CDD reglementés: Oui

Remarks

Rules on the use of FTCs are contained in art. 51-56 LC.

Motifs autorisés de recours au CDD: raisons matérielles et objectives

Remarks

No list of specific reason for resorting to fixed-term contract (art. 51 LC). However, the use of FTC to fill in, on a lasting basis, positions connected with the normal and permanent activity of an undertaking is prohibited and such contract would be deemed concluded for a indefinite period (see art. 51 and 56 LC).
Art. 54 LC regulates FTCs concluded for an unspecified: these are permitted if they are concluded for the replacement of a temporarily absent worker, for the length of a season, for an occasional increase in workload or for work that does not form part of the customary activities of the enterprise.

Nombre maximum de CDD successifs: aucune limitation

Remarks

No limitation provided that the total duration of the fixed-term employment relationship does not exceed 2 years (art. 53 LC).
Contracts of a limited duration but with an unspecified term (seasonal work, temporary replacement of a worker, temporary increase volume of work) can be renewed without any limitation (art. 55 LC).

Durée cumulée maximum de CDD successifs: 24mois

Remarks

Art. 53 LC.
However, the maximum cumulative duration is not applicable to those contracts with a limited but unspecified duration (seasonal work, temporary replacement of a worker, temporary increase volume of work). (art. 55 LC)

Durée maximale de la période d'essai (en mois): 6 mois

Remarks

Art. 45 LC:
The probationary period is optional. It must be established in writing and can not be concluded or renewed for a period longer than the time required to test the worker's skills, given the technology and practice of the profession. The maximum duration of trial period and its renewal is set by collective agreements. or in their absence, by Ministerial orders.
The maximum probationary period for permanent contracts cannot exceed 6 months, including renewals. It is is extended to one year for workers hired outside of Niger.

Note: The 1972 Inter-occupational Collective Agreement in appendix No 1. establishes the duration of the probationary period according to the worker's category:
- 8 days for hourly, daily or weekly paid workers;
- 1 month for monthly paid workers;
- 1 to 3 months for first-line supervisors and technicians;
- 3 months for engineers, and executives
- 6 months for senior executives.

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

Remarks

Dismissals based on the worker's conduct or capacity: art. 72 LC.
Dismissal on economic grounds: art 77 LC.

Motifs autorisés (licenciement justifié): tout motif légitime

Remarks

Art. 71 LC: valid reasons ("motifs légitimes") connected with the worker's conduct, capacity or operational requirements of the undertaking.

Motifs prohibés: état matrimonial, grossesse, congé de matérnité, avoir déposé une plainte contre l'employeur, maladie ou accident professionel temporaire, race, couleur, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap

Remarks

See art. 5 LC: general prohibition of discrimination on the grounds of sex, age, national origin, race, religion, colour, political or religious opinion, social origin, disability, trade union membership or non-membership, with respect to hiring, training, wages... disciplinary sanctions and termination of employment.

Art. 71 LC lists unfair reasons for dismissal. There are:
- the above-mentioned groubds for discrimination;
- seeking office as, or acting or having acted in the capacity of, a workers' representative;
- the filing of a complaint or the participation in proceedings against an employer involving alleged violation of laws or regulations or recourse to competent administrative authorities;
- marital status, pregnancy, temporary absence from work because of illness or injury.

Art. 103 LC: prohibition of dismissal during maternity leave.

Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité

Remarks

* Art. 216 LC: prior authorization of the labour inspectorate required before any dismissal of a workers' representative
* Pregnant women and women on maternity leave: No prohibition of dismissal during the entire period of pregnancy, but only during maternity leave (14 weeks, incl. 8 weeks after giving birth): art. 103 LC.

Forme de la notification du licenciement au travailleur: écrite

Remarks

See art. 77 LC (economic dismissals) and 83, al. 2 LC (summary dismissal). No such specific requirement for any other dismissal in the LC. However, see art. 28, 1972 Inter-occupational Collective Agreement that specifically requires that notification be written.

Délai de préavis:

Remarks

No specified duration in the LC. However,the 1972 Inter-occupational Collective Agreement in appendix No 1. establishes the duration of the notice period according to the worker's category, as follows:
- 1 month for monthly paid workers;
- 8 days for hourly, daily or weekly paid workers;
- 1 month for first-line supervisors ("agents de maîtrise") and technicians;
- 3 months for engineers, executives and senior executives.

ancienneté ≥ 6 mois:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 8 jour(s).
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 9 mois:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 8 jour(s).
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 2 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 8 jour(s).
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 4 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 8 jour(s).
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 5 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 8 jour(s).
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 10 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 8 jour(s).
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 20 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 8 jour(s).
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

Indemnité compensatrice de préavis: Oui

Remarks

Art. 83 LC

Notification à l'administration publique: Non

Remarks

Except in case of a dismissal of a workers' representative (art. 216 LC) and an economic dismissal (art. 73 LC).

Notification aux représentants des travailleurs: Non

Remarks

Except in case of an economic dismissal (art. 73 LC).

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks

Except for the dismissal of a workers' representative: art. 216 LC.

Accord des représentants des travailleurs: Non

Définition du licenciement collectif (nombre d'employés concernés): No definition of collective dismissal.
Reference to economic dismissal of one or more employees.

Remarks

Art. 73 LC

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks

Art. 73 to 76 LC

Notification à l'administration publique: Oui

Remarks

Art. 73 and 77 LC

Notification aux représentants des travailleurs: Oui

Remarks

Art. 73 LC

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks

However, approval is mandatory in the event of a dismissal of a workers' representative: art. 216 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks

Art. 74 LC: professional skills, length of service and family responsibilities.

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

Remarks

However, art. 75 LC gives the possibility to each participant in the consultation meeting to formulate proposals aiming at avoiding dismissals or mitigating their adverse effects.

Règles de priorité de réembauche: Oui

Remarks

Art. 80 LC: priority right to re-employment for 2 years.

Notes / Remarques

Notes

These procedural requirements apply any dismissal (individual or collective) based on economic grounds.

Indemnité de licenciement:

Remarks

No provision in the LC. However, severance pay is governed by art. 34 of the Inter-occupational Collective Agreement:
A worker is entitled to severance pay provided he has been employed continuously for a period of at least one year and he has not committed any serious misconduct. Severance pay corresponds to a percentage of the monthly overall wages per year of service and is set according to the length of service as follows:
*20% per year during the first 5 years
*30% per year from the 6th to the 10th year
*35% per year after the tenth year.

ancienneté ≥ 6 mois: 0 mois

ancienneté ≥ 9 mois: 0 mois

ancienneté ≥ 1 an: 0.2 mois

ancienneté ≥ 4 ans: 0.8 mois

ancienneté ≥ 5 ans: 1 mois

ancienneté ≥ 10 ans: 2.5 mois

ancienneté ≥ 20 ans: 6 mois

Indemnité de licenciement pour motif économique:

Remarks

Severance pay + specific additional payment of 1 month's gross wages for individual and collective dismissals on economic grounds (art. 79 LC).

ancienneté ≥ 6 mois: 1 mois

ancienneté ≥ 9 mois: 1 mois

ancienneté ≥ 1 an: 1.2 mois

ancienneté ≥ 2 ans: 1.4 mois

ancienneté ≥ 4 ans: 1.8 mois

ancienneté ≥ 5 ans: 2 mois

ancienneté ≥ 10 ans: 3.5 mois

ancienneté ≥ 20 ans: 7 mois

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

Remarks

Art. 84 Paragraph2 and 85 LC: The amount of damages for unfair dismissal is fixed by the Court, in light of any circumstances establishing the existence and the extent of the harm incurred, including the local custom, the type and importance of the services rendered, the employee's seniority and age, any deductions or payments made to a retirement plan, and other established right.

Possibilité de réintégration dans l'emploi: Non

Remarks

Damages are the only remedy available for unfair dismissal.

Conciliation préalable obligatoire: Oui

Remarks

Art. 294 LC: conciliation shall be part of the procedure before the labour court.

In addition, before starting any judicial proceedings, the parties can resort to extra-judicial conciliation before the Labour Inspectorate (art. 306 LC).

Courts ou tribunaux compétents: tribunal du travail

Remarks

Art. 278 LC

Règlement des litiges individuels par arbitrage: Non

Remarks

In the LC, Arbitration is only foreseen for the resolution of collective labour disputes.