Source: http://www.ilo.org/dyn/eplex/termdisplay.redress?p_lang=fr&p_region=1&p_expandcomments=N&p_checkbox=Y
Timestamp: 2020-06-01 06:50:24+00:00
Document Index: 120805080

Matched Legal Cases: ['art. 208', 'art. 223', 'art. 223', 'art. 23', 'art. 23', 'art. 24']

EPLex - Voies de recours
Afrique du Sud - 2019
- Indemnité pour licenciement disciplinaire abusif: si la réintégration du travailleur n'est pas possible (refus par l'une ou l'autre des parties), la compensation pécuniaire décidée par le juge ne
peut être inférieure à six mois de salaire, sans préjudice des dommages et intérêts éventuels.
- En cas de non-respect des exigences procédurales obligatoires : le licenciement est nul et l'employeur doit verser au travailleur une compensation pécuniaire qui ne peut être inférieure au salaire perçu
par le travailleur comme s’il avait continué à travailler.
Angola - 2019
General Labour Act of Angola, 2015 (LEI GERAL DO TRABALHO 7/2015, in Portuguese)
Date: 14 Sep 2015; voir le site internet » (voir dans NATLEX »)
Art. 239 GLA. Unfair disciplinary dismissal: compensation in lieu of reinstatement shall be:
-	for big companies: 50% of the base salary for each year of service, but not less than 3 months' base salaries;
-	for medium companies: 40% of the base salary for each year of service, but not less than 3 months’ base salaries;
-	for small companies: 30% of the base salary for each year of service, but not less than 2 months’ base salaries;
-	for micro companies: 20% of the base salary for each year of service, but not less than 1 month base salary.
In addition, the employee shall be granted back pay from the date of dismissal until he/she obtains a new employment or until the date of the court's decision. However, back pay shall not exceed 6 months' base salaries for big companies, 4 months’ base salaries for medium companies and 2 months’ base salaries for small and micro companies (arts. 209 (3) GLA).
If the disciplinary dismissal was based on prohibited grounds (see above - 'substantial requirements') or did not follow the required procedural rules (call for an interview, notice of dismissal), it will be declared null by the Court, and the employee will be reinstated. The employee must receive back pay from the effective date of his dismissal until his/her reinstatement (art. 208 GLA).
Arts. 215 and 237 GLA. In the event of an unfair individual economic dismissal The compensation in lieu of reinstatement shall be:.
-	for big companies: 50% of the base salary for each year of service;
-	for medium companies: 40% of the base salary for each year of service;
-	for small companies: 30% of the base salary for each year of service;
-	for micro companies: 20% of the base salary for each year of service.
The employee is entitled to receive this compensation, notwithstanding the redundancy payment (arts. 214, 215 (3), 236 and 237 GLA).
The employee is also entitled to back pay from the date of the dismissal until the date he/she obtains a new employment or until the date of the court's decision. However, back pay shall not exceed 6 months’ base salaries for big companies, 4 months’ base salaries for medium companies and 2 months’ base salaries for small and micro companies (arts. 209 and 215 (4) GLA).
In the event of an unfair collective dismissal the employer must reinstate the worker and must give the worker back pay from the date of the dismissal until the date of the court decision.
If the reinstatement is impossible or the worker does not want to be reinstated, the worker shall be awarded compensation in lieu of reinstatement in addition to redundancy payment (art. 223 (2) GLA). According to art. 223 (3) and 237 GLA such compensation shall be:
Date: 23 Aug 2002; voir le site internet » (voir dans NATLEX »)
Date: 21 Aug 2003; voir le site internet » (voir dans NATLEX »)
Sec. 24(3) of the Trade Disputes Act provides that where the Industrial Court orders reinstatement, any compensation ordered shall not exceed the actual pecuniary loss suffered by the employee as a result of wrongful dismissal.
Cameroun - 2019
Comores - 2019
Date: 28 Jun 2012 (voir dans NATLEX »)
Congo, République démocratique - 2019
Dismissal with no valid reason: compensation is fixed by the court, but shall not exceed 36 months.
Côte d'Ivoire - 2019
Labour Code [LC], Act No 95-15 of 12 January 1995 as amended by Act n° 2015-532 of 20 July 2015
Date: 11 Jul 1997; voir le site internet »
Date: 07 Mar 1996 (voir dans NATLEX »)
Date: 03 Apr 1996 (voir dans NATLEX »)
Egypte - 2017
Ethiopie - 2013
Durée de la procédure: 60 jour(s) (légal(e))
Date: 12 Oct 2000; voir le site internet » (voir dans NATLEX »)
Date: 25 Feb 2010 (voir dans NATLEX »)
Whistleblower Act [WA], Act No. 720 of 2006
(in force since 16th October 2006)
Labour Code (Codes of Good Practice) Notice No. 4 of 2003 (soft law, not legally binding); voir le site internet »
Maroc - 2019
1,5 months' pay per year of service but cannot exceed 36 months' pay.
Namibie - 2019
Date: 12 Apr 2012; voir le site internet »
Date: 21 Dec 2007 (voir dans NATLEX »)
Durée de la procédure: 12 mois
Nigéria - 2020
Ouganda - 2019
Date: 30 Aug 2018; voir le site internet »
Art. 30 LL establishes the following legal limits for the calculation of compensation for unfair dismissal:
- Workers with up to 10 years of service:
Not less than 3 months' salary and up to a maximum of 6 months' salary.
- Workers with over 10 years of service:
Not less than 3 months' salary and up to a maximum of 9 months' salary.
- Trade union and staff representatives (regardless of seniority) :
République centrafricaine - 2019
Sénégal - 2019
Date: 01 Dec 1997 (voir dans NATLEX »)
Date: 20 Aug 2003 (voir dans NATLEX »)
Tanzanie, République Unie de - 2019
Date: 04 Jun 2004 (voir dans NATLEX »)
Date: 18 Sep 2015; voir le site internet » (voir dans NATLEX »)
Date: 24 Feb 2017; voir le site internet » (voir dans NATLEX »)
Tunisie - 2019
- If the dismissal is not justified by a genuine and serious reason, compensation varies from one or two months' salary for each year of service, up to a maximum of three years' salary (art. 23bis LC).
The existence and the extent of the employee's losses are determined by the court, taking into account the worker's qualifications, his or her length of service in the firm, age, remuneration, family situation, the impact of dismissal on his or her retirement, compliance with the specified procedures and any special circumstances.
- If the dismissal is justified by a genuine and serious reason, but has been effected without observing the procedures prescribed by the law or by collective agreements, the dismissal is considered unfair (abusif"), but the amount of damages is limited to an amount between one and four months' salary (art. 23bis LC).
- The amount of damages for unfair termination of a contract of employment for a specified period corresponds to the payment due for the remaining contract period or for the remaining work left to perform (art. 24 LC).
L'article 23bis du Code du travail dispose qu' "En cas de licenciement abusif, le préjudice donne lieu à des dommages-intérêts dont le montant varie entre le salaire d'un mois et celui de deux mois pour chaque année d'ancienneté dans l'entreprise sans que ces dommages-intérêts ne dépassent dans tous les cas le salaire de trois années. L'existence et l'étendue du préjudice résultant de ce licenciement sont appréciées par le juge compte tenu notamment de la qualification professionnelle du travailleur, de son ancienneté dans l'entreprise, de son âge, de son salaire, de sa situation familiale, de l'impact du dit licenciement sur ses droits à la retraite, du respect des procédures et des circonstances de fait. Toutefois, dans le cas où il s'avère que le licenciement a eu lieu pour une cause réelle et sérieuse mais sans respect des procédures légales ou conventionnelles, le montant des dommages- intérêts varie entre le salaire d'un mois et celui de quatre mois."
Zambie - 2019