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.

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).

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).

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).

Sec. 79 (5) LC.
However, this restriction does not apply to executives employees (sec. 190 (1) LC).

Source: Eurostat, as of fourth trimester 2011.
The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
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."

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.

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.

Sec. 89 LC

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.

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

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.

Sec. 94/A (1) LC

Sec. 94/B LC

Sec. 94/D LC

Sec. 94/B and 94/E LC

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.

Art. 94/B (5) LC: elements to be considered in the course of the consultation process.

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.

No specific redundancy payment. Severance pay covers any dismissal for economic reasons (sec. 95 LC).

Sec. 100 (4) LC

Sec. 100 (4) and (6) LC

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.

However, the parties can resort to extra-judicial conciliation provided it is so stipulated in a collective agreement (sec. 199/A LC).

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)

No statutory provision nor information found.