Références
Labour Code, Law No. 92/007, [LC]
Date:
19 Aug 1970;
(voir dans NATLEX
»)
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: personnel pénitentiaire, fonctionnaires, police, armée, magistrature, autres
Art. 1(3) LC
CDD reglementés: Oui
Motifs autorisés de recours au CDD: aucune limitation
Art. 25 LC
: 2
Art. 25 (1) a) LC
Exceptions:
*Are not renewable contracts concluded for the execution of a specified task and contract which termination is subject to the occurrence of a future but certain event;
* Are renewable without limitation contracts of temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
Durée cumulée maximum de CDD successifs: 48mois
Art. 25 (1) a): maximum 2 years renewable once.
*This limitation does not however apply to temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
Durée maximale de la période d'essai (en mois): 8 mois
*Art. 2 of the Order N°017/MTPS/SG/CJ of 26 May 1993. The duration varies between 15 days and 4 months according to the professional category of the worker.
Reference is made to a number of categories divided in 4 groups. However, no information could be found on which workers were included in each category.
*Art. 26 LC
The probationary period cannot exceed 6 months including renewal, except for managerial staff for whom it can be extended to 8 months.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, opinion politique, affiliation et activités syndicales
The LC does not contain any general provision on non-discrimination.
Art. 39 LC states that dismissal based on the opinions of the workers or his affiliation to a trade union are considered wrongful.
Pregnant women and women on maternity leave: art. 84 LC.
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité
Art. 40 (7) and 130 LC : prior authorization by the labour administration for the dismissal of a workers' representative.
Art. 84 LC : prohibition of dismissal only during maternity leave and not during the whole period of pregnancy. However, pregnancy cannot justify dismissal.
Forme de la notification du licenciement au travailleur: écrite
Art. 34 (1) LC
Délai de préavis:
Art. 1 of the Order No. 15 of 1993.
The notice period varies according to the professional category to which the worker belongs and the length of service.
* Categories I to VI and domestic workers:
- less than one year of service: 15 days;
- 1 to 5 years of service: 1 month;
- more than 5 years of service: 2 months.
* Categories VII to IX:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years of service: 3 months.
* Categories X to XII:
- less than one year of service: 1 month;
- 1 to 5 years of service: 3 months;
- more than 5 years of service: 4 months.
Indemnité compensatrice de préavis: Oui
Art. 36(1) LC
Notification à l'administration publique: Non
Exceptions:
Notification is mandatory prior to any:
* individual dismissal on economic grounds (art 40 (6) LC)
* dismissal of a worker's representative (art. 130 LC).
Notification aux représentants des travailleurs: Non
Exception:
Notification is mandatory prior to any individual dismissal on economic grounds: art. 40 (3) and (6) LC.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Exception: any dismissal of a worker's representatives shall be approved by the competent administrative authority: art. 130 LC and 40(7) LC.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds
Art. 40 LC refers to "any dismissal based on economic grounds"
Notification à l'administration publique Yes
Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.
Notification aux syndicats (représentants des travailleurs) Yes
Art 40 (3), (4) (6) LC
Notification aux représentants des travailleurs: Yes
Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.
Accord des syndicats (représentants des travailleurs) No
Except for the dismissal of workers' representatives: art. 40 (7) LC.
Accord des représentants des travailleurs No
Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
(Paul-Gérard Pougoué, Code du travail annoté, 1997)
Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) Yes
Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.
Règles de priorité de réembauche Yes
Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required.
:
Art. 1 and 2 of the Order N° 016 of 26 May 1993:
- A worker is entitled to severance pay provided he has been employed for at least two years 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:
*20% per year during the first 5 years
*25% per year from the 6th to the 10th year
*30% per year from the 11th to th 15th year
*35% per year from the 16th to the 20th year
*40 % per year after the 21st year
: 0 mois
: 0 mois
: 0 mois
: 0.4 mois
: 0.8 mois
: 1 mois
: 2.25 mois
: 5.5 mois
:
No specific redundancy payment: severance pay covers dismissals for economic reasons. (Art. 1 and 2 of the Order N° 016 of 26 May 1993)
: 0 mois
: 0 mois
: 0 mois
: 0.4 mois
: 0.8 mois
: 1 mois
: 2.25 mois
: 5.5 mois
travailleurs miniers: Non
Art. 39, (4) and (5) LC
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Unfair dismissal: not more than 1 month's salary per year of service and not less than 3 months' salary.<br/><br/>In addition, failure to observe the procedural requirements gives rise to compensation of not more than 1 month's salary.<br/>
Art. 39, (4) and (5) LC
directeurs /cadres dirigeants: Non
Except for workers' representatives: art. 130 LC.
police: Oui
Preliminary mandatory extra-judicial conciliation before the Labour Inspector (art. 139 LC).
Art. 131 and 133 LC
Règlement des litiges individuels par arbitrage: Non