Références
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: aucune
Article 3 of the Labour Code
Réforme législative en cours:
Since 2002, a draft Labour Code has been under discussion by tripartite social partners (still pending in Parliament in 2010)
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Part two, Article 23 CLL of Ukraine allows using fixed-term employment agreement only when labour relations cannot be established for an indefinite term considering the character of the work to be done or its conditions or the worker's interests, and in other cases provided for by law.
Nombre maximum de CDD successifs: aucune limitation
According to Article 39 CLL, if labour relations actually continue after expiration of the employment agreement and none of the parties demands their termination, validity of such agreement is deemed as extended for an indefinite term. Labour agreements that were re-concluded for one or more times, except as provided for by part two, Article 23 CLL, are deemed as extended for an indefinite term.
Durée cumulée maximum de CDD successifs: aucune limitation
Durée maximale de la période d'essai (en mois): 3 mois
Art. 27 LC provides for the probationary period which can not be longer than 3 months. However it can be prolonged for 3 months more in some special cases and in consultation with appropriate representative body. In case that the employee was absent from work because of the temporary disability or other valid reasons, probation period may be extended for the number of days the employee has been absent. (Art. 27 LC)
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, affiliation et activités syndicales, statut financier, langue, lieu de résidence
Art. 2.1 of the Labour Code provides equal labor rights for all citizens regardless of origin, social status, race, nationality, sex, language, political opinions, religious beliefs, type and nature of occupation, residence and other circumstances.
However in the cases of pregnant women, women who have children under the age of three, (or, in special circumstances supported by medical evidence, under the age of six), and single mothers who have disabled children or children under the age of 14, pursuant to Article 184 of the Labor Code, this rule does not apply in case of liquidation of an enterprise, or if the woman was on a fixed-term contract that expired. However, in these two cases, the employer is obliged to find alternative employment for employees who fall into this category.
Article 25 of the Labor Code prohibits an employer, while concluding an employment agreement with a prospective employee, from requiring any additional documentation not specified in the Labor Code.
Art. 22LC
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs avec des responsabilités familiales,
Pregnant women, women who have children under the age of three, (or, in special circumstances supported by medical evidence, under the age of six), and single mothers who have disabled children or children under the age of 14 (Art. 184 LC)
Art. 22 LC
Forme de la notification du licenciement au travailleur: écrite
Délai de préavis:
Art. 49
Indemnité compensatrice de préavis: Non
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
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) No
Notification à l'administration publique Yes
Article 49.4 of the Labour Code - consultation with trade unions three months before any dismissal
Notification aux syndicats (représentants des travailleurs) Yes
Article 49.2 of the Labour Code - notification to public service of employment two months before any dismissal
Notification aux représentants des travailleurs: Yes
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs No
Article 43 of the Labour Code: any dismissal of a worker, member of the trade union, is allowed only upon approval by the trade union.
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) Yes
Article 42 of the Labour Code: to select workers for redundancy, the preference is given to workers with higher qualification and better productivity. This provision also lists other facrtors to take into account in case of equal productivity and qualification, such as having two or more dependants, long tenure at the entreprise etc.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
Article 42.1 of the Labour Code - the preferential right to be re-employed is granted to redundant workers during one year after their dismissal for economic reaons.
Règles de priorité de réembauche Yes
Article 40 of the Labour Code: Any dismissal for economic reasons is allowed only if it is impossible to find another job acceptable for the worker.
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
: 1 mois
travailleurs miniers: Oui
: Non
Non
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Article 235 of the Labour Code: in case of reinstatement of an unfairly dismissed worker, the compensation for idle time is limited to one-year wages. However, if the worker is not guilty of the fact that the trial lasts more than one year, the court may afford compensation of lost wages for the whole idle period.
directeurs /cadres dirigeants: Oui
Article 235 of the Labour Code
police: Non
Article 232 of the Labour Code
Règlement des litiges individuels par arbitrage: Non
Charge de la preuve: employeur