Références
Employment (Termination and Redundancy) Act enacted in 9 December 1974, last amended in 1 January 2008.
Date:
21 Aug 1970;
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Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires
Concerning Termination and Redundancy Act, article 2 provides that it will be considered employer ("business"): (a) a trade or profession; and (b) any activity carried on by a body of persons, whether corporate or incorporate. As well, the same article provides that "employee" means an individual who has entered into or works (or, in the case of a contract which has been terminated, worked) under a contract with an employer, whether the contract be for manual labour, clerical work or otherwise, be express or implied, oral or in writing, but does not include:
(a) any person employed by the Government; or
(b) any person employed in the service of the Council of the Kingston and St. Andrew Corporation or in the service of any Parish Council, and "employer" and any .reference to employment shall be construed accordingly;
CDD reglementés: Oui
Section 2, subparagraph 1, and Section 3, subparagraph 5, of Employment (Termination and Redundancy) Act.
Motifs autorisés de recours au CDD: aucune limitation
Nombre maximum de CDD successifs: aucune limitation
Durée cumulée maximum de CDD successifs: aucune limitation
Durée maximale de la période d'essai (en mois):
aucune limitationSection 3, subparagraph 4 of Employment (Termination and Redundancy) Act mentions the possibility of probationary period superior to 90 days.
Excluded from protection against dismissal: Non
According to Section 3, subparagraph 4, of Employment (Termination and Redundancy) Act provides that when the contract of employment specifies a probationary period, either party to the contract may, notwithstanding the provisions of subsections concerning prior notice, terminate the contract without notice during the probationary period or, where the probationary period is more than ninety days, during the first ninety days thereof.
Motifs autorisés (licenciement justifié):
Motifs prohibés:
Travailleurs bénéficiant d'une protection particulière:
Définition du licenciement collectif (nombre d'employés concernés) There are no provisions concerning number of employees involved in collective dismissals nor definition of collective dismissal itself, likewise the legislation does not provide any specific procedure in case it occurs. The rules to be applied would be the same for individual dismissals.
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) No
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