Références
Labour Act [LA], Act No. 651 of 2003<br/>(in force since 31 March 2004)
Date:
20 Aug 1970;
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Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: services de sécurité étatiques, personnel pénitentiaire, police, armée
*Art. 1 LA: army, police, security and intelligence agencies, prison personnel are excluded from the scope of application of the Labour Act.
*Art. 66 LA: the provisons on termination of employment do not apply to workers engaged for specified period or sepcified work; workers on a probationnary period; workers engaged on casual basis.
CDD reglementés: Non
Motifs autorisés de recours au CDD: aucune limitation
The Labour Act does not refer to any specific legal regime for the use of fixed-term contracts.
Only temporary and casual employment are regulated by special provisions (art. 73 to 78 LA)
(Note: Art. 78: "temporary worker" means a worker who is employed for a continuous period of not less than one month and is not a permanent worker or employed for a work that is seasonal in character; "casual worker" means a worker engaged on a work which is seasonal or intermittent and not for a continuous period of more than 6 months and whose remuneration is calculated on a daily basis".)
Nombre maximum de CDD successifs: aucune limitation
No statutory limitation found in the legislation reviewed.
Durée cumulée maximum de CDD successifs: aucune limitation
No statutory limitation found in the legislation reviewed.
Notes / Remarques
The Labour Act does not refer to any specific legal regime for the use of fixed-term contract.
Only temporary and casual workers are regulated by special provisions (art. 73 to 78 LA)
Durée maximale de la période d'essai (en mois):
aucune limitationNo statutory maximum duration. The Labour Act refers to a "reasonable duration". Probationary period is generally provided in collective agreement
*Art. 66 LA refers to workers serving a probation or qualifying period of employment of reasonable duration determined in advance.
*Art. 98 d) LA : A collective agreement may include provisions on the period of probation and conditions on probation.
Obligation d'informer le travailleur des raisons du licenciement: Non
No legal provision requiring justification to the employee.
See however art. 63 (4) a) LA:
"A termination may be unfair if the employer fails to prove that the reason for the termination is fair".
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, avoir déposé une plainte contre l'employeur, maladie ou accident professionel temporaire, race, couleur, sexe, religion, opinion politique, origine sociale, affiliation et activités syndicales, handicap, statut financier, origine ethnique
Art. 63 LA.
Travailleurs bénéficiant d'une protection particulière:
Forme de la notification du licenciement au travailleur: écrite
Art. 17(3) LA: Notice of termination must be in writing.
Délai de préavis:
Art. 17 (1), (2) LA:
* The notice period varies according to the length of the contract as follows:
- 1 month's notice (or pay in lieu of notice) in the case of a contract of 3 years or more;
- 2 weeks' notice (or pay in lieu of notice) in the case of a contract of less than 3 years;
- 7 days' notice (or pay in lieu of notice) in the case of a contract from week to week.
* A contract of employment determinable at the will of the party may be terminated at the close of anyday without notice.
Indemnité compensatrice de préavis: Oui
Art. 17 (1) and 18 (4) LA.
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 legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".<br/>
Art. 65 LA. No reference to any number of employees concerned.
Notification à l'administration publique Yes
Art. 65 (1) b) LA.
Notification aux syndicats (représentants des travailleurs) Yes
Art. 65 (1) a) LA: 3 months in advance.
Notification aux représentants des travailleurs: Yes
Art. 65 (1) b) LA.
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 Yes
Art. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.
travailleurs miniers: Oui
Art. 64 (2) c) LA.
directeurs /cadres dirigeants: Oui
Art. 64 (2) a) LA.
police: Non
Art. 64 LA.
The competent body is the National Labour Commission. It shall exercise adjudicating and dispute settement functions in complete independence (art. 138 LA). Moreover, in settling an industrial dispute, the Commission shall have the same enforcing powers as the High Court and enjoy the same priviledges and immunities in regard to its proceedings (art. 139 LA).
Règlement des litiges individuels par arbitrage: Oui
Mediation: art. 154 LA.
Arbitration: art. 157 LA.
Définition du licenciement collectif (nombre d'employés concernés): 51.7
Figure for the year 2008.
This figure includes:
- Summary dismissals (21.2%)
- Unfair terminations (23.9%)
- Redundancy/lay-Off/ Severance pay (6.6%)
Source: Annual Report of the National Labour Commission for the year 2008