Références
Labour Law [LL], dated 2005 as last amended in 2014 by Law No. 75/2014<br/>Consolidated version available in Serbian
Date:
1 Jan 1970;
voir le site internet
»
Act on Peaceful Settlement of Labour Disputes, 2004 as last amended with Law No 104/2009
Date:
1 Jan 1970;
(voir dans NATLEX
»)
Champ d'application
Taille des entreprises exclues (≤): 20
Exclusion only applicable to collective dismissals: see definition of collective dismissal: art. 153 LL.
However, those enterprises are not excluded from the regulation on individual dismissal.
Catégories de travailleurs exclues: aucune
Art. 2: "provisions of this law shall apply to employees of public bodies, territorial autonomy bodies and local self-government and public services, unless the law stipulates otherwise".
Act on Public servants (2005) refers to the application of the general labour law unless it is stipulated otherwise.
Réforme législative en cours:
Ongoing discussions on the modernization of the Labour Law in order to reflect EU Law.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 37 LL: labour relations shall be entered into for a period that is set in advance in the following cases: seasonal jobs, project-based work, increase volume of work that will last for a definite term, etc.
Nombre maximum de CDD successifs: aucune limitation
Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 24 months.
Durée cumulée maximum de CDD successifs: 24mois
Art. 37 LL. The interruption between two FTCs should be longer than 30 days
Durée maximale de la période d'essai (en mois): 6 mois
Art. 36 LL.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: état matrimonial, grossesse, congé de matérnité, responsabilités familiales, avoir déposé une plainte contre l'employeur, maladie ou accident professionel temporaire, race, couleur, sexe, orientation sexuelle, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, statut financier, accomplissement du service militaire ou civil, langue, congé parental, état de santé
Art. 18 LL: general provision on non discrimination.
Art. 183 LL: list of prohibited grounds for dismissal.
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales
* Workers' representatives: art. 188 LL: no dismissal during the term of office.
* No dismissal during pregnancy, maternity leave, absence for childcare or special care of the child: art. 187 LL.
Forme de la notification du licenciement au travailleur: écrite
Art. 185 LL.
Délai de préavis:
Art. 189 LL foresees a notice period only for those employees dismissed for lack of performance, i.e. qualifications and skills.
Notice period is minimum 1 month and maximum 3 months depending on the "duration of the insurance period" (period for which the employee has paid contributions for the retirement insurance), as follows:
- 1 month for up to 10 years of insurance period;
- 2 months for 10-20 years of insurance period;
- 3 months over 20 years of insurance period.
Indemnité compensatrice de préavis: Oui
Art. 189 LL
Only applicable for dismissal for lack of performance, i.e. qualifications and skills.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Exception: Trade union must be notified in case of dismissal of trade union member: art. 181 LL.
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) At least: <br/>1) 10 employees out of a total of 20 to 99 staff employed for an indefinite term, over a period of 30 days;<br/>2) 10% of employees, out of a total of 100 to 299 staff employed for an indefinite term, over a period of 30 days;<br/>3) 30 employees out of at least 300 staff employed for an indefinite term, over a period of 30 days;<br/>4) 20 employees notwithstanding of the number of employees, over a period of 90 days.
Art. 153 LL.
Notification à l'administration publique Yes
Art. 154 and 156 LL.
Notification aux syndicats (représentants des travailleurs) Yes
Art. 155 and 156 LL.
Notification aux représentants des travailleurs: Yes
Art. 156 LL.
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
No criteria listed.
Art. 155 LL only refers to criteria as one of the elements to be communicated to the workers' representatives for consultation.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
Art. 182 LL: preferential right to re-employment for 6 months.
Règles de priorité de réembauche Yes
Art. 155 and 156 LL.
:
The provision on severance pay (art. 190) has been deleted from the 2005 Labour Law.
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
: 0 mois
:
Art. 158 LL established a minimum statutory payment to be paid prior to terminating an employment contract on the grounds that "due to technological, economic or organizational changes a particular job becomes redundant or volume of work be reduced".
The amount of redundancy payment is to be set out in the contract but shall not be less than the sum of 1/3 of the monthly salary for each full year of service for the first ten years and 1/4 of the salary for each full year of service after 10 years of employment.
: 0 mois
: 0 mois
: 0.33 mois
: 0.66 mois
: 1.33 mois
: 1.66 mois
: 3.3 mois
: 5.83 mois
travailleurs miniers: Non
Art. 191 LL.
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Damages in lieu of reinstatement: <br/>- max. 18 months' salary when the employee does not wish to be reinstated or <br/>- max. 36 months upon request or the employer or when case the existing circumstances suggest that the continuation of labor relations is not possible.<br/>
Art. 191, §§ 4-5 LL.
directeurs /cadres dirigeants: Oui
Art. 191 §§ 1-2 LL.
Note that, when reinstatement is ordered, the employer shall also pay compensation for the lost salary and other emoluments which the employee is legally entitled to.
Art. 21 of the Law on Organization of Courts (2002): the municipal court has jurisdiction to hear termination of employment disputes at first instance.
Règlement des litiges individuels par arbitrage: Oui
Termination of employment disputes can be settled through arbitration: Art. 194 LL and art. 30 Act on Peaceful settlement of Labour Disputes.
Durée de la procédure: 6mois (statutory)
Art. 195 LL.
* The legal proceedings may be initiated 30 days after the decision has been served to the employee.
* The dispute before the court shall be terminated 6 months after initiation of the proceedings at the latest.
* In case of amicable settlement through arbitration, the decision shall be passed within 10 days :art. 194 LL.