≥ 5 ans:
ancienneté ≥ 10 ans:
ancienneté ≥ 20 ans:
Indemnité compensatrice de préavis: Oui
Art. 77 (4) LC
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
However, according to art. 80 LC, the employer has to obtain the authorization of the trade union to dismiss a member of that trade union.
Définition du licenciement collectif (nombre d'employés concernés): No statutory definition
Consultation préalable des syndicats (représentants des travailleurs): Non
Notification à l'administration publique: Oui
Art.17(2) of the Law on Employment: the employer has to inform, 2 months in advance, the public service of employment about any contemplated redundancies.
Notification aux représentants des travailleurs: Oui
Law on Trade Unions of 1994:
Art. 11. Right of trade unions to defend labour rights.
...Where the closure of an enterprise or its subdivisions at the initiative of the management may lead to a complete or partial cessation of production, workforce reductions or a deterioration of working conditions, such measures, with the exception of cases provided for by the law, shall not be carried out without prior notice of not less than three months to the trade unions concerned, and consultations with them concerning the safeguarding of workers' rights and interests.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
However, according to Art. 80 LC, the employer has to obtain the authorization of the trade union to dismiss a member of that trade union.
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui
Art. 78 LC - the employer defines the list of workers to be dismissed for economic reasons.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non
Règles de priorité de réembauche: Non
Indemnité de licenciement:
Amendments were made on this issue in 2017, as follows:
Art. 70 LC lays out grounds for the employer to terminate a labour contract:
a. Liquidation of the enterprise;
b. Staff cuts;
c. Employee’s incompetence (dismissal performed upon the approval of the attestation commission);
d. Employee’s gross violation of labor duties, neglect for labor functions or obligations stated in the employment contract. ;
e. Employee’s failure to justify work potential during the trial period;
f. Employee in a state-financed enterprise reaching the working age limit
Art. 77(3) LC dictates that workers dismissed for the reasons of an enterprise liquidation (Art. 70 a) or staff cuts (Art. 70 b) should be reimbursed:
1 year of experience – an average monthly wage
1- 5 years of experience - at least 1.4 of the average monthly wage
5-10 years of experience – at least 1.7 of the average monthly wage
More than 10 years of experience – at least 2 of the average monthly wage
According to Art. 77 (7) LC, the dismissal on the grounds of changing labour conditions (Art. 68 c), call for a military or alternative service (Art. 74 a) and employee’s inability to perform labour functions due to incapability to work continuously for more than six months, the employer pays at least two months of the average monthly wage.
Upon employers initiative (in accordance with the 12th Chapter of the LC dictating the procedure on the termination of labour contracts), the employee is not entitled to a severance payment if dismissed under Article 70 (c,d,e,f). The workers, however, have a right to appeal the decision to the Court.
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0 mois
ancienneté ≥ 4 ans: 0 mois
ancienneté ≥ 5 ans: 0 mois
ancienneté ≥ 10 ans: 0 mois
Indemnité de licenciement pour motif économique:
Art. 77(3) dictates that workers dismissed for the reasons of an enterprise liquidation (Art. 70 a) or staff cut (Art 70 b) should be reimbursed:
1 year of experience – an average monthly wage
1- 5 years of experience - at least 1.4 of the average monthly wage
5-10 years of experience – at least 1.7 of the average monthly wage
More than 10 years of experience – at least 2 of the average monthly wage
According to Art. 77 (7) LC, the dismissal on the grounds of changing labour conditions (Art. 68 c), call for a military or alternative service (Art. 74 a) and employee’s inability to perform labour functions due to incapability to work continuously for more than six months, the employer pays at least two months of the average monthly wage.
Upon employers initiative (in accordance with the 12th Chapter of the LC dictating the procedure on the termination of labour contracts), the employee is not entitled to a severance payment if dismissed under Article 70 (c,d,e,f). The workers, however, have a right to appeal the decision to the Court.
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 1 mois
ancienneté ≥ 2 ans: 1.4 mois
ancienneté ≥ 4 ans: 1.4 mois
ancienneté ≥ 5 ans: 1.4 mois
ancienneté ≥ 10 ans: 2 mois
ancienneté ≥ 20 ans: 2 mois
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui
Art. 290 and 300 LC
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie):
Art. 299 LC - No legal limits for any claim for an individual labour dispute.
Possibilité de réintégration dans l'emploi: Oui
Conciliation préalable obligatoire: Non
Art. 294 LC
Courts ou tribunaux compétents: juridiction ordinaire
Art. 296 LC
Règlement des litiges individuels par arbitrage: Oui
Art. 265 LC
% de litiges relatifs au licenciement par raport au nombre total de litiges: 80