CDD reglementés: Oui

Motifs autorisés de recours au CDD: raisons matérielles et objectives

Remarks

Art. 10 LP provides for a limited list of 9 cases when FTC can be concluded. The list includes amongst others temporary replacement of a permanent worker, urgent and abnormal pressure of work and seasonal work.

Nombre maximum de CDD successifs: aucune limitation

Remarks

No statutory limitation found in the legislation reviewed.

Durée cumulée maximum de CDD successifs: aucune limitation

Remarks

No statutory limitation found in the legislation reviewed.

Durée maximale de la période d'essai (en mois): 2 mois

Remarks

Art. 11 (3) LP.

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

Remarks

Art. 34 (1) LP.

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

Remarks

Art. 26 (1) LP.
The LP defines limited grounds relating to the worker's conduct for resorting to termination without notice (art. 27 (1) LP). In addition, the grounds for termination with notice (relating to the worker's capacity or operational requirements) are listed in article 28 (1) and (2) LP).

Motifs prohibés: état matrimonial, grossesse, congé de matérnité, responsabilités familiales, avoir déposé une plainte contre l'employeur, race, couleur, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, affiliation et activités syndicales, origine ethnique

Remarks

Art. 26 (2) LP.

Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité

Remarks

Art. 87 (5) LP: Prohibition to dismiss women workers during pregnancy and maternity leave (up 4 months after childbirth) except in case of serious misconduct (summary dismissal) and as a "last resort" in case of economic dismissal.

Forme de la notification du licenciement au travailleur: écrite

Remarks

Art. 34 (1) LP.

Délai de préavis:

Remarks

Art. 35 1) LP:
The notice period varies according to the length of service or the ground for dismissal, as follows:
- 1 month if the length of service does not exceed 1 year;
- 2 months if the length of service is between 1 and 9 years;
- 3 months if the length of service exceeds 9 years;
OR:
- 2 months when the contract is terminated due to reduction of the workforce.

Note: The notice period for terminating a fixed-term contract shall be agreed upon by the parties (art. 35 2) LP).

ancienneté ≥ 6 mois:

  • Tous: 1 mois.
  • Tous: 2 mois.

ancienneté ≥ 9 mois:

  • Tous: 1 mois.
  • Tous: 2 mois.

ancienneté ≥ 2 ans:

  • Tous: 2 mois.
  • Tous: 2 mois.

ancienneté ≥ 4 ans:

  • Tous: 2 mois.
  • Tous: 2 mois.

ancienneté ≥ 5 ans:

  • Tous: 2 mois.
  • Tous: 2 mois.

ancienneté ≥ 10 ans:

  • Tous: 3 mois.
  • Tous: 2 mois.

ancienneté ≥ 20 ans:

  • Tous: 3 mois.
  • Tous: 2 mois.

Indemnité compensatrice de préavis: Oui

Remarks

See art. 44 (under the section concerning "Effects of the unlawful termination of contract of employment): non-compliance by the employer with the notice requirements shall only result in the payment by the employer of wages in lieu of the notice period.

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

Définition du licenciement collectif (nombre d'employés concernés): Reduction of the workforce for economic reasons affecting at least:
1) 10 % of the workers; or
2) 5 workers over a period of 10 days in undertakings employing between 15 and 50 workers.

Remarks

Art. 29 (1) LP.

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks

Art. 29 (3) LP.

Notification à l'administration publique: Non

Notification aux représentants des travailleurs: Oui

Remarks

Art. 29 (3) LP.

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): Oui

Remarks

Art. 29 (3) LP: workers with skills and a higher rate of productivity have priority to retain their posts. In case of equal skills and effectiveness, the workers to be affected must be in the following order: those with the shortest length of service, those with fewer dependents, disabled workers, worker's representatives and pregnant women.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Indemnité de licenciement:

Remarks

Art. 40 (1) &(2) LP:
Severance pay amounts to:
- 30 times the average daily pay of the last week of service for the first year of service. (For less than one year of service, severance pay should be calculated in proportion of the period of service),
- If the worker has served for more than a year, severance pay shall be increased by 1/3 of the previous sum (that is 10 days' wages) for every additional year of service, within a limit of a total amount of 12 months' wages.

[In addition to these amount, the worker is entitled to 30 days' wages in case of constructive dismissal: art. 41 LP]

ancienneté ≥ 6 mois: 0.5 mois

ancienneté ≥ 9 mois: 0.8 mois

ancienneté ≥ 1 an: 1 mois

ancienneté ≥ 4 ans: 2 mois

ancienneté ≥ 5 ans: 2.3 mois

ancienneté ≥ 10 ans: 4 mois

ancienneté ≥ 20 ans: 7.3 mois

Indemnité de licenciement pour motif économique:

Remarks

Art. 40 (3) LP: Severance pay + specific additional payment of 60 days' wages (2 months) in case of a collective dismissal on economic grounds ("reduction of workers") or closing down of the undertaking.

ancienneté ≥ 6 mois: 2.5 mois

ancienneté ≥ 9 mois: 2.8 mois

ancienneté ≥ 1 an: 3 mois

ancienneté ≥ 2 ans: 3.3 mois

ancienneté ≥ 4 ans: 4 mois

ancienneté ≥ 5 ans: 4.3 mois

ancienneté ≥ 10 ans: 6 mois

ancienneté ≥ 20 ans: 9.3 mois

Notes / Remarques

Notes

1) Individual dismissal (including for economic reasons): severance pay
2) Collective dismissal for economic reasons: redundancy payment

Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non

Remarks

Art. 43(4) LP.

Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): * Contract of an indefinite period:
180 times the daily pay (6 months' wages) and a sum equal to the remuneration for the appropriate notice period.
* Fixed-term contract:
A sum equal to the wages the worker would have earned until the lawful end of his contract provided it does not exceed 180 days' wages.

Remarks

Art. 43(4) LP.

Possibilité de réintégration dans l'emploi: Oui

Remarks

Art. 43 LP.
Reinstatement is mandatory in case of unfair dismissal. However, when dismissal is unlawful, the court may award compensation in lieu of reinstatement if it believes that the continuation of the employment relationship will give rise to serious difficulties.

Conciliation préalable obligatoire: Non

Courts ou tribunaux compétents: tribunal du travail

Remarks

The labour division of the regional first instance court has jurisdiction over claims related to termination of employment: art. 138 1) a) LP.

Règlement des litiges individuels par arbitrage: Non

Durée de la procédure: 60jour(s) (statutory)

Remarks

The legislation foresees statutory time frames for adjudicating the case (Art. 138 and 139 LP)
* First instance court decision: 60 days from the date the complaint was registered.
* Appeal should be lodged within 30 days from the first instance decision and the appeal decision should be delivered within 60 days from the date of the appeal.