Références
Labour Code [LC]<br/>(Act No 3/94 of 21 Nov. 94, as amended by Act n°12/2000 of 12 Oct. 2000)<br/>(Code du travail - in French only)
Date:
20 Aug 1970;
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Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires
Art. 1 LC.
Motifs autorisés de recours au CDD: aucune limitation
Art. 23 LC.
: 2
Art. 23 LC:
* Fixed-term contract can only be renewed once
* This does not apply however to fixed-term contract of a short duration which can be renewed more than once, provided the cumulative duration does not exceed 2 years. What is meant by "short-term" is not specified in the law.
Durée cumulée maximum de CDD successifs: 48mois
Maximum duration of a FTC: 24 months renewable once (art. 23 LC)
Durée maximale de la période d'essai (en mois): 6 mois
Art 30 LC establishes a maximum statutory probation period that varies according to the category of worker, as follows:
* 6 months for executive staff
* 3 months for white collars, technicians and supervisors
* 1 month for the other workers.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, avoir déposé une plainte contre l'employeur, race, couleur, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, affiliation et activités syndicales
Art. 8 LC on non-discrimination.
Art. 74 LC on unfair dismissals.
Art. 170 LC on pregnant women.
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité
Art. 295 and 170 LC.
Forme de la notification du licenciement au travailleur: écrite
Art. 51 LC: written notification to attend an oral interview.
Art. 53 LC: dismissal letter.
Délai de préavis:
According to art. 65 LC, the statutory minimum notice period varies according to the length of service, as follows:
- up to 1 year of service: 15 days;
- from 1 to 3 years of service: 1 month;
- from 3 to 5 years of service: 2 months;
- from 5 to 10 years of service: 3 months;
- from 10 to 15 years of service: 4 months;
- from 15 to 20 years of service: 5 months;
- from 20 to 30 years of service: 6 months.
Indemnité compensatrice de préavis: Oui
Art. 69 LC.
Notification à l'administration publique: Non
Except for any:
* individual dismissal based on economic grounds: art. 56 LC;
* dismissal of a pregnant woman and women on maternity leave: art. 170 LC;
* dismissal of a workers' representative: art. 295 LC.
Notification aux représentants des travailleurs: Non
However, such notification is mandatory in case of any individual dismissal based on economic grounds: art. 59 LC.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
However, approval by the administration is required for any:
* individual dismissal based on economic grounds: art. 56 LC;
* dismissal of a pregnant woman and women on maternity leave: art. 170 LC;
* dismissal of a workers' representative: art. 295 LC.
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) No statutory definition of collective dismissal. <br/>However, the Labour Code provides for a definition of economic grounds and refers to more than 1 employee
Art. 50 LC: definition of economic reasons.
Art 56 LC: any individual or collective dismissal for economic reasons.
Notification à l'administration publique Yes
Art. 59 LC.
Notification aux syndicats (représentants des travailleurs) Yes
Art. 56 LC.
Notification aux représentants des travailleurs: Yes
Art. 59 LC.
Accord des syndicats (représentants des travailleurs) Yes
Art. 56 and 57 LC.
Approval by the Labour Inspector is required for any individual or collective dismissal on economic grounds.
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) Yes
Art. 59 LC.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
Art. 60 LC: preferential right to re-employment for 1 year.
Règles de priorité de réembauche Yes
Art. 59 LC.
In addition, art. 59 provides for a social plan for dismissed workers to be established in collaboration with the National Employment Office. However, the adoption of a social plan is only mandatory in case of a dismissal affecting at least 10 employees.
Notes / Remarques
The procedures established by the LC apply to both individual and collective dismissals based on economic grounds (except for the social plan that is only mandatory when the dismissal affects at least 10 employees).
:
Art. 70 LC:
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, as a minimum, to 20 % of the monthly overall wages per year of service.
: 0 mois
: 0 mois
: 0 mois
: 0.4 mois
: 0.8 mois
: 1 mois
: 2 mois
: 4 mois
:
See Art. 70 and 73 LC.
Severance pay covers economic dismissals. The only difference lies in the years of service required to be entitled to severance pay
If a worker is dismissed for economic reasons, he or she will receive severance pay provided he has been employed for at least 1 year and he has not committed any serious misconduct. [2 years of service is required for dismissals based on other reasons]. Severance pay corresponds, as a minimum, to 20 % of the monthly overall wages per year of service.
: 0 mois
: 0 mois
: 0.2 mois
: 0.4 mois
: 0.8 mois
: 1 mois
: 2 mois
: 4 mois
travailleurs miniers: Oui
Art. 75 LC (unfair dismissal).
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Unfair dismissal: free determination by the Court.<br/>
Art. 75 LC and 55 LC.
directeurs /cadres dirigeants: Oui
Only for workers' representatives: art. 295 LC. Reinstatement is not available to workers not falling within this category.
police: Oui
Art. 315 LC: Extra-judicial conciliation shall take place before the Labour Inspector before the claim is brought to the court.
Art. 333 LC: preliminary mandatory conciliation is part of the procedure before the Labour Court.
Art. 318 LC.
Règlement des litiges individuels par arbitrage: Non