Labour Code [LC], Act No XXII of 1992, as amended up to Law Law No. 73/2007
Date:18 Jun 2007;
(voir dans NATLEX »)
Act on Equal Treatment and Promotion of Equal Opportunities, No CXXV of 2003
Date:28 Dec 2003;
voir le site internet »
Taille des entreprises exclues (≤): 20
Exclusion only applicable to collective dismissals: see definition of collective dismissal in sec. 94/A (1) LC.
The rules on individual dismissals apply to all enterprises.
Catégories de travailleurs exclues: fonctionnaires, police, armée, magistrature
Sec. 2 (1) LC states that public service relationship are governed by a separate act.
Note :
- The Labour Code makes special provisions for termination of employment of employees in executive positions. In particular, the obligation to justify dismissal and special protection against dismissal during certain periods do not apply (sec. 190 LC).
- The LC also provides for specific rules pertaining to termination of employment by temporary work agencies (sec. 193/I to 193/M LC).
- Provisions on collective redundancy do not apply to the crews of seagoing vessels (sec. 94/G, L).
Motifs autorisés de recours au CDD: aucune limitation pour le premier CDD
The LC does not require any specific reason for resorting to a FTC for the first time (sec. 79 2) - 7) LC).
However, a contract renewed without a valid reason ("rightful interest") on the part of the employer and aimed at compromising the interest of the employee is deemed established for an indefinite duration (sec. 79 (4) LC).
Nombre maximum de CDD successifs: aucune limitation
However, a contract renewed without a valid reason ("rightful interest") on the part of the employer and aimed at compromising the interest of the employee is deemed established for an indefinite duration (sec. 79 (4) LC).
Durée cumulée maximum de CDD successifs: 60mois
Sec. 79 (5) LC.
However, this restriction does not apply to executives employees (sec. 190 (1) LC).
% de travailleurs sous CDD: 8.5
Source: Eurostat, 2009 (annual average).
The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
Eurostat data are based on the following definition:
"A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
Durée maximale de la période d'essai (en mois): 3 mois
Pursuant to sec. 81 LC, the trial period shall be 30 days. It can however be extended to a maximum of 3 months if so stipulated in a collective agreement or agreed upon by the parties.
Obligation d'informer le travailleur des raisons du licenciement:
Oui
Sec. 89 (2) LC
Sec. 89(3) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations).
- Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
- In addition, pregnancy, parental leave; temporary injury or illness are periods during which dismissal is prohibited (sec. 89 (4) LC).
* Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 28 (1) LC.
* The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 90 (1) LC.
* Workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits: sec. 89(7) LC.
Forme de la notification du licenciement au travailleur: écrite
Sec. 89 LC
Délai de préavis:
Sec. 92 LC: The notice period is minimum 30 days and maximum 1 year.
The 30-day period is extended by:
* 5 days after 3 years of service;
* 15 days after 5 years of service;
* 20 days after 8 years of service;
* 25 days after 10 years of service;
* 30 days after 15 years of service;
* 40 days after 18 years of service;
* 60 days after 20 years of service.
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: Non
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
However, in case of dismissal of an elected trade union representatives, prior consent of the higher ranking trade union body is requested: sec. 28 (1) LC
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
However, in case of dismissal of an elected trade union representatives, prior consent of the higher ranking trade union body is requested: sec. 28 (1) LC.
Définition du licenciement collectif (nombre d'employés concernés):
At least:
1) 10 employees in undertakings with 20 to 99 employees;
2) 10 % of the employees in undertakings with 100 to 299 employees;
3) 30 employees in undertakings with at least 300 employees within 30 days.
Sec. 94/A (1) LC
Consultation préalable des syndicats (représentants des travailleurs): Oui
Sec. 94/B LC
Notification à l'administration publique: Oui
Sec. 94/D LC
Notification aux représentants des travailleurs: Oui
Sec. 94/B and 94/E LC
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
No criteria listed. Selection criteria are mentioned in sec. 94/B (1) b) as one of the elements to be communicated to the worker's representatives during the consultation process.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Oui
Art. 94/B (5) LC: elements to be considered in the course of the consultation process.
Règles de priorité de réembauche: Non
Indemnité de licenciement:
Sec. 95 LC.
Severance pay - following a dismissal (including on economic grounds) or the dissolution of the employer - varies according to the length of service, as follows:
* 1 month's pay for at least 3 years of service;
* 2 months' pay for at least 5 years of service;
* 3 months' pay for at least 10 years of service;
* 4 months' pay for at least 15 years of service;
* 5 months' pay for at least 20 years of service;;
* 6 months' pay for at least 25 years.
While workers who qualify as pensioner (62 year old) are not entitled to severance pay, workers between 57 and less than 62 are entitled to the above mentioned amount increased by 3 months' wages.
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0 mois
ancienneté ≥ 4 ans: 1 mois
ancienneté ≥ 5 ans: 2 mois
ancienneté ≥ 10 ans: 3 mois
ancienneté ≥ 20 ans: 5 mois
Indemnité de licenciement pour motif économique:
No specific redundancy payment. Severance pay covers any dismissal for economic reasons (sec. 95 LC).
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0 mois
ancienneté ≥ 2 ans: 0 mois
ancienneté ≥ 4 ans: 1 mois
ancienneté ≥ 5 ans: 2 mois
ancienneté ≥ 10 ans: 3 mois
ancienneté ≥ 20 ans: 5 mois
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non
Sec. 100 (4) LC
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie):
Compensation (in lieu of reinstatement): min. 2 months' pay and max. 12 months' pay
(In addition the employee shall be reimbursed for the lost wages and compensated for any damages arising from such loss.)
Sec. 100 (4) and (6) LC
Possibilité de réintégration dans l'emploi: Oui
Sec. 100 LC:
If the Court rules that the employment was unlawfully terminated, it must order reinstatement of the employee if he so requests. However, upon request of the employer and under certain conditions, the court can refrain from ordering reinstatement.
Conciliation préalable obligatoire: Non
However, the parties can resort to extra-judicial conciliation provided it is so stipulated in a collective agreement (sec. 199/A LC).
Courts ou tribunaux compétents: tribunal du travail
Labour Courts have jurisdiction in the first instance over disputes arising from the employment relationship. Appeals are heard by regular courts. (Sec. 16 of Act LXVI of 1997 on the organisation and administration of courts)
(http://ec.europa.eu/civiljustice/jurisdiction_courts/jurisdiction_courts_hun_en.htm)
Règlement des litiges individuels par arbitrage: Non
No statutory provision nor information found.