Références
Labour Code [LC]<br/>(Loi n° 028-2008-AN du 13 mai 2008 portant Code du Travail)
Date:
21 Aug 1970;
(voir dans NATLEX
»)
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires, armée, magistrature
Art 3 LC
Conventions collectives :
CDD reglementés: Oui
Motifs autorisés de recours au CDD: aucune limitation
Art. 49 LC
Nombre maximum de CDD successifs: aucune limitation
Art. 52 LC: no limitation.
However, if the competent court rules that the number of successive FTC is excessive, the contract is deemed to be of an indefinite duration, except in some specific situations: art. 54 LC.
Durée cumulée maximum de CDD successifs: aucune limitation
No specified limitation concerning the maximum cumulative duration. However, if the competent court rules that the number of successive FTC is excessive, the contract is deemed to be of an indefinite duration, except in some specific situations: art. 54 LC.
Note that a single fixed-term contract can not be concluded for more than 24 months for national workers or 36 months for foreign workers.
Durée maximale de la période d'essai (en mois): 6 mois
Art. 42 LC. The probationary period varies according to
the category of workers:
It amounts to:
*8 days for workers paid on a hourly or daily basis,
*3 months for executives, technicians and similar positions,
*1 month for the other workers.
It can be renewed once.
(6 months = probationary period for executives, technicians (...) renewed once)
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, race, couleur, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, affiliation et activités syndicales, handicap, statut VIH
Art. 4 and 71 LC.
See also 286 LC on trade union representatives and 147 LC on women on maternity leave.
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité
Art. 314 LC
Art. 147 LC: prohibition to dismiss women on maternity leave.
Forme de la notification du licenciement au travailleur: écrite
Art. 65 LC
Délai de préavis:
Art. 66 LC and 30 of the Inter-occupational Collective Agreement:
The notice period varies according to the category of workers, as follows:
* 1 month for workers paid on a monthly basis who are not executives, supervisors, technicians
* 8 days for workers paid on a hourly or daily basis
* 3 months for executives, supervisors, engineers, technicians and similar workers.
Indemnité compensatrice de préavis: Oui
Art. 68 LC
Notification à l'administration publique: Non
However, it is mandatory in the event of a dismissal of a workers' representative: art. 314 LC.
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
However, such approval is mandatory in the event of a dismissal of a workers' representative: art. 314 LC.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) Specific requirements applicable to any economic dismissal affecting more than 1 employee.
Art. 99 LC
Notification à l'administration publique Yes
Art. 101 LC.
Notification aux syndicats (représentants des travailleurs) Yes
Art. 102 LC
Notification aux représentants des travailleurs: Yes
Art. 101 LC
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
Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.
Règles de priorité de réembauche Yes
Art. 99 LC, art. 104 LC.
:
No provision in the LC. However, severance pay is governed by art. 35 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.
: 0 mois
: 0 mois
: 0.25 mois
: 0.5 mois
: 1 mois
: 1.25 mois
: 2.75 mois
: 6.75 mois
:
Same as severance pay: dismissals for economic reasons are covered by the Inter-occupational Collective Agreement.
: 0 mois
: 0 mois
: 0.25 mois
: 0.5 mois
: 1 mois
: 1.25 mois
: 2.75 mois
: 6.75 mois
travailleurs miniers: Non
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Compensation for unfair dismissal (absence of valid ground): maximum 18 months' pay.
* Compensation for unfair dismissal (absence of valid ground) : Art. 74 LC.
In addition art. 76 LC provides for compensation for failure to observe the prescribed procedure (absence of written notification or written justification) which shall amount to maximum 3 months' pay.
directeurs /cadres dirigeants: Oui
Art. 70 LC
police: Oui
Before bringing the dispute to court, the parties have the obligation to resort to extra-judicial conciliation before the Labour Inspector (art. 320 LC).
Art. 338 LC
Règlement des litiges individuels par arbitrage: Non