Labour Code [LC], Act No 97-17 of 1st December 1997 (Code du travail - available in French)
Date:1 Dec 1997;
(voir dans NATLEX »)
Act No. 2003-23 amending the Labour Code
(Loi n° 2003-23 du 20 août 2003, modifiant les articles L24 et L25 du Code du Travail et ajoutant un article L 85 bis même code - available in French)
Date:20 Aug 2003;
(voir dans NATLEX »)
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires, gens de mer
Art. L2 LC : "public employees".
Termination of employment in the maritime services is regulated by specific rules: the Merchant Marine Code, 1962.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
No list of specific reasons for resorting to fixed-term contract (art. L41 LC).
However, the use of a 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. L45 LC).
Nombre maximum de CDD successifs: 2
Art. L 42 (1) LC.
However, art. L42 and L43 LC establish exceptions to this rule for some categories of workers (agricultural workers, dockers, some seasonal workers) which are governed by specific regulations, and for some temporary activities.
In addition FTCs concluded for the execution of a specified piece of work are not renewable (Art. L44 LC).
Durée cumulée maximum de CDD successifs: 48mois
Art. L42 LC. No worker may conclude more than two FTCs with the same employer or renew a FTC more than once.
Art. L44 (2) LC. An FTC cannot be concluded for more than two years.
This limitation does not apply to FTCs concluded for the execution of a specified piece of work; such contracts are however not renewable.
Durée maximale de la période d'essai (en mois): 6 mois
Maximum 6 months including renewal: art. L38 LC.
Art. 11 of the inter-occupational collective agreement foresees specific trial periods according to the worker's category, as follows:
* 1 month for monthly paid workers, supervisors, technicians and similar workers;
* 3 months for engineers, managers;
* 8 days for workers paid on a hourly or daily basis.
The trial period can be renewed once.
Obligation d'informer le travailleur des raisons du licenciement:
Oui
Art. L50 LC
- Art. L56 LC: any fair reason
In addition there are some provisions on termination for economic reasons (Art. L60 LC) and summary dismissal for serious misconduct (art. L54LC).
Art. L56 LC and 7 of the Inter-occupational Collective Agreement on the prohibition of dismissal on the basis of trade union activities and membership, and on the basis of the opinions of the worker.
Art. L143 LC on the prohibition of dismissal during the suspension of the contract due to maternity leave (no reference to prohibition of dismissal on the basis of pregnancy)
Art. L1 (2) LC on the general prohibition of discrimination on the basis of origin, race, sex and religion.
Art. L214-217 LC: mandatory approval by the Labour Inspector prior to any dismissal of a workers' representative and specific remedies for wrongful dismissal.
Art. L143 LC on the prohibition of dismissal during the suspension of the contract due to maternity leave (no reference to prohibition of dismissal on the basis of pregnancy)
Forme de la notification du licenciement au travailleur: écrite
Art. L50 LC
Délai de préavis:
No specified duration in the Labour Code.
However, art 23 of the Inter-occupational Collective Agreements establishes specific duration of the notice period according to the worker's category.
For non-executive monthly paid workers,the notice period is 1 month.
The duration of the notice period is 3 months for executives and similar workers. For blue collar-workers and permanent staff paid on a hourly, daily or weekly basis, notice period varies according to the worker's category and length of service, as follows:
* Less than one year of service: 8 days (categories 1 to 4) / 15 days (categories 5 to 7)
* From 1 to 5 years of service: 15 days (categories 1 to 4) / 15 days (categories 5 to 7)
* More than 5 years: 1 month (categories 1 to 4) / 1 month (categories 5 to 7)
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. L53 LC
Notification à l'administration publique: Non
Except in case of an individual dismissal based on economic grounds (art. L60 to L62 LC) and any dismissal of a workers' representative (art. L214 LC).
Notification aux représentants des travailleurs: Non
Except in case of an individual dismissal based on economic grounds: art. L60 and 62 LC.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
However, approval is mandatory prior to the dismissal of a workers' representative: art. L214 LC.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés): No legal definition. Specific requirements apply to any economic dismissal of one or more employees.
Art. L60 LC refers to any collective or individual dismissal based on economic grounds.
Consultation préalable des syndicats (représentants des travailleurs): Oui
Art. L60 LC
Notification à l'administration publique: Oui
Art. L60 to L62 LC
Notification aux représentants des travailleurs: Oui
Art. L60 to L62 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): Oui
Art. L62 LC
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Oui
Art. L61 LC: With the aim of avoiding redundancy, the employer must consult the staff representatives and ascertain whether other possibilities, such as reduction of working time, training or reassignment of staff may avert the proposed dismissals.
Règles de priorité de réembauche: Oui
Art. L62 LC: priority right to re-employment for 2 years.
Indemnité de licenciement:
No provision in the LC. However, severance pay is governed by art. 30 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:
*25% per year during the first 5 years
*30% per year during the subsequent 5 years
*40% per year after the tenth year.
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0.25 mois
ancienneté ≥ 4 ans: 1 mois
ancienneté ≥ 5 ans: 1.25 mois
ancienneté ≥ 10 ans: 2.75 mois
ancienneté ≥ 20 ans: 6.75 mois
Indemnité de licenciement pour motif économique:
Art. L62 LC: when a worker is dismissed on economic grounds, he or she will be entitled to 1 month's gross wages in addition to severance pay.
ancienneté ≥ 6 mois: 1 mois
ancienneté ≥ 9 mois: 1 mois
ancienneté ≥ 1 an: 1.25 mois
ancienneté ≥ 2 ans: 1.5 mois
ancienneté ≥ 4 ans: 2 mois
ancienneté ≥ 5 ans: 2.25 mois
ancienneté ≥ 10 ans: 3.75 mois
ancienneté ≥ 20 ans: 7.75 mois
1) Individual dismissal (non-economic and except for serious misconduct): severance pay.
2) Economic dismissal (individual and collective): redundancy payment = severance pay + 1 month's gross wages.
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui
Art. L56 LC
Possibilité de réintégration dans l'emploi: Oui
Art. L217 LC. Reinstatement when a worker's representative has been dismissed without prior authorization from the Labour Inspector.
Conciliation préalable obligatoire: Oui
Art. L251 LC: conciliation is part of the procedure to be followed before the labour courts.
Courts ou tribunaux compétents: tribunal du travail
Art. L229 LC
Règlement des litiges individuels par arbitrage: Non