Labour Code, entered into force on 1st July 2009 (in Russian) as last amended by Law No 15 dated January 18, 2012
Date:18 Jan 2012;
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Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: directeurs /cadres dirigeants
Group of workers excluded from Art.5 LC are:
1) members of the enterprises’ boards of directors;
2) workers under civil law contracts;
3) other persons, if it is established by the legislation of Turkmenistan.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 18 LC
Durée cumulée maximum de CDD successifs: 5annu00e9e(s)
Art. 18 LC
Durée maximale de la période d'essai (en mois): 6 mois
Art. 28 LC: The probationary period cannot exceed 3 months for workers and 6 months for managerial employees.
Obligation d'informer le travailleur des raisons du licenciement:
Oui
Art. 40 and art. 44 LC
Art. 42 LC provides that the reasons for dismissal can be the following:
- 1) liquidation of the enterprise or termination of activities by an individual employer;
- 2) a reduction in the number or staff of workers, including in connection with changes in production technology, organization of labor, reduction in the volume of work;
- 3) the employee’s inconsistencies with the position held or the work performed due to insufficient qualifications, including those confirmed by the certification results;
- 4) change of the owner of the enterprise (in relation to the head of the enterprise, his deputies and the chief accountant) in accordance with the first part of Article 37 of this Code;
- 5) absence from work for more than four months in a row due to temporary disability, not counting the period of maternity leave, unless the legislation of Turkmenistan establishes a longer term for maintaining a place of work (position) for a specific disease. For employees who have lost their ability to work due to labor injury or occupational disease, the place of work (position) is maintained until the restoration of working capacity or the establishment of disability;
- 6) systematic non-performance by an employee without valid excuses of employment duties assigned to him by the employment contract or the internal labor regulations of the enterprise, if the employee has previously been subject to disciplinary measures;
- 7) absenteeism, including absence from work without good reason for more than three hours during the working day;
- 8) appearance at work in a state of alcoholic, narcotic or other toxic intoxication;
- 9) the disclosure of secrets protected by the legislation of Turkmenistan (state, commercial, official and other), which became known to the employee in connection with the performance of his job duties;
- 10) commission at the place of work of embezzlement of property, embezzlement, its deliberate destruction or damage established by a valid court verdict or decision of the body whose competence includes the imposition of an administrative penalty;
- 11) violation by an employee of labor protection requirements, if this violation entailed grave consequences (work accident, accident, catastrophe) or deliberately created a real threat of such consequences;
- 12) in case of revealing the fact of submission by the employee to the employer of forged documents or knowingly false information when concluding an employment contract;
- 13) stipulated by the employment contract with the head of the enterprise, members of the executive body of the enterprise;
- 14) in other cases established by this Code.
Art. 7 LC: prohibition of discrimination in employment based on: nationality, race, sex, origin, property or employment status, residence, language, age, religion, political beliefs, party affiliation or lack of affiliation to any party.
Art. 241 LC
Art. 257 LC
Forme de la notification du licenciement au travailleur: écrite
Art. 44 LC
ancienneté ≥ 6 mois:
ancienneté ≥ 9 mois:
ancienneté ≥ 1 an:
ancienneté ≥ 2 ans:
ancienneté ≥ 4 ans:
ancienneté ≥ 5 ans:
ancienneté ≥ 10 ans:
ancienneté ≥ 20 ans:
Indemnité compensatrice de préavis: Oui
Art. 44(2) LC
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Oui
Art. 45 LC: Any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Oui
Art. 45 LC: Any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.
Définition du licenciement collectif (nombre d'employés concernés): No
Consultation préalable des syndicats (représentants des travailleurs): Oui
Art. 44(6) LC: The employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
In addition, Art. 45 LC: Any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.
Notification à l'administration publique: Oui
Art. 44(6) LC: The employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
Notification aux représentants des travailleurs: Oui
Art. 44(6) LC: The employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Oui
Art. 44(6) LC: The employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
In addition, Art. 45 LC: Any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui
Art. 54 LC: During collective redundancies, the workers with higher productivity and qualification have the preferential right to keep their job. At equal productivity and qualification, the preference not to be dismissed is given to such categories of workers as workers with the tenure of at least 10 years in the entreprise, people with disabilities, workers with two and more dependants, young specialists etc.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...):
Règles de priorité de réembauche:
ancienneté ≥ 6 mois: 2 semaine(s)
ancienneté ≥ 9 mois: 2 semaine(s)
ancienneté ≥ 1 an: 2 semaine(s)
ancienneté ≥ 4 ans: 2 semaine(s)
ancienneté ≥ 5 ans: 2 semaine(s)
ancienneté ≥ 10 ans: 2 semaine(s)
ancienneté ≥ 20 ans: 2 semaine(s)
Indemnité de licenciement pour motif économique:
Art. 54 LC
ancienneté ≥ 6 mois: 2 mois
ancienneté ≥ 9 mois: 2 mois
ancienneté ≥ 1 an: 2 mois
ancienneté ≥ 2 ans: 2 mois
ancienneté ≥ 4 ans: 2 mois
ancienneté ≥ 5 ans: 2 mois
ancienneté ≥ 10 ans: 2 mois
ancienneté ≥ 20 ans: 2 mois
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui
Art. 56 LC
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Art. 56 LC: The judge is free to decide on compensation for unfair dismissal, whose amount cannot be less than three-month wages.
Possibilité de réintégration dans l'emploi: Oui
Art. 56 LC
Conciliation préalable obligatoire: Non
Courts ou tribunaux compétents: juridiction ordinaire
Règlement des litiges individuels par arbitrage: Non
Art. 370 LC established the order of creating a commission for labour disputes (collective).