CDD reglementés: Oui

Motifs autorisés de recours au CDD: raisons matérielles et objectives

Remarks

Art. 45 and 47 LC

Durée cumulée maximum de CDD successifs: 60mois

Remarks

Art. 45 LC

Durée maximale de la période d'essai (en mois): 3 mois

Remarks

Art. 51 LC

Obligation d'informer le travailleur des raisons du licenciement: Oui

Remarks

Art. 71 (3) and Art. 76 LC

Motifs autorisés (licenciement justifié): conduite du travailleur, capacité du travailleur, motifs économiques

Remarks

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)

Motifs prohibés: grossesse, congé de matérnité, responsabilités familiales, race, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, congé parental, état de santé

Remarks

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”.

Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales, travailleurs effectuant leur service militaire/service alternatif, travailleurs mineurs

Remarks

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

Remarks

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:

Remarks

Art. 77 (1) LC
Amendments were made on this in 2017.

ancienneté ≥ 6 mois:

  • Tous: 0.5 mois.

ancienneté ≥ 9 mois:

  • Tous: 0.5 mois.

ancienneté ≥ 2 ans:

  • Tous: 0.5 mois.

ancienneté ≥ 4 ans:

  • Tous: 1 mois.

ancienneté ≥ 5 ans:

  • Tous: 1 mois.

ancienneté ≥ 10 ans:

  • Tous: 1.5 mois.

ancienneté ≥ 20 ans:

  • Tous: 2.25 mois.

Indemnité compensatrice de préavis: Oui

Remarks

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

Remarks

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

Remarks

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

Remarks

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

Remarks

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

Remarks

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:

Remarks

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:

Remarks

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

Remarks

Art. 290 and 300 LC

Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie):

Remarks

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

Remarks

Art. 294 LC

Courts ou tribunaux compétents: juridiction ordinaire

Remarks

Art. 296 LC

Règlement des litiges individuels par arbitrage: Oui

Remarks

Art. 265 LC

% de litiges relatifs au licenciement par raport au nombre total de litiges: 80