CDD reglementés: Oui

Remarks

FTCs are regulated by articles 25, 26 and 27 of Labour Code.
Article 25. The employment relationship or individual contract can be for a determined or indeterminate time.
Article 26. The employment contract is presumed to be concluded for an indefinite period, except when:
a) when the parties agree on a deadline;
b) when the term for the performance of the work or service is a function of their duration;
c) in the case of seasonal or cyclical work without prejudice to the provisions of collective agreements.
Article 27 provides that if a workers keeps working for the same employer for at least 30 days after the term of FTC, the contract will be considered for indefinite term.

Motifs autorisés de recours au CDD: aucune limitation

Remarks

Article 26. The employment contract is presumed to be concluded for an indefinite period, except when:
a) when the parties agree on a deadline;
b) when the term for the performance of the work or service is a function of their duration;
c) in the case of seasonal or cyclical work, respecting any provisions of collective agreements.

Nombre maximum de CDD successifs: 2

Remarks

Article 27 of Labour Code provides that the contract or employment relationship is considered for an indefinite period when it does not have a term. Likewise, when the term of the contract has expired for a specified time and the worker continues to provide his services for an additional thirty days, or when the term of his second extension has expired, continue working or extend it again.

Durée cumulée maximum de CDD successifs: aucune limitation

Durée maximale de la période d'essai (en mois): 30 jour(s)

Remarks

Article 28 of Labour Code provides that in indefinite term contracts, the parties may agree to a trial period of no more than thirty days during which any of them may terminate the employment relationship without any liability to them.

Excluded from protection against dismissal: Non

Remarks

See article 28 above.

Obligation d'informer le travailleur des raisons du licenciement Non

Remarks

The Labour Code does not have any provision determining that the employer should provide justification or previous notification to the worker concerning the dismissal.

Motifs autorisés (licenciement justifié): tout motif légitime

Remarks

There are no valid grounds for dismissal. According to article 41 of Labour Code, the termination of employment is possible due to a) expiration of term; b) death or permament incapcity of the employee (or employer, in case the situation prevents the proper functioning of the enterprise), c) court decision in criminal case, d) economic reasons, such as end of enterprise, e) force majeure, f) retirement of the employee.
However, according to the Labour Code, article 45, it is possible to dismiss a worker without any fair reason, in which case the worker is entitled to the payment of respective compensation, plus vacation period and Christmas bonus indemnities.
In case of disciplinary dismissals, which might occur up to 30 days of the fact that caused the dismissal, as defined by article 48, no severance payment is due, but the employer must have the authorization of the Departmental Labour Inspector, who will not be able to resolve without giving the worker a hearing. Once the dismissal is authorized, the case will go to the Inspector General of Labour, that will provide a final decision. The worker can still challenge the decision or the termination itself before the Labour Courts.

Motifs prohibés: grossesse, congé de matérnité, affiliation et activités syndicales

Remarks

According to Article 144 of Labour Code, the worker in a state of pregnancy or enjoying prenatal and postnatal leave may not be dismissed, except for just cause previously established by the Ministry of Labour.
Moreover, article 231 to 234 provide rules for protection against dimissals of employees involved in trade union activities. The dismissal would be only allowed with the authorization of Ministy of Labour.

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

Remarks

See articles 144, 231 and 234 of Labour Code.

Définition du licenciement collectif (nombre d'employés concernés): No statutory definition of collective dismissal for economic reasons and no threshold involved.

Remarks

Employers that definitively cease their activities due to economic reasons must get approval from the Ministry of Labour (article 41, d, LC). In case of dismissals due to economic reasons, article 42 provides that vacation pay and 13th salary must be paid, but standard procedures for individual dismissals can be applied to any other type of collective dismissals.
Article 38 of Labour Code also provides rules for suspension of the employment agreements, such as: a) lack of raw material, b) company´s shut-down ordered by competent authority following preventive or corrective reasons of hygiene or security, c) temporary closing-up of the establishment due to economic or technical reasons, d) fortuity or force majeure. The suspension of activities is also possible only after Ministry of Labour`s approval.

Consultation préalable des syndicats (représentants des travailleurs): Non

Notification à l'administration publique: Oui

Remarks

Dismissals due to economic reasons must be notified and authorized by Ministry of Labour (article 42, d, Labour Code).

Notification aux représentants des travailleurs: Non

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

Remarks

Dismissals due to economic reasons must be notified and authorized by Ministry of Labour (article 42, d, Labour Code).

Accord des représentants des travailleurs: Non

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

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

Règles de priorité de réembauche: Non