Références
Labour Code [LC], Act No 95-15 of 12 January 1995 as amended by Act n° 97-400 of 11 July 1997<br/>(Code du Travail - in French only)
Date:
20 Aug 1970;
(voir dans NATLEX
»)
Decree No. 96-195 on probationary employment and the length of the probationary period<br/>(Décret relatif à l'engagement à l'essai et à la durée de la période d'essai - in French only)
Date:
20 Aug 1970;
(voir dans NATLEX
»)
Decree No 96-200 on the length of the notice period <br/>(Décret relatif à la durée du préavis de rupture du contrat de travail - in French only)
Date:
20 Aug 1970;
(voir dans NATLEX
»)
Decree No 96-201 on severance allowance<br/>(Décret relatif à l'indemnité de licenciement - in French only)
Date:
20 Aug 1970;
(voir dans NATLEX
»)
Decree N° 96-287 on employment contracts<br/>(Décret no 96-287 du 3 avril 1996 relatif au contrat de travail - in French only)
Date:
20 Aug 1970;
(voir dans NATLEX
»)
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires
Art. 2 LC
Conventions collectives :
CDD reglementés: Oui
Motifs autorisés de recours au CDD: aucune limitation
Art. 14.1 LC
Nombre maximum de CDD successifs: aucune limitation
Art. 14.5 LC
Durée cumulée maximum de CDD successifs: 24mois
Art. 14.5 LC.
This limitation does not however apply to contracts with an unspecified term (i.e : contracts concluded to temporarily replace a worker who is absent, contract concluded to carry out seasonal work or temporary extra work) : art. 14.6 and 14-7 LC.
Durée maximale de la période d'essai (en mois): 6 mois
Art. 2 Decree N° 96-195.
The probationary period varies according to the category of workers as follows:
*1 month for monthly paid workers;
*2 months for supervisors, technicians ans similar workers;
*3 months for engineers, managers, high-level technicians and similar workers;
*8 days for workers paid on a hourly or daily basis.
It can be renewed once.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, race, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, statut VIH
Art. 4 LC
Art. 23.3 and 23.5 LC
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité
Art. 61.7 LC : prior authorization from the Labour Inspector required for the dismissal of worker's representatives.
Art. 62.3 LC: prior authorization from the Labour Inspector required for the dismissal of trade union representatives.
Art. 23.3 and 23.5 LC: prohibition to dismiss pregnant women and women on maternity leave.
Forme de la notification du licenciement au travailleur: écrite
Art. 16.4 LC.
Délai de préavis:
See art. 1 Decree N°96-200, 7 March 1996:
1) Monthly-paid workers belonging to categories 1 to 5, the length of the notice period is:
- up to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.
2) Monthly-paid workers belonging to categories 5 to 10:
- up to 16 years of service: 3 months;
- above 16 years of service: 4 months.
3) Workers paid on a hourly, daily, weekly and fortnightly basis:
- up to 6 months of service: 8 days;
- between 6 months and 1 year of service: 15 days;
- 1 to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.
Notice period is doubled for workers having at least 6 months of service and suffering from permanent partial disabilities (over 40%).
Indemnité compensatrice de préavis: Oui
Art. 16.6 LC.
Notification à l'administration publique: Non
Except in case of dismissal of a workers' representative: (art. 61.7 LC) and in the case of an individual economic dismissal (art. 16.7 and 16.8 LC).
Notification aux représentants des travailleurs: Non
Except in the case of an individual economic dismissal: art. 16.7 and 16.8 LC.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Except in case of dismissal of a workers' representative: art. 61.7 LC.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) No legal definition of collective dismissal. However, the Labour Code provides for a definition of economic dismissal and refers to more than 1 employee.
Art. 16.7 LC:
- The employer who intends to dismiss more than one worker for economic reasons must, before making his or her decision, arrange a meeting to consult with the workers' representatives who may be accompanied by trade union representatives (...)
- A dismissal ordered by an employer because of job dislocations and operational changes, due mainly to technological changes and restructuring, or to economic difficulties which are of such a nature as to compromise its operations and the financial equilibrium of the undertaking, will constitute a dismissal for economic reasons.
Notification à l'administration publique Yes
Art. 16.7 and 16.8 LC
Notification aux syndicats (représentants des travailleurs) Yes
Art. 16.7-16.9 LC
Notification aux représentants des travailleurs: Yes
Art. 16.7 and 16.8 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
No criteria listed in the LC (Art 16.8 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation).
Priority rules are listed in art. 38, §§ 1-2 of the 1977 Inter-occupational Collective Agreement. These are: professional skills, job tenure and family responsibilities. However, this part of article 38 has been implicitly abrogated by the articles of the labour Code that regulate collective dismissal.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
No provision in the LC. However priority right to re-employment is foreseen in art. 38, § 3 of the 1977 Inter-occupational Collective Agreement (1977)
Règles de priorité de réembauche No
Notes / Remarques
The procedures established by the LC apply to both individual and collective dismissals based on economic grounds.
:
Art. 3 Decree N°96-200.
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 for each year of service and is set according to the length of service as follows:
* 30% up to and including the fifth year;
* 35% from the sixth to the tenth year;
* 40% above 10 years of service.
: 0 mois
: 0 mois
: 0.3 mois
: 0.6 mois
: 1.2 mois
: 1.5 mois
: 3.25 mois
: 7.25 mois
:
No specific redundancy payment: severance pay covers dismissals for economic reasons.
: 0 mois
: 0 mois
: 0.3 mois
: 0.6 mois
: 1.2 mois
: 1.5 mois
: 3.25 mois
: 7.25 mois
travailleurs miniers: Non
Art. 16.11 LC
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Maximum 18 months' pay.<br/>
Art. 16.11 LC
directeurs /cadres dirigeants: Non
police: Oui
Art. 81.22 LC: conciliation shall be part of the procedure before the labour court.
Note also that pursuant to art. 81.1 LC, the dispute can be brought to the Labour Inspector for extra-judicial conciliation.
Art. 81.7 LC
Règlement des litiges individuels par arbitrage: Non