Afghanistan Afrique du Sud Algérie Allemagne Angola Antigua-et-Barbuda Arabie saoudite Argentine Arménie Australie Autriche Azerbaïdjan Bangladesh Belgique Bolivie Botswana Brésil Bulgarie Burkina Faso Cambodge Cameroun Canada Chili Chine Chypre Colombie Comores Congo, République démocratique Corée, République de Costa Rica Côte d'Ivoire Cuba Danemark Egypte El Salvador Emirats Arabes Unis Equateur Espagne Estonie Etats-Unis Ethiopie Finlande France Gabon Géorgie Ghana Grèce Guatemala Honduras Hongrie Inde Indonésie Iran, République islamique d' Italie Jamaïque Japon Jordanie Kazakhstan Kirghizistan Lesotho Luxembourg Macédoine du Nord Madagascar Malaisie Malawi Maroc Mexique Moldova, République de Mongolie Montenegro Mozambique Namibie Nicaragua Niger Nigéria Norvège Nouvelle-Zélande Ouganda Ouzbékistan Panama Paraguay Pays-Bas Pérou Philippines Pologne Portugal République arabe syrienne République centrafricaine Roumanie Royaume-Uni Russie, Fédération de Rwanda Sainte-Lucie Sénégal Serbie Singapour Slovaquie Slovénie Sri Lanka Suède Suisse Tadjikistan Tanzanie, République Unie de Tchéquie Thaïlande Tunisie Turkménistan Türkiye Ukraine Uruguay Venezuela, République bolivarienne du Viet Nam Yémen Zambie
Legal coverage
Fixed-term contracts (FTCs)

CDD reglementés: Oui

Motifs autorisés de recours au CDD: aucune limitation

Remarks

Art. 4 FTPTE, and art. 3 ED-PTPTE.
No limitation for the conclusion of 1 or more fixed-term contract provided that the total cumulative duration does not exceed 2 years.
However, as an exception, it is possible to conclude a fixed-term contract for more than 2 years, if there are objective and material reasons. These reasons are:
1) the period needed to complete a project or particular task is defined;
2) there is a need to fill a vacancy in case of a worker's temporary suspension from duty or dispatch until the worker returns to work;
3) the period needed for a worker to complete school work or vocational training is defined; or
4) a job requires professional knowledge and skills or is offered as part of the government's welfare or unemployment measures prescribed by a Presidential Decree
5) these is a rational reason prescribed by Decree.

Nombre maximum de CDD successifs: aucune limitation

Remarks

No limitation within the 2-year-time frame: art. 4 (1) FTPTE

Durée cumulée maximum de CDD successifs: 24mois

Remarks

Art. 4 (1) FTPTE.

% de travailleurs sous CDD: 23.8

Remarks

OECD statistics - Share of temporary employment, data for 2011 based on the following definition of temporary worker: "Workers whose contract lasts less than one year: In case the following conditions are satisfied:
1) Workers with a fixed-term contract; 2) Workers with open-ended contract but who could be dismissed against their own will; 3) Temporary agency workers; 4) On-call workers."

Durée maximale de la période d'essai (en mois): 3 mois

Remarks

Art. 16 ED-LSA

Obligation d'informer le travailleur des raisons du licenciement: Oui

Motifs autorisés (licenciement justifié):

Motifs prohibés: état matrimonial, grossesse, congé de matérnité, responsabilités familiales, maladie ou accident professionel temporaire, sexe, religion, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, dénonciation/ alerte

Remarks

- Art. 6 LSA: general prohibition of discrimination against workers on the grounds of gender, nationality, religion of social status.
- Art. 23 (2) LSA: Prohibition to dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter, and any female worker on maternity leave.
- On prohibition of discriminatory dismissals on the grounds of sex, marriage, family status, pregnancy or childbirth, see art. 2 and 11 of EEA.
- Art. 81 TULRAA: prohibition of dismissal of or discrimination against a worker on the grounds that the worker has joined or intended to join a trade union, intended to establish a trade union, or performed a lawful act for the operation of a trade union.
- See also on prohibition of age discrimination, including with regards to dismissal, see art. 44 of the Act on age discrimination prohibition in employment and aged employment Promotion , No 4487, 31 December 1991, as amended.

Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité

Art. 23 (2) LSA: No employer shall dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter, and any female worker during a period of temporary interruption of work before and after childbirth and within 30 days thereafter. This does not apply in the event of payment of the statutory compensation following an occupational injury or disease or in the event of business closure.

Forme de la notification du licenciement au travailleur: écrite

Remarks

Art. 27 LSA

Délai de préavis:

Remarks

Art. 26 LSA: The notice period shall be 30 days regardless of the length of service.

However, exceptionally, notice may not be given to workers who have been employed: 1) on a daily basis for less than three consecutive months; 2) for a fixed period not exceeding two months; 3) as a monthly-paid worker for less than six months; 4) for seasonal work for a fixed period not exceeding six months; 5) as a worker in a probationary period (art. 35 LSA).

Indemnité compensatrice de préavis: Oui

Art. 26 LSA

Notification à l'administration publique: Non

Notification aux représentants des travailleurs: Non

Except in case of dismissal for managerial reasons: art. 24 LSA.

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) 1) More than 10 employees in businesses or workplaces with up to 99 employees; <br/>2) more than 10% in businesses or workplaces with 100 to 999 employees; <br/>3) more than 100 employees in businesses or workplaces with at least 1000 employees.<br/>

Remarks

Art. 10 ED-LSA

Notification à l'administration publique Yes

Remarks

Art. 24 (3) LSA:
Consultation with the workers' representatives shall take place prior to any dismissal for managerial reasons regardless of the number of employees concerned.

Notification aux syndicats (représentants des travailleurs) Yes

Remarks

At least 30 days in advance: art. 10 ED-LSA and 24 (4) LSA.

Notification aux représentants des travailleurs: Yes

Remarks

Art. 24 (3) LSA: 50 days in advance.
Notification to the workers' representatives shall take place prior to any dismissal for managerial reasons regardless of the number of employees concerned.

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

Remarks

No statutory selection criteria for collective dismissals. However, art. 24 (2) LSA provides that the employer shall select workers to be dismissed by establishing rational and fair criteria and that there shall be no discrimination on the basis of gender.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes

Remarks

Art. 25 (1) LSA: preference for re-employment for 3 years from the date of the lay-off.

Règles de priorité de réembauche Yes

Remarks

Art. 24 (1) LSA: Obligation to make every effort to avoid dismissal.

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

: 0 mois

travailleurs miniers: Oui

Art. 28 LSA
Art. 82 Trade Union and Labor Relation Adjustment Act (TULRAA)

Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Damages in lieu of reinstatement should not be less than the salary the worker would have earned if he had not been dismissed.

Art. 30 (3) LSA

directeurs /cadres dirigeants: Oui

Art. 30 (1) LSA

police: Non

Preliminary conciliation is not mandatory. However, pursuant to art. 16-3 (1) of the Labor Commission Relations Act, the Labor Relations Commission may recommend conciliation or present a conciliation proposal at the request of one of the parties concerned or on its own initiative.

The competent body to hear and adjudicate rights and interests disputes arising out of the employment relationship, including unfair dismissals is the Labor Relations Commission. It is a quasi-judicial governmental body which is affiliated to the Ministry of Labor and composed of tripartite representatives: workers, employers and public interests.
See art. 28 LSA, 82 TULRAA, and the Labor Relations Commission Act of 1997, as last amended in May 2007.

Règlement des litiges individuels par arbitrage: Oui

No arbitration or mediation foreseen for disputes related to the LSA, which is the main piece of legislation on dismissal.
However, arbitration and mediation are only foreseen for disputes related to the Trade Union and Labor Relations Adjustment Act (discrimination on the grounds of trade union activities): art. 47 to 70 of the TULRAA. In such cases, arbitration and mediation can be conducted by the Labour Relations Commission or by private persons.