CDD reglementés: Oui

Motifs autorisés de recours au CDD: raisons matérielles et objectives

Remarks

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

Remarks

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

Remarks

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

Remarks

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

Remarks

Art. L50 LC

Motifs autorisés (licenciement justifié): tout motif légitime

Remarks

- 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).

Motifs prohibés: congé de matérnité, race, sexe, religion, opinion politique, origine sociale, affiliation et activités syndicales

Remarks

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.

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

Remarks

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

Remarks

Art. L50 LC

Délai de préavis:

Remarks

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:

  • cadres et assimilés: 3 mois.
  • travailleur payés au mois: 1 mois.
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 1 à 4): 8 jour(s).
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 5 à 7): 15 jour(s).

ancienneté ≥ 9 mois:

  • cadres et assimilés: 3 mois.
  • travailleur payés au mois: 1 mois.
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 1 à 4): 8 jour(s).
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 5 à 7): 15 jour(s).

ancienneté ≥ 2 ans:

  • cadres et assimilés: 3 mois.
  • travailleur payés au mois: 1 mois.
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 1 à 7): 15 jour(s).

ancienneté ≥ 4 ans:

  • cadres et assimilés: 3 mois.
  • travailleur payés au mois: 1 mois.
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 1 à 7): 15 jour(s).

ancienneté ≥ 5 ans:

  • cadres et assimilés: 3 mois.
  • travailleur payés au mois: 1 mois.
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 1 à 7): 1 mois.

ancienneté ≥ 10 ans:

  • cadres et assimilés: 3 mois.
  • travailleur payés au mois: 1 mois.
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 1 à 7): 1 mois.

ancienneté ≥ 20 ans:

  • cadres et assimilés: 3 mois.
  • travailleur payés au mois: 1 mois.
  • ouvriers payés à l'heure, à la journée, à la semaine (catégories 1 à 7): 1 mois.

Indemnité compensatrice de préavis: Oui

Remarks

Art. L53 LC

Notification à l'administration publique: Non

Remarks

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

Remarks

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

Remarks

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.

Remarks

Art. L60 LC refers to any collective or individual dismissal based on economic grounds.

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks

Art. L60 LC

Notification à l'administration publique: Oui

Remarks

Art. L60 to L62 LC

Notification aux représentants des travailleurs: Oui

Remarks

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

Remarks

Art. L62 LC

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

Remarks

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

Remarks

Art. L62 LC: priority right to re-employment for 2 years.

Indemnité de licenciement:

Remarks

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:

Remarks

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

Notes / Remarques

Notes

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

Remarks

Art. L56 LC

Possibilité de réintégration dans l'emploi: Oui

Remarks

Art. L217 LC. Reinstatement when a worker's representative has been dismissed without prior authorization from the Labour Inspector.

Conciliation préalable obligatoire: Oui

Remarks

Art. L251 LC: conciliation is part of the procedure to be followed before the labour courts.

Courts ou tribunaux compétents: tribunal du travail

Remarks

Art. L229 LC

Règlement des litiges individuels par arbitrage: Non