Referencias
Malawi ratified the ILO Termination of Employment Convention, 1982 (No. 158) in 1986.
New amendments to the Employment Act entered into force in May 2021.
Employment Act [EA], No. 6 of 2000
Fecha:
1 Jan 1970;
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Employment Amendment Act, No. 27 of 2010 (date of entry into force: 1st June 2011)
Fecha:
1 Jan 1970;
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Labour Relations Act [LRA], No. 16 of 1996
Fecha:
1 Jan 1970;
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Employment (Amendment) Act, 2021 (Act No. 17 of 2021).
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Labour Relations (Amendment) Act, No. 1 of 2012
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
No enterprises are explicitly excluded based on size.
Categorías de trabajadores excluidas: personal de prisiones, policía, ejército
The Employment Act does not apply to the armed forces, the prison service or the police, unless they are employed in a civilian capacity.
→ Section 2 EA indicates that :
(1) Subject to subsection (2), this Act applies to the private sector and the Government, including any public authority or enterprise.
(2) This Act does not apply to members of the armed forces, the prisons service or the police, except those employed in a civilian capacity.
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
No reasons specified in the EA.
However, under Section 28(3) of the EA, where the purpose or effect of a contract of employment that is purported to be for a specified period of time or a specific task is the filling on a lasting basis of a post connected with the normal and permanent activity of an undertaking, it shall be deemed to be a contract of employment for an unspecified period of time.
Número máximo de CDD consecutivos: sin restricción
No statutory limitation found in the legislation reviewed.
Duración máxima acumulativa de CDD consecutivos: sin limitación
No statutory limitation found in the legislation reviewed.
Duración maxima del periodo de prueba (en meses): 12 mes(es)
Under Section 26(1) EA, a probationary period may be included in a contract of employment for a skilled worker, provided it does not exceed 12 months.
→ Section 26 EA indicates that:
(1) In a contract of employment in respect of a skilled worker, the parties may agree on the duration of the probationary period: Provided that the period shall not, in any event, exceed twelve months.
(2) During a probationary period, a contract of employment may be terminated at any time by either party without notice.
(3) For purposes of this section, “skilled worker” means an employee in an undertaking who has special ability to do something, which ability is gained through acquisition, programmed or otherwise, of knowledge, attitude and behaviour.
Excluded from protection against dismissal: Si
Under Section 26(2) of the EA, a probationary contract may be terminated at any time by either party without notice.
Obligación de motivar el despido: Si
Motivos autorizados (despido justificado):
Motivos prohibidos: estado civil, embarazo, licencia de maternidad, responsabilidades familiares, presentación de una queja contra el empleador, enfermedad o accidente profesional temporal, raza, color, sexo, religión, opinion política, origen social, nacionalidad, afiliación sindical y actividades sindicales, discapacidad, lengua, participación en una huelga legal, propriedad, nacimiento, origen étnico
▷ Invalid reasons for dismissal
→ Section 57 (3) EA, lists invalid reasons for dismissals as:
(a) an employee’s race, colour, sex, language, religion, political or other opinion, nationality, ethnic or social origin, disability, property, birth, marital or other status or family responsibilities;
(b) an employee’s exercise of any of the rights specified in Part II of the Labour Relations Act [exercise of freedom of association rights];
(c) an employee’s temporary absence from work because of sickness or injury;
(d) an employee’s exercise or proposed exercise of the right to remove himself from a work situation, which he reasonably believes presents an imminent or serious danger to life or health;
(e) an employee’s participation or proposed participation in industrial action, which takes place in conformity with the provisions of Part V of the Labour Relations Act;
(f) an employee’s refusal to do any work, normally done by an employee who is engaged in industrial action; or
(g) the filling of a complaint or participation in proceedings against an employer involving alleged violations of laws, regulations or collective agreements.
▷ Prohibition of discrimination
The EA provides for general non-discrimination provisions (including in respect of termination of employment):
→ Section 5(1) EA indicates that: No person shall discriminate against any employee or prospective employee on the grounds of race, colour, sex, language, religion, political or other opinion, nationality, ethnic or social origin, disability, property, birth, marital status or family responsibilities in respect of recruitment, training, promotion, terms and conditions of employment, termination of employment or other matters arising out of the employment relationship.
▷ Pregnancy and maternity
→ Under Section 49(1) EA, an employer who terminates the employment of an employee because of her pregnancy or for any reason connected with her pregnancy shall be guilty of an offence and liable to a fine and 5 years imprisonment.
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad
▷ Pregnancy and maternity
→ Under Section 49(1) EA: an employer who terminates the employment of an employee because of her pregnancy or for any reason connected with her pregnancy shall be guilty of an offence and liable to a fine and 5 years imprisonment.
▷ Workers representatives
→ Under Section 57 (3)(b) EA do not constitute valid reasons for dismissal or for imposition of disciplinary action: an employee’s exercise of any of the rights specified in Part II of the Labour Relations Act [exercise of freedom of association rights].
Forma de la notificación del despido al trabajador: escrita
An indefinite-term contract must be terminated with a written notice (§ 29(1). Additionally, for reasons related to capacity or conduct, the employee must be given an opportunity to defend themselves (§ 57(2)).
→ Under Section 29(1) EA, a contract of employment for an unspecified period of time may be terminated by either party upon giving the other party the following minimum period of notice in writing (...).
→ Section 57(2) EA, indicates that: The employment of an employee shall not be terminated for reasons connected with his capacity or conduct before the employee is provided an opportunity to defend himself against the allegations made, unless the employer cannot reasonably be expected to provide the opportunity.
Plazo de preaviso:
→ Section 29 (1) EA: Notice period for terminating a contract for an unspecified period of time varies between 1 day and one month depending on the frequency of pay and/or the length of service, as follows:
1) workers paid on a monthly basis: 1 month's notice;
2) workers paid on a fortnightly basis:
- 1 fortnight's notice for less than 5 years of service
- 1 month's notice for at least 5 years of service;
3) workers paid on a weekly basis:
- 1 week's notice for less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service;
4) workers paid on an hourly basis:
- 1 day's notice for less than 6 months of service
- 1 week notice between 6 months and less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service.
→ Under Section 29 (3) EA, the minimum period of notice in respect of a contract of employment for a specified period of time shall be 14 days.
duración de servicio ≥ 6 meses:
- trabajadores pagados mensualmente: 1 mes(es).
duración de servicio ≥ 6 meses:
- trabajadores pagados cada dos semanas: 2 semana(s).
duración de servicio ≥ 6 meses:
- trabajadores pagados por hora o día: 1 semana(s).
duración de servicio ≥ 6 meses:
- trabajadores a tiempo definido: 14 día(s).
duración de servicio ≥ 9 meses:
- trabajadores pagados mensualmente: 1 mes(es).
duración de servicio ≥ 9 meses:
- trabajadores pagados cada dos semanas: 2 semana(s).
duración de servicio ≥ 9 meses:
- trabajadores pagados por hora o día: 1 semana(s).
duración de servicio ≥ 9 meses:
- trabajadores a tiempo definido: 14 día(s).
duración de servicio ≥ 2 años:
- trabajadores pagados mensualmente: 1 mes(es).
duración de servicio ≥ 2 años:
- trabajadores pagados cada dos semanas, cada semana o por hora: 2 semana(s).
duración de servicio ≥ 2 años:
- trabajadores a tiempo definido: 14 día(s).
duración de servicio ≥ 4 años:
- trabajadores pagados mensualmente: 1 mes(es).
duración de servicio ≥ 4 años:
- trabajadores pagados cada dos semanas, cada semana o por hora: 2 semana(s).
duración de servicio ≥ 4 años:
- trabajadores a tiempo definido: 14 día(s).
duración de servicio ≥ 5 años:
- trabajadores pagados mensualmente: 1 mes(es).
duración de servicio ≥ 5 años:
- trabajadores pagados cada dos semanas, cada semana o por hora: 1 mes(es).
duración de servicio ≥ 5 años:
- trabajadores a tiempo definido: 14 día(s).
duración de servicio ≥ 10 años:
- trabajadores pagados mensualmente: 1 mes(es).
duración de servicio ≥ 10 años:
- trabajadores pagados cada dos semanas, cada semana o por hora: 1 mes(es).
duración de servicio ≥ 10 años:
- trabajadores a tiempo definido: 14 día(s).
duración de servicio ≥ 20 años:
- trabajadores pagados mensualmente: 1 mes(es).
duración de servicio ≥ 20 años:
- trabajadores pagados cada dos semanas, cada semana o por hora: 1 mes(es).
duración de servicio ≥ 20 años:
- trabajadores a tiempo definido: 14 día(s).
Indemnización sustitutiva de preaviso: Si
Under Section 30 (2) EA, in lieu of providing notice of termination, the employer shall pay the employee a sum equal to the remuneration that would have been received and conferred on the employee all other benefits due to the employee up to the expiration of the required period of notice.
Notificación a la administración: No
No statutory requirement was identified in the reviewed legislation.
Notificación a los representantes de los trabajadores: No
No statutory requirement was identified in the reviewed legislation.
Aprobación de la administración publica o de organismos judiciales: No
No statutory requirement was identified in the reviewed legislation.
Acuerdo de los representantes de los trabajadores: No
No statutory requirement was identified in the reviewed legislation.
Definición de despido colectivo (número de empleados afectados)
No statutory definition.
No specific procedure is attached to dismissal based on "operational requirements" in the Employment Act. However, specific requirements have been established by case law.
In addition, the Employment (Amendment) Act 2010 refers to "economic difficulties or technical, structural or operational requirements" under Section 35(1).
▷ Employment Act 2000
→ Section 57 (1) EA: "operational requirements of the undertaking" can constitute a valid reason for dismissing an employee.
However, there is no mention in the Employment Act of when such dismissal could be described as collective. Additionally, there are no specific statutory requirements, such as consultation with a trade union or notification to the labour administration, for dismissals involving more than one employee.
▷ Employment (Amendment) Act 2010
The Employment (Amendment) Act 2010 amends and replaces Section 35 of the Employment Act 2000. The amended Section 35(1) provides for termination of an employment contract for "economic difficulties or technical, structural or operational requirements".
→ The amended Section 35(1) states that: "on the termination of a contract as a result of redundancy or retrenchment, or due to "economic difficulties or technical, structural or operational requirements" of the employer, or on the unfair dismissal of an employee by the employer, and not in any other circumstances, an employee shall be entitled to be paid by the employer, at the time of termination, a severance allowance to be calculated in accordance with Part I of the first Schedule.
Note: The first Schedule is provided in the annexe of the Employment Amendment (2010).
Notificación a la administración No
No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with Articles 13 and 14 of the ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court, upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a los sindicatos (representantes de los trabajadores) No
No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational reasons, the employer must comply with Articles 13 and 14 of the ILO Convention 158, which require consultation with workers' representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court, upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a los representantes de los trabajadores: No
No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with Articles 13 and 14 of the ILO Convention 158 on consultation with the workers' representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court, upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Acuerdo de los sindicatos (representantes de los trabajadores) No
No statutory requirement was identified in the reviewed legislation.
Acuerdo de los representantes de los trabajadores No
No statutory requirement was identified in the reviewed legislation.
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) No
No statutory requirement was identified in the reviewed legislation.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No
No statutory requirement was identified in the reviewed legislation.
Reglas de prioridad para la re-contratación No
No statutory requirement was identified in the reviewed legislation.
Severance pay:
▷ Employment (Amendment) Act 2010
The Employment Amendment Act of 2010 (effective as of May 2011) limits severance pay entitlements to economic dismissals ("termination of a contract as a result of redundancy or retrenchment, or due to economic difficulties, or technical, structural or operational requirements of the employer) or unfair dismissals. Employees who are fairly dismissed (ie for a reason connected with their capacity) are no longer entitled to severance pay.
For more information, see the section on "redundancy payment".
tenure ≥ 6 meses: 0 semana(s).
tenure ≥ 9 meses: 0 semana(s).
tenure ≥ 1 año: 0 semana(s).
tenure ≥ 2 años: 0 semana(s).
tenure ≥ 4 años: 0 semana(s).
tenure ≥ 5 años: 0 semana(s).
tenure ≥ 10 años: 0 semana(s).
tenure ≥ 20 años: 0 semana(s).
Redundancy payment:
New in 2011
▷ Employment (Amendment) Act 2010
The Employment (Amendment) Act 2010 amends and replaces Section 35 of the Employment Act 2000 (hereinafter referred to as the "principal Act) by deleting subsection (1) and substituting it with the following
→ Section 35(1): "on the termination of a contract as a result of redundancy or retrenchment, or due to "economic difficulties or technical, structural or operational requirements" of the employer, or on the unfair dismissal of an employee by the employer, and not in any other circumstances, an employee shall be entitled to be paid by the employer, at the time of termination, a severance allowance to be calculated in accordance with Part I of the first Schedule.
Note: The first Schedule is provided in the annexe of the Employment Amendment (2010).
The amounts of redundancy pay have also been changed by the Employment Amendment Act 2010.
The First Schedule of the EA, as amended, reads as follows:
▻ At least 1 year and up to 5 years of service: 2 weeks' wages for each completed year of service up to and including the fifth year.
▻ More than 5 years and up to 10 years of service: 2 weeks' wages for each completed year of service for the first five years, plus 3 weeks' wages for each completed year of service from the sixth year and up to and including the tenth year.
▻ More than 10 years: 2 weeks' wages for each completed year of service for the first five years, plus 3 weeks' wages for each completed year of service from the sixth year and up to and including the tenth year, plus four weeks' wages for each completed year of service from the eleventh year onwards.
Note: [Prior to July 2011, severance/redundancy pay was set as follows:
▻ From 1 to 10 years of service: 2 weeks' wages for each completed year of service
▻ Beyond 10 years of service: 4 weeks' wages for each completed year of service.]
tenure ≥ 6 meses: 0 mes(es).
tenure ≥ 9 meses: 0 mes(es).
tenure ≥ 1 año: 2 semana(s).
tenure ≥ 2 años: 4 semana(s).
tenure ≥ 4 años: 8 semana(s).
tenure ≥ 5 años: 10 semana(s).
tenure ≥ 10 años: 25 semana(s).
tenure ≥ 20 años: 65 semana(s).
mineros: No
→ Section 63(4) EA states that: An award of compensation shall be such amount as the Court considers just and equitable in the circumstances having regard to the loss sustained by the employee in consequence of the dismissal in so far as the loss is attributable to action taken by the employer and the extent, if any, to which the employee caused or contributed to the dismissal.
→ Section 63 (5) EA provides that: The amount to be awarded under subsection (4) shall not be less than -
(a) one week’s pay for each year of service for an employee who has served for not more than five years;
(b) two weeks’ pay for each year of service for an employee who has served for more than five years but not more than ten years;
(c) three weeks’ pay for each year of service for an employee who has served for more than ten years but not more than fifteen years; and
(d) one month’s pay for each year of service for an employee who has served for more than fifteen years,
and an additional amount may be awarded where dismissal was based on any of the reasons set out in section 57 (3).
: Si
Si
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo): Compensation for unfair dismissal shall not be less than:<br/>- 1 week's pay for each year of service for a worker who has served for not more than 5 years;<br/>- 2 weeks' pay for each year of service for a worker who has served for more than 5 and less than 10 years;<br/>- 3 weeks' pay for each year of service for a worker who has served for more than 10 years and not more than 15 years; <br/>- 1 month's pay for each year of service for a worker who has served for more than 15 years.<br/>
→ Section 65 (5) EA.
The Act provides for an additional amount to be awarded by the Court when dismissal is based on prohibited grounds.
Note that according to Section 65 (6) EA, if an order of reinstatement or re-engagement made by the Court is not complied with by the employer, the employee is entitled to an award equivalent to 12 weeks' wages, in addition to a compensatory award.
directores/ gerentes: Si
Art. 63 (1) a) EA.
When deciding which remedy to award, the Court shall first consider the possibility of ordering reinstatement (art. 63 (2) EA).
policía: Si
Prior to the settlement of the dispute before the Court, the matter is lodged to a Regional/District Labour Officer before a Labour Officer for conciliation: art. 62, 64 EA and art. 44(1) LRA. This preliminary phase of extra-judicial conciliation is compulsory for the parties.
In addition, preliminary conciliation before the Registrar of the Industrial Relations Court: Rule 5 (3),(4) (5) of the Industrial Relations Court (Procedure) Rules, 1999.
Conciliation is carried out by the Registrar, if requested by the parties or if directed by the Court to do so.
Art. 62(1), 64 and 65 EA.
See also the part on dispute settlement (art. 42-45) of the Labour Relations Act, 1996
Arbitraje: No
No statutory requirement was identified in the reviewed legislation.
Duración del procedimiento:
No statutory requirement was identified in the reviewed legislation.
Carga de la prueba: empleador
→ Under Section 6(2) EA, in cases of alleged violation of "equal remuneration", the employer shall bear the burden of proving that there was no violation.
→ Under Section 49(1) EA, an employer who terminates the employment of an employee because the employee is pregnant or for any reason connected with her pregnancy shall be guilty of an offence and the burden of proving that the employment was not terminated because of pregnancy shall be on the employer.
→ Under Section 61 (1) EA, in any claim or complaint arising out of the dismissal of an employee, it shall be for the employer to provide the reason for dismissal, and if the employer fails to do so, there shall be a conclusive presumption that the dismissal was unfair.