Références
Labour Relations Act [LRA], Act No. 90-11 of 21 April 1990, as last amended Order No. 97-02 of 11 January 1997<br/>(in French only: Loi no 90-11 du 21 avril 1990 relative aux relations de travail, telle que modifiée par l'ordonnance no 97-02 du 11 janvier 1997)
Date:
20 Aug 1970;
(voir dans NATLEX
»)
Legislative Decree No. 94-09 on the preservation of employment and protection of employees who may unintentionally lose their job<br/>(in French only: Décret législatif no 94-09 du 26 mai 1994 portant préservation de l'emploi et protection des salariés susceptibles de perdre de façon involontaire leur emploi)
Date:
19 Aug 1970;
voir le site internet
»
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires, armée, magistrature
Art. 3 LRA.
Conventions collectives :
CDD reglementés: Oui
ART. 12 LRA.
See also articles 25 to 35 of the CFA.
Motifs autorisés de recours au CDD: raisons matérielles et objectives
A FTC can only be concluded in limited instances provided in art. 12 LRA (i.e temporary replacement of a worker, performance of casual tasks of a discontinuous nature, seasonal work or cases of a temporary increase on workload, performing work for a limited time of that is temporary in nature).
Nombre maximum de CDD successifs: aucune limitation
Durée cumulée maximum de CDD successifs: 36mois
No limitation in the legislation.
However, for workers covered by the Collective Framework Agreement, the maximum cumulative duration of successive FTCs is 36 months.(art. 26 CFA)
Durée maximale de la période d'essai (en mois): 12 mois
Art. 18 LRA - The probationary period shall not exceed 6 months.
It can however be extended to 12 months when the job requires high level qualification.
The probationary period is fixed through collective bargaining for each category of the workforce or for the entire workforce.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: affiliation et activités syndicales
- Art. 53 of the Act No. 90-14 of 2 June 1990 on the exercise of the right to organise prohibits the dismissal (and any other disciplinary measures) of a trade union officer on the grounds of his/her trade union activities.
- The LRA does not contain any provision forbidding the dismissal of a worker on certain discriminatory grounds.
However, art 17 of the LRA prohibits any provision in an agreement, collective agreement or employment contract which gives rise to discrimination in employment, remuneration or working conditions on grounds of age, sex, social or marital situation, family relations, political convictions and membership or non-membership of a trade union.
Travailleurs bénéficiant d'une protection particulière:
No statutory provision found in the legislation reviewed.
Forme de la notification du licenciement au travailleur: écrite
Any disciplinary dismissal (summary dismissal for serious misconduct) shall be notified in writing (Art. 73-2 LRA). A prior oral interview is also required.
The law does not specify the form of notification for dismissals based on economic grounds.
However, under the Collective Framework Agreement (CFA) of 2006, the dismissal decision shall be notified to the employee in writing (art 66 CFA). The CFA also requires the employer to conduct an oral interview with the employee prior to any dismissal not resulting from a workforce reduction (art. 64 CFA).
Délai de préavis:
The LRA does not specify the duration of the notice period.
Art. 73-5 LRA provides that any employee who did not commit an act of serious misconduct is entitled to a notice period (délai-congé) whose duration must be established in collective agreements.
However, the Collective Framework Agreements of 2006 provides for notice periods requirements as follows:
Unless there are provisions in the law, the employment contract or collective agreements which are more favorable to the employee, upon dismissal (except for serious misconduct), any employee is entitled to a notice period which shall be at least equivalent to the probationary period set out for that position. The notice period is increased by 5 days for each year of service with the same employer up to a maximum of 30 days (art. 61 CFA).
Indemnité compensatrice de préavis: Oui
Art. 73-6 LRA.
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) No number specified in the Labour Relations Act.<br/>
The LRA allows the employer to undertake a workforce reduction for economic reasons. Workforce reduction is defined as a measure of collective dismissal resulting in simultaneous individual dismissals (art. 69 LRA).
The Decree No 94-09 provides for procedural requirements applicable in cases of workforce reduction. In particular, it provides for a social component ("volet social") of the procedure of workforce reduction (= a social plan) which is to be implemented in undertakings with more than 9 employees. (art. 6, Decree No. 94-09)
This social component mainly consists in a set of protection measures aimed at avoiding dismissals (arts. 7, 8, 9, Decree No. 94-09).
Notification à l'administration publique Yes
The LRA does not prescribe prior consultations with the workers' representatives.
However, the Legislative Decree No. 94-09 provides for mandatory consultations with the worker's representatives on the content and the implementation of the social plan ("volet social") which includes measures aimed at avoiding dismissals (ie: transfers, retraining, retirement and early retirements, readjustment of bonuses and benefits, salary reassessment, introduction of part-time work..) [See articles 10 to 14 of the Decree].
Notification aux syndicats (représentants des travailleurs) Yes
No provision in the LRA.
However, under the Legislative Decree No. 94-09, once the parties have reached an agreement on the social plan, the employer shall submit it to the registry of the competent tribunal and to the labour administration. In addition, when implementing the workforce reduction, the employer shall transmit the list of the employees concerned to the competent labour inspection and to the unemployment insurance funds (articles 15 and 15 of the Decree).
Notification aux représentants des travailleurs: Yes
The Legislative Decree No. 94-09 provides for mandatory consultations with the worker's representatives on the content and the implementation of the social plan ("volet social") which includes measures aimed at avoiding dismissals (ie: transfers, retraining, retirement and early retirements, readjustment of bonuses and benefits, salary reassessment, introduction of part-time work..) [See articles 10 to 14 of the Decree].
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) Yes
Retrenched workers shall be selected inter alia on basis of seniority, professional experience and qualifications (art. 71 LRA).
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Article 69 Labour Code
Règles de priorité de réembauche Yes
See art. 70 LRA.
See also articles 7 to 9 of the Legislative Decree No 94-09 on the mandatory social component of the procedure of workforce reduction (= a social plan) which shall be adopted in undertakings with more than 9 employees. This consists in a set of protection measures aimed at avoiding dismissals (ie: transfers, retraining, retirement and early retirements, readjustment of bonuses and benefits, salary reassessment, introduction of part-time work..)
Notes / Remarques
Note that the procedural requirements related to the elaboration of the social plan (including consultations with the worker's representatives) set out in the Legislative Decree No 94-09 only apply to undertakings with more than 9 employees.
:
No statutory severance pay in the LRA.
However, under the Collective Framework Agreement of 2006, an employee is entitled to severance pay : 1) if he/she is dismissed for reasons not connected with the commission of a serious misconduct and 2) if he/she has at least 2 years of service with the same employer.
The amount of severance pay cannot be less than 15 days' wages per year of service, calculated on the basis of the last salary.
: 0 mois
: 0 mois
: 0 mois
: 30 jour(s)
: 60 jour(s)
: 75 jour(s)
: 150 jour(s)
: 300 jour(s)
:
Redundancy pay is regulated by the Legislative Decree No 94-09.
Art. 22 of the Decree provides that in the case of a dismissal resulting from a workforce reduction, the employer has to pay to any worker who is entited to the social security regime of unemployment, an amount equivalent to 3 months' wages.
: 3 mois
: 3 mois
: 3 mois
: 3 mois
: 3 mois
: 3 mois
: 3 mois
: 3 mois
travailleurs miniers: Non
Art. 73-4 LC.
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): - Compensation for unfair disciplinary dismissal in lieu of reinstatement: at least 6 months' pay.<br/>- In case of non-compliance with mandatory procedural requirements: the dismissal is void and the employer shall pay compensation which shall at least amount to back pay.
Art. 73-4 LC.
directeurs /cadres dirigeants: Oui
Art. 73-4 LC.
police: Oui
Preliminary mandatory conciliation before the Conciliation Office (Bureau de Conciliation): see art. 19 of the Individual Labour Disputes Settlement Act.
The Conciliation Office is made up of 2 representatives of the employers and 2 workers' representatives (art. 6 ILDSA).
According to The Individual Labour Disputes Settlement Act, disputes regarding termination of employment are heard by the tribunal competent over labour matters [le "Tribunal siégeant en matiere sociale"] (art. 20 ILDSA). This tribunal shall comprise a judge and workers' and employers' representatives (art. 8 ILDSA).
Règlement des litiges individuels par arbitrage: Non
No arbitration for individual disputes.