Références
Catégories de travailleurs exclues:
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 6 LC
The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.
Nombre maximum de CDD successifs: aucune limitation
Art. 6 LC states that the fixed term contract may be used two or more “times” if the duration of the work is 30 months.
Durée cumulée maximum de CDD successifs: 30mois
Art. 6 LC
Durée maximale de la période d'essai (en mois): 6 mois
Art. 9 LC
The probationary period is payable and the agreement on probationary period shall be concluded in a written form
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: race, couleur, sexe, orientation sexuelle, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, langue, propriété, naissance, origine ethnique
Art. 2 LC
Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Art. 36 LC on suspension of employment during which the employment cannot be terminated.
Forme de la notification du licenciement au travailleur: écrite
Délai de préavis:
According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.
Indemnité compensatrice de préavis: Oui
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) Art. 38.1 LC states that if at least 100 employees’ labour agreements are terminated within 15 calendar days on the grounds stipulated by Article 37(1)(a) of this Law (massive layoff), the employer shall give the Ministry of Labour, Health, and Social Affairs of Georgia and the employees whose labour agreements are terminated, at least 45 calendar days’ written notice prior to such a massive layoff.
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) Yes
Art. 38.1 LC
Notification aux représentants des travailleurs: No
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
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Règles de priorité de réembauche No
:
Art. 38 LC states that:
1. In terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) of this Law, the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement.
2. In terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) of this Law, the employer may give the employee at least three calendar days prior written notice. In such case, the employee shall be granted a severance pay of at least two months’ salary within 30 calendar days after the termination of the labour agreement.
3. If the labour agreement is terminated on the initiative of the employee on the ground stipulated by Article 37(1)(d) of this Law, the employee shall give the employer at least 30 calendar days’ prior written notice.
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
:
No specific redundancy payment - See severance pay.
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
travailleurs miniers: Oui
Art. 38.8 LC states that if the court voids the employer’s decision for termination of the labour agreement, under the court’s decision, the employer shall restore the person, whose labour agreement was terminated, to his/her original job or provide the person with an equal job or pay such a person the compensation in the amount fixed by the court.
directeurs /cadres dirigeants: Oui
Art. 38.8 LC states that If the court voids the employer’s decision for termination of the labour agreement, under the court’s decision, the employer shall restore the person, whose labour agreement was terminated, to his/her original job or provide the person with an equal job or pay such a person the compensation in the amount fixed by the court..
police: Non
Art. 48(6) of the Labour Code: An individual dispute may be settled through conciliatory procedures and individual negotiations as well as through a court.
Ordinary courts have jurisdiction over individual labour disputes.
Règlement des litiges individuels par arbitrage: Oui
Art. 48(7) LC
Charge de la preuve: les deux