Références
Labour Code [LC], No 154-XV (2003), as last amended on 29 May, 2014
Date:
22 Aug 1970;
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Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: aucune
No express mention of any worker's category excluded in the Labour Code. However, there might be specific regulations governing the employment relationship of certain categories of employees.
According to art. 3 LC, the LC applies to:
"a) Employees- citizens of the Republic of Moldova, working on the basis of the individual labour
contract in the Republic of Moldova, including the ones who have concluded a contract of
continuous vocational training or a contract on professional qualification;
b) Employees - foreign citizens or persons without the citizenship of Moldova, working for the
employer on the basis of the individual labour contract, the employer, carrying out activity in the
Republic of Moldova;
c) Employees - citizens of the Republic of Moldova, working in diplomatic representatives abroad;
d) Employers - physical or juridical persons from the public sector, private or the mixed sector,
using wage labour;
e) Workers of public bodies, religious associations, trade unions, patronages, foundations, parties
and other non-commercial organizations, using wage labour".
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 55 LC provides an exhaustive list of situations where FTC are authorized. In any cases, FTC should only be used for the performance of work having a temporary character.
Nombre maximum de CDD successifs: aucune limitation
No statutory limitation.
Durée cumulée maximum de CDD successifs: 60mois
Art. 54 LC: FTC cannot exceed 5 years.
Durée maximale de la période d'essai (en mois): 6 mois
Art. 60 (1) LC.
- A probation period can be established for about 3 months.
- For managers: up to 6 months.
- For unqualified workers: max. 15 days.
*Specific rules applicable to FTC: art. 61 LC
- 15 days max. for a contract concluded for a duration of 3 to 6 months.
- 30 days max. for a contract concluded for a duration of more than 6 months.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, responsabilités familiales, race, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, affiliation et activités syndicales, handicap, lieu de résidence
Art. 8 LC: general prohibition of discrimination in the sphere of employment. In addition to those grounds, are listed the place of residence and "other criteria not connected with professional qualities".
*Art. 251 LC: prohibits dismissal of pregnant women, women on maternity leave or child nursing leave and workers who are taking care of children under 6 except in the cases of
enterprise liquidation.
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales
*Art. 87 LC: dismissal of trade union representative is admitted only with the preliminary consent of the trade union body.
Dismissal of a trade union member on certain grounds requires the preliminary consent of the trade union from the enterprise. In other cases, preliminary consultation with the trade union is required.
*Art. 251 LC: prohibits dismissal of pregnant women, women on maternity leave or child nursing leave and workers who are taking care of children under 6 except in the cases of
enterprise liquidation.
Forme de la notification du licenciement au travailleur: écrite
Art. 184 LC
Délai de préavis:
Art. 184 LC.
Notice period varies according to the ground for dismissal:
* 2 months minimum in case of dismissal based on economic grounds (enterprise liquidation or staff reduction
* 1 month minimum for dismissals based on the worker's capacity (health condition or insufficient qualifications)
* No mandatory notice when dismissal follows infringements of the employee's work responsibilities.
Indemnité compensatrice de préavis: Non
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Except in case of dismissal of a trade union member or representatives (art. 87 LC).
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Except for:
* a dismissal of trade union members on certain grounds,
* any dismissal of trade union representatives (art 87 LC).
Définition du licenciement collectif (nombre d'employés concernés) No legal definition.
See art. 88 1) i) LC: Mass dismissals can be defined by collective agreements.
Notification à l'administration publique Yes
Art. 88 (1) i) LC
Notification aux syndicats (représentants des travailleurs) Yes
Art. 88(1) g) LC
Notification aux représentants des travailleurs: Yes
Art. 88 (1) i) LC
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs No
Except for trade union members and trade union representatives (art. 87 LC).
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) Yes
Art. 183 LC
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Règles de priorité de réembauche Yes
Art. 88 (1) c) LC establishes the obligation of the employer to offer the employee another workplace at the enterprise.
:
Only for dismissals based on the worker's capacity, state of health and insufficient qualifications: art. 186 (2) LC.
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 2 mois
: 2.5 mois
: 5 mois
: 10 mois
travailleurs miniers: Non
Art. 90 LC
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Compensation for illegal dismissal includes: <br/><b>1) Damages for the moral prejudice: fixed by the court but shall amount to at least to 1 month' pay. <br/>Moreover, in lieu of reinstatement, additional compensation is due amounting at least to 3 months' pay.</b> <br/>2) Compensation for extra expenses (expert consultation, court costs...) <br/>3) Not less than the the average pay for the period of absence to work <br/>
Art. 90 LC
directeurs /cadres dirigeants: Oui
Art. 89 LC
police: Non
No statutory provision in the legislation reviewed.
Art. 355 LC
Règlement des litiges individuels par arbitrage: Non
Durée de la procédure: 40jour(s) (statutory)
Art. 355 LC: the court must convoke the parties within 10 days from the date of the registration of the application and decide on the case within 30 days.