Labour Code [LC]
(Act No 3/94 of 21 Nov. 94, as amended by Act n°12/2000 of 12 Oct. 2000)
(Code du travail - in French only)
Date:12 Oct 2000;
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Order No. 018/PR/2010, amending some provisions of the Labour Code
(Ordonnance n° 018/PR/2010 du 25 février 2010 portant modification de certaines dispositions du Code du Travail de la République gabonaise - in French only)
Date:25 Feb 2010;
(voir dans NATLEX »)
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires
Art. 1 LC.
CDD reglementés: Oui
Art. 23 LC as amended in 2010 by Order No. 018/PR/2010.
Motifs autorisés de recours au CDD: aucune limitation
Art. 23 LC as amended in 2010 by Order No. 018/PR/2010.
Nombre maximum de CDD successifs: 2
Art. 23 LC as amended in 2010 by Order No. 018/PR/2010.
Fixed-term contract can only be renewed once
New in 2010: The former exception to this rules regarding "fixed-term contract of a short duration" which could be renewed more than once, provided the cumulative duration did not exceed 2 years, was removed from Art. 23 LC by Order No. 018/PR/2010.
Durée cumulée maximum de CDD successifs: 48mois
Maximum duration of a FTC: 24 months renewable once (Art. 23 LC as amended in 2010 by Order No. 018/PR/2010).
Durée maximale de la période d'essai (en mois): 6 mois
Art 30 LC establishes a maximum statutory probation period that varies according to the category of worker, as follows:
* 6 months for executive staff
* 3 months for white collars, technicians and supervisors
* 1 month for the other workers.
Obligation d'informer le travailleur des raisons du licenciement:
Oui
- Dismissal based on personal reasons: Art. 51 LC, as amended in 2010 by Order No. 018/PR/2010.
- Economic dismissal (consultation procedure): Art. 59 LC.
Art. 50 LC.
Art. 8 LC on non-discrimination.
Art. 74 LC on unfair dismissals.
Art. 170 LC on pregnant women.
Art. 294 and Art. 170 LC.
Forme de la notification du licenciement au travailleur: écrite
Art. 51 LC, as amended in 2010 by Order No. 018/PR/2010: written notification to attend an oral interview.
Art. 53 LC: dismissal letter.
Délai de préavis:
According to art. 65 LC, the statutory minimum notice period varies according to the length of service, as follows:
- up to 1 year of service: 15 days;
- from 1 to 3 years of service: 1 month;
- from 3 to 5 years of service: 2 months;
- from 5 to 10 years of service: 3 months;
- from 10 to 15 years of service: 4 months;
- from 15 to 20 years of service: 5 months;
- from 20 to 30 years of service: 6 months.
Above 30 years, an increase of 10 days per year of length of service is granted.
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. 69 LC.
Notification à l'administration publique: Non
Except for any:
* Individual dismissal based on economic grounds: Art. 56 LC;
* Dismissal of a pregnant woman and women on maternity leave: Art. 170 LC;
* Dismissal of a workers' representative: Art. 294 LC.
Notification aux représentants des travailleurs: Non
However, such notification is mandatory in case of any individual dismissal based on economic grounds: Art. 59 LC.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
However, approval by the administration is required for any:
* Individual dismissal based on economic grounds: Art. 56 LC;
* Dismissal of a pregnant woman and women on maternity leave: Art. 170 LC;
* Dismissal of a workers' representative: Art. 294 LC.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés):
No statutory definition of collective dismissal.
However, the Labour Code provides for a definition of economic grounds and refers to more than 1 employee
Art. 50 LC: definition of economic reasons.
Art 56 LC: any individual or collective dismissal for economic reasons.
Consultation préalable des syndicats (représentants des travailleurs): Oui
Art. 59 LC.
Notification à l'administration publique: Oui
Art. 56 LC.
Notification aux représentants des travailleurs: Oui
Art. 59 LC.
Autorisation de l'administration publique ou d'un organe judiciaire: Oui
Art. 56 and 57 LC.
Approval by the Labour Inspector is required for any individual or collective dismissal on economic grounds.
Accord des représentants des travailleurs: Non
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui
Art. 59 LC.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Oui
Art. 59 LC.
In addition, art. 59 provides for a social plan for dismissed workers to be established in collaboration with the National Employment Office. However, the adoption of a social plan is only mandatory in case of a dismissal affecting at least 10 employees.
Règles de priorité de réembauche: Oui
Art. 60 LC: preferential right to re-employment for 1 year.
The procedures established by the LC apply to both individual and collective dismissals based on economic grounds (except for the social plan that is only mandatory when the dismissal affects at least 10 employees).
Indemnité de licenciement:
Arts. 70 and 73 LC:
A worker is entitled to severance pay provided he has been employed for at least two years and he has not committed any serious misconduct.
Severance pay corresponds, as a minimum, to 20 % of the monthly overall wages per year of service.
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0 mois
ancienneté ≥ 4 ans: 0.8 mois
ancienneté ≥ 5 ans: 1 mois
ancienneté ≥ 10 ans: 2 mois
ancienneté ≥ 20 ans: 4 mois
Indemnité de licenciement pour motif économique:
See Art. 70 and 73 LC.
Severance pay covers economic dismissals. The only difference lies in the years of service required to be entitled to severance pay
If a worker is dismissed for economic reasons, he or she will receive severance pay provided he has been employed for at least 1 year and he has not committed any serious misconduct. [2 years of service is required for dismissals based on other reasons]. Severance pay corresponds, as a minimum, to 20 % of the monthly overall wages per year of service.
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0.2 mois
ancienneté ≥ 2 ans: 0.4 mois
ancienneté ≥ 4 ans: 0.8 mois
ancienneté ≥ 5 ans: 1 mois
ancienneté ≥ 10 ans: 2 mois
ancienneté ≥ 20 ans: 4 mois
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui
Art. 75 LC (unfair dismissal).
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie):
Unfair dismissal: free determination by the Court.
Art. 75 LC and 55 LC.
Possibilité de réintégration dans l'emploi: Oui
Only for workers' representatives: Art. 294 LC. Reinstatement is not available to workers not falling within this category.
Conciliation préalable obligatoire: Oui
Art. 314 LC: Extra-judicial conciliation shall take place before the Labour Inspector before the claim is brought to the court.
Art. 334 LC: Preliminary mandatory conciliation is part of the procedure before the Labour Court.
Courts ou tribunaux compétents: tribunal du travail
Art. 318 LC.
Règlement des litiges individuels par arbitrage: Non