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Legal coverage
Fixed-term contracts (FTCs)

CDD reglementés: Oui

Motifs autorisés de recours au CDD: raisons matérielles et objectives

Remarks

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

Remarks

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

Remarks

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

Remarks

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. 22 LC

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:

Remarks

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

: 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