Références
Champ d'application
Taille des entreprises exclues (≤): aucune
However, art. 116 LC defines collective dismissal for economic reasons as any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months. This leads in practice to the non applicabilty of collective dismissal regulation to enterprises with less than 10 workers.
Catégories de travailleurs exclues: aucune
Art. 7 LC
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 95 LC regulates fixed-term contracts of employment.
Art. 101 LC provides the possibility to conclude a contract of employment of up to 2-month duration.
Nombre maximum de CDD successifs: aucune limitation
Durée cumulée maximum de CDD successifs: aucune limitation
Previously: 5 years
Art. 95 LC was amended by Law No. 117-N of 24 July 2010 as follows:
"1. A contract is signed for a definite period of time, if the labor relations cannot be determined for an indefinite period of time, taking into account the nature of the work to be done or the terms of fulfillment, if there is not any other specification by this code or by the laws.
2. A labor contract for a definite period of time can be signed for a definite period of time or in terms of calendar days, or by determination of completion of works defined by the labor contract.
3. Contracts for a definite period of time are also signed with:
a. workers in elective positions for the elected period of time
b. workers combining jobs
c. workers performing seasonal jobs
d. workers performing temporary work (up to two months)
e. workers substituting other temporarily absent workers
f. foreigners for the period of for work permission or for the period of validity of resident’s right”
Durée maximale de la période d'essai (en mois): 6 mois
Art. 92 LC: the probationary period cannot exceed 3 months. However the probationary period up to 6 months may be established by law for some categories of workers.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: état matrimonial, grossesse, congé de matérnité, responsabilités familiales, avoir déposé une plainte contre l'employeur, maladie ou accident professionel temporaire, race, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, langue, participation à une grève légale, prendre légalement ses congés
Art. 114 LC
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales, travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Forme de la notification du licenciement au travailleur: écrite
Art. 115 LC
Délai de préavis:
Article 115 LC as amended by Law No. 117-N of 24 July 2010 reads as follows:
“(...) the employer is obliged to notify in written form
the worker who has worked up to one year not later than 14 days prior,
the worker having worked from a year to five years- 35 days prior,
the worker having worked from 5 to 10 years - 42 days prior,
the worker having worked up to 15 years- 49 days prior,
the worker having worked for more than 15 years - 60 days prior. (...)"
Indemnité compensatrice de préavis: Oui
Art. 115 LC - in case of non-respect of the notice period, the employer must compensate the worker for each day of the notice period on the basis of worker' average wage.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Art. 119 provides that any elected representative of workers may be dismissed only with prior consent of representative body of workers.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) The collective dismissal for economic reasons is any dismissal concerning at least 10 workers or more than 10% of the workforce during the period of 2 months.
Art. 116 LC
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) Yes
Art. 116: The employer must, 3 months in advance, inform the public employment service on the number of contemplated collective dismissals for economic reasons.
Notification aux représentants des travailleurs: Yes
Art. 116: The employer must, 3 months in advance, inform workers' representatives on the number of contemplated collective dismissals for economic reasons.
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs No
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...) No
Règles de priorité de réembauche Yes
Art. 113: Before any dismissal for economic reasons, the employer must propose to the worker any transfer or vocational training within the available possibilities in the enterprise.
:
Art. 129 LC
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
:
Art. 129 LC
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): If the worker's reinstatement is impossible, the tribunal obliges the employer to pay the worker the average wages for the period of the "imposed non-work" since the date of the dismissal.
Art. 265 LC
directeurs /cadres dirigeants: Oui
Art. 265 LC
police: Non
Art. 264 LC
Règlement des litiges individuels par arbitrage: Non
Durée de la procédure:
Art. 265: the worker may bring a complaint about his or her dismissal to the tribunal within the period of two months after receiving the notification about the termination of his or her employment.