Références
Labour Code of Albania No. 7961 of July 12, 1955, as last amended by Law No. 10053 of December 29, 2008.
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Catégories de travailleurs exclues:
CDD reglementés:
Art. 140(2) LC states that as a rule, the employment contract shall be concluded for an indefinite period. The contract of employment for a specified period must be justified by objective reasons or related to the temporary nature of the task. If the contract duration is not determined accurately by the parties entering into the contract, the contract shall be treated as the one of indefinite period.
Motifs autorisés de recours au CDD: raisons matérielles et objectives
The contract of employment for a specified period must be justified by objective reasons or related to the temporary nature of the task. If the contract duration is not determined accurately by the parties entering into the contract, the contract shall be treated as the one of indefinite period.(Art. 140 LC)
Nombre maximum de CDD successifs: aucune limitation
Durée cumulée maximum de CDD successifs: aucune limitation
However, after the contract period expires and the parties to the contract quietly extend its duration beyond the initial period, the second contract quietly extended shall be considered as a contract of indefinite duration. (Art. 149.2 LC)
Durée maximale de la période d'essai (en mois): 3 mois
Art. 142 LC
Excluded from protection against dismissal:
Art. 142 LC states that during the trial period, each party may terminate the contract by notifying the other party of its decision at least 5 days in advance.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: état matrimonial, grossesse, responsabilités familiales, race, couleur, sexe, religion, opinion politique, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, statut financier, exercice d'un droit, naissance, remplir des obligations civiques
Art. 146 LC lists the above mentioned prohibited grounds of termination. Moreover, the law states that if the contract is terminated without cause, the employee has the right to sue the employer in a court of law within 180 days of the expiration of the notice. When improper motive has been discovered after the expiration of this 180 days period, the employee must file the claim within 30 days from the date of discovery of the motive.(Art. 146.1 LC)
Termination of the contract without cause is invalid. The employer has terminated the contract without cause, is obliged to pay the employee an indemnity up to a year in wages. For employees in public administration, where there is a final court decision to return the worker to his/hers previous job, the employer is required to implement this decision.
Art. 105/a(2) LC - Provisions on maternity protection in relation to the termination of employment
Art. 107 LC - on maternity protection and adoption
Art. 9 LC - general provision on prohibition of discrimination
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales
Art. 146 LC
Art. 105/a(2) LC - Provisions on maternity protection in relation to the termination of employment
Art. 107 LC - on maternity protection and adoption
Art. 9 LC - general provision on prohibition of discrimination
Forme de la notification du licenciement au travailleur: écrite
Art. 144.1 LC
Délai de préavis:
Art. 143 provides with following minimum notice periods:
1. up to six months's service- two weeks' notice;
2.for more than six months up to one year-one month notice;
3.for more than one year of service to five years-two months' notice;
4.for more than five years of service-three months' notice.
Indemnité compensatrice de préavis:
The Labour Code does not explicitly provide with the pay in lieu of notice. However in case the employer does not notify the employer of the intention to terminate the contract at least 72 hours prior to the real notice- in order to set up a meeting and discuss the motives, the employer shall pay the employee an indemnity of two months salary, added to other possible remedies. Termination of the contract in violation of this provision remains valid. (Art. 142 LC)
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés)
Art. 148.1 LC defines collective dismissal as a termination of employment by the employer for the reasons not related to the employee where the number of dismissals within 90 days is
(a) at least 10 in enterprises employing up to 100 employees;
(b) 15 in enterprises employing 100-200 employees;
(c) 20 in enterprises employing 200-300 employees; and
(d) 30 in enterprises employing more than 300 employees.
Notification à l'administration publique Yes
According to the Art. 148.2 LC the employer must notify the workers' representatives and the notice shall contain in particular the reasons for dismissal, the number of employees to be dismissed, the number of workers normally employed and the time frame during which it is planned to execute these dismissals.
Notification aux syndicats (représentants des travailleurs) Yes
Art. 148.2 LC
Notification aux représentants des travailleurs: Yes
Yes, art. 148.2 LC
Accord des syndicats (représentants des travailleurs) No
However, art. 148.4 LC states that the employer shall notify in writing the Ministry of Labour and Social Affairs on the completion of the consultations with workers representatives.
Unless the parties have agreed, the Ministry of Labour and Social Affairs helps the parties to reach an agreement within 20 days from the date of the notice provided for to the relevant Ministry, unless the employer agrees to a longer duration. Ministry of Labour and Social Affairs can not prevent the collective dismissals.
Accord des représentants des travailleurs No
However, the consultations are held with workers representatives within 20 days from the date of notice provided to the workers representatives. The aim of these consultations is finding a solution in order to avoid or reduce the collective dismissals and as well as to mitigate their consequences. (Art. 148.3 LC)
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
Art. 148.7 LC
Règles de priorité de réembauche No
tenure ≥ 6 mois: 0 mois.
tenure ≥ 9 mois: 0 mois.
tenure ≥ 1 an: 0 mois.
tenure ≥ 2 ans: 0 mois.
tenure ≥ 4 ans: 2 mois.
tenure ≥ 5 ans: 2.5 mois.
tenure ≥ 10 ans: 5 mois.
tenure ≥ 20 ans: 10 mois.
tenure ≥ 6 mois: 0 mois.
tenure ≥ 9 mois: 0 mois.
tenure ≥ 1 an: 0 mois.
tenure ≥ 2 ans: 0 mois.
tenure ≥ 4 ans: 2 mois.
tenure ≥ 5 ans: 2.5 mois.
tenure ≥ 10 ans: 5 mois.
tenure ≥ 20 ans: 10 mois.
travailleurs miniers: Oui
The employee who has been unjustifiably dismissed in entitled to a compensation, however there are some legal limits on this prescribed by the Labour Code. (Art. 146 LC).
: Oui
Art. 146.3 LC states that in the case of unjustified termination the employer is obliged to pay the employee an indemnity up to a year in wages, which are then added to the wage that he/she should get because of the breach of the term of notice.
Oui
Art. 146.3 LC states that in the case of unjustified termination the employer is obliged to pay the employee an indemnity up to a year in wages, which are then added to the wage that he/she should get because of the breach of the term of notice.
police: Non
Art. 172 LC
Règlement des litiges individuels par arbitrage: Non