Références
Champ d'application
Taille des entreprises exclues (≤): aucune
Article 9 of the Labour Code
Catégories de travailleurs exclues: aucune
Article 9 of the Labour Code
CDD reglementés: Oui
Article 29 of the Labour Code
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Article 29 of the Labour Code
: 1
Article 29 of the Labour Code provides that a labour contract may be concluded for a fixed-term to complete some specific work, to replace a temporarily absent worker or for seasonal works.
In addition to these reasons, a fixed-term contract may be concluded for a duration of at least one year. Such a contract of employment, in case of renewal, is deemed to be concluded for an indefinite duration.
Durée cumulée maximum de CDD successifs: aucune limitation
Article 29 of the Labour Code
Durée maximale de la période d'essai (en mois): 3 mois
Article 36 of the Labour Code
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, responsabilités familiales, maladie ou accident professionel temporaire, race, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, langue, propriété, identité de genre, lieu de résidence
Art. 54 of the Labour Code on the grounds for termination of employment
Art. 55 of the Labour Code prohibits the termination in the cases of temporary incapacity for work
Art. 7 of the Labour Code on prohibition of discrimination
Art. 185 of the Labour Code on workers with family responsibilities
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales, travailleurs handicapés
Art. 56.2 of the Labour Code on the special procedure in the case of termination of employment to the workers’ representatives – their dismissal is only possible following the opinion of elected trade union body.
Art. 54 of the Labour Code on the grounds for termination of employment
Art. 55 of the Labour Code prohibits the termination in the cases of temporary incapacity for work
Art. 7 of the Labour Code on prohibition of discrimination
Art. 185 of the Labour Code on workers with family responsibilities
Forme de la notification du licenciement au travailleur: écrite
Art. 56 of the Labour Code
Délai de préavis:
Art. 56 of the Labour Code states that the notice period shall be one month unless otherwise provided for in the collective agreement.
Indemnité compensatrice de préavis: Non
Art. 56 of the Labour Code states that with the written consent of the worker the termination can be made effective before the expiration of the notice period.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Oui
Art. 147 of the Labour Code
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) There is no definition of the collective dismissal in the Labour Code
Notification à l'administration publique No
Article 56(2) of the Labour Code: in case of dismissal of any worker, member of the entreprise trade union, the employer has to take into account a reasoned opinion of the trade union.
Notification aux syndicats (représentants des travailleurs) Yes
Art. 147 of the Labour Code
Notification aux représentants des travailleurs: Yes
Art. 12 of the Law on Trade Unions: in case of any reduction of the personnel, 2 months in advance the employer has to notify and consult with the trade union.
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
:
Article 157 of the Labour Code
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
:
Article 157 of the Labour Code
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
travailleurs miniers: Non
Art. 177 of the Labour Code states that compensation is an alternative measure to dismissal only when an employee demands so. The compensation amounts to the payback of wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages. In case of reinstatement, the employee is still entitled to this payback.
: Oui
Art. 177 of the Labour Code states that the employee shall be paid all wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages.
Oui
Art. 177 of the Labour Code states that the employee shall be paid all wages between the date of dismissal and the date of reinstatement, but not more than six monthly wages.
directeurs /cadres dirigeants: Oui
Art. 177 of the Labour Code
Reinstatement is a primary measure for unlawful dismissals. It can be replaced by a compensation, up to 6 months of monthly earnings, on the demand of the employee.
police: Non
Art. 170 of the Labour Code states that the individual labour disputes are considered by the conciliation commissions and/or courts.
Art. 170.2 of the Labour Code