Références
Labour Code, entered into force on 1st July 2009 (in Russian)
Date:
1 Jan 1970;
voir le site internet
»
(voir dans NATLEX
»)
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: directeurs /cadres dirigeants
Article 5 of the Labour Code
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Article 18 of the Labour Code
Durée cumulée maximum de CDD successifs: 5année(s)
Article 18 of the Labour Code
Durée maximale de la période d'essai (en mois): 6 mois
Article 28 of the Labour Code: the probationary period cannot exceed 3 months for workers and 6 months for managerial employees.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, race, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, handicap, langue, propriété, lieu de résidence, origine ethnique
Article 7(1) of the Labour Code provides that ¿no restriction with respect to employment rights or the granting of any advantages is permitted on the basis of nationality, race, sex, origin, property or employment status, place of residence, language, attitude to religion, political convictions, party affiliation or non-membership of any party, or other factors unrelated to the abilities and performance of workers.
In addition, art. 265 of the Labour Code establishes a general prohibition of discrimination against disabled persons.
Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales, travailleurs mineurs
Art. 241 of the Labour Code.
Art. 257 of the Labour Code
Forme de la notification du licenciement au travailleur: écrite
Article 44 of the Labour Code
Indemnité compensatrice de préavis: Oui
Article 44(2) of the Labour Code
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Oui
Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Oui
Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives
Définition du licenciement collectif (nombre d'employés concernés) No
Notification à l'administration publique Yes
Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
In addition, Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.
Notification aux syndicats (représentants des travailleurs) Yes
Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
Notification aux représentants des travailleurs: Yes
Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs Yes
Article 44(6) of the Labour Code: the employer must inform and consult with the trade union and inform the public employment service - two months in advance - about expected mass redundancies.
In addition, Article 45 of the Labour Code: any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) Yes
Article 54 of the Labour Code: during collective redundancies, the workers with higher productivity and qualification have the preferential right to keep their job. At equal productivity and qualification, the preference not to be dismissed is given to such categories of workers as workers with the tenure of at least 10 years in the entreprise, people with disabilities, workers with two and more dependants, young specialists etc.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...)
Règles de priorité de réembauche
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
: 2 semaine(s)
:
Article 54 of the Labour Code
: 2 mois
: 2 mois
: 2 mois
: 2 mois
: 2 mois
: 2 mois
: 2 mois
: 2 mois
travailleurs miniers: Oui
Article 56 of the Labour Code
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Article 56 of the Labour Code: the judge is free to decide on compensation for unfair dismissal, whose amount cannot be less than three-month wages.
directeurs /cadres dirigeants: Oui
Article 56 of the Labour Code
Reinstatement is the primary remedy for unfair or unlawful dismissal. In addition, the employer has to pay back all foregone earnings, as well as expenses associated with hiring a lawyer. Only in case the employee requests replacing reinstatement by a compensation, can the judge award paying such compensation (the payback and the expenses are still awarded in addition to the compensation).
police: Non
Règlement des litiges individuels par arbitrage: Non