Source: http://www.ilo.org/dyn/eplex/termdisplay.procReqtIndivs?p_lang=fr&p_expandcomments=Y&p_checkbox=Y&p_region=3
Timestamp: 2019-07-16 05:14:28
Document Index: 250825497

Matched Legal Cases: ['Art. 23', 'Art. 25', 'Art. 75', 'Art 73', 'Art. 77', 'Art. 21', 'art. 293', 'Art. 27', 'Art. 26', 'art. 35', 'Art. 26', 'art. 24', 'Art. 277', 'art. 283', 'art. 282', 'art. 283', 'art. 284', 'art. 283', 'Art. 283', 'Art. 38', 'Art: 38', 'Art. 41', 'art. 38', 'Art. 38']

Art. 23(4) LC provides for the employer's obligation to notify the employee of his/her dismissal within 1 month but does not specify the form of such notification.
Art. 25(1) LC: The employer is required to provide a list of employees who have been dismissed on any legal ground (conduct, capacity, economic reasons - see "valid grounds") to the Ministry of Labour and Social Affairs or its provincial offices. This list which aims at assisting employees in job placement shall indicate the work experience, qualification, speciality, and skills of each employee.
1 semaine(s) .
travailleurs ≤ 45 ans - 2 semaine(s) .
travailleurs > 45 ans - 3 semaine(s) .
travailleurs ≤ 45 ans - 3 semaine(s) .
travailleurs > 45 ans - 4 semaine(s) .
travailleurs ≤ 45 ans - 4 semaine(s) .
travailleurs > 45 ans - 5 semaine(s) .
licenciement économique - 0 mois .
- licenciement sans cause - 120 jour(s) .
- licenciement sans cause - 60 jour(s) .
- licenciement sans cause - 30 jour(s) .
- licenciement sans cause - 14 jour(s) .
1) For workers under a contract of unspecified duration:
Art. 75 LC: The minimum period of a prior notice is set as follows:
- 7 days, if the worker's length of continuous service is less than six months;
- 15 days, if the worker's length of continuous service is from six months to two years;
- 1 month, if the worker's length of continuous service is longer then two years and up to five years.
- 2 months, if the worker's length of continuous service is longer than five years and up to ten years.
- 3 months, if the worker's length of continuous service is longer than ten years.
2) Specific rules apply to fixed term contracts.
Art 73 LC: If the contract has a duration of more than six months, the worker must be informed of the expiration of the contract or of its non-renewal ten days in advance. This notice period is extended to fifteen days for contracts that have a duration of more than one year.
Art. 77 LC.
Art. 21 LC : compulsory written notification to the Ministry of Labour every time an employer hires or dismisses a worker.
Except for worker's representatives: art. 293 LC.
Art. 27 LSA
Art. 26 LSA: The notice period shall be 30 days regardless of the length of service.
However, exceptionally, notice may not be given to workers who have been employed: 1) on a daily basis for less than three consecutive months; 2) for a fixed period not exceeding two months; 3) as a monthly-paid worker for less than six months; 4) for seasonal work for a fixed period not exceeding six months; 5) as a worker in a probationary period (art. 35 LSA).
Art. 26 LSA
Except in case of dismissal for managerial reasons: art. 24 LSA.
No specific form prescribed in the LC.
Note however that termination of employment for continued violations of disciplinary rules requires previous written warnings (sec. 27 LC).
No statutory notice period to be observed.
However, notification to the Ministry of Labour is compulsory in the event of a dismissal of a foreign worker, see sec. 125 LC:
"Sec. 125. Where, whatever the circumstances, an employment relationship between a foreign citizen and an employer is terminated, the employer shall notify the Ministry of Labour and Social Affairs thereof within 15 days. The foreign citizen shall surrender his work permit to the said Ministry against a receipt within 15 days. If necessary, the Ministry shall request the appropriate authorities to expel the foreign citizen from the country."
No general obligation to obtain the prior approval of the administration.
However, the dismissal of an employee on the ground of continuous violations of the disciplinary rules or for negligence in performing his/her duties requires the assenting opinion of the Board of Inquiry and in units not covered by the Islamic Labour Council Act, or where no Islamic Labour Council or Guild Society has been set up or where there is no workers' representative.
Note that Islamic Labour Council must be established in workplaces engaged in production, industries, agriculture and services having over 35 permanent employees.
"The Board of Inquiry is composed of:
* (1) one representative of the Ministry of Labour and Social Affairs;
* (2) one representative of the workers to be selected and appointed by the Provincial Coordination Council of the Islamic Labour Councils;
* (3) one representative of the managers of industries, to be selected by the Provincial Centre of Employers' Guild Societies. (sec. 158 LC)"
Therefore, in cases where disciplinary dismissals are subject to the approval of the Board of Inquiry, the administration plays a role in authorizing the dismissal through the participation of one representative of the Ministry of Labour and Social Affairs in the Board.
Termination on the ground of continued violations of disciplinary rules ground or for negligent performance requires the agreement of the Islamic Labour Council or the Guild Society. In units not covered by the Islamic Labour Council Act, or where no Islamic Labour Council or Guild Society has been set up or where there is no workers' representative, the termination of an employment contract shall be subject to the agreement of the Board of Inquiry (sec. 27 LC)
Note that Islamic Labour Councils must be established in workplaces engaged in production, industries, agriculture and services having more than 35 permanent employees.
6 semaine(s) .
8 semaine(s) .
licenciement fondé sur la capacité du travailleur - 1 mois .
Art. 277 b) LC. See aslo Omnibus Implementing Rules, Rule XIV, sec. 6.
The LC establishes a distinction between a dismissal for a just cause and a dismissal for an authorized cause.
- Authorized causes are of two types: business reasons and disease (art. 283 and 284 LC).
- Just causes are blameworthy acts on the part of the employee such as serious misconduct, wilful disobedience, gross and habitual neglect of duties, fraud or wilful breach of trust, commission of a crime and other analogous causes (art. 282, LC).
There is no notice period prior to a dismissal for a just cause or for health reasons.
The employer is only required to give a one-month notice to the employee in the event of termination for business reasons (art. 283 LC).
( Please not that, for dismissal based on the grounds of disease, there is no mandatory notification at the time of dismissal. However, before the employer can terminate on the ground of disease, he must obtain from a competent public health authority a certification that the employee¿s disease is of such a nature and at such a stage that it can no longer be cured within a period of six months even with medical attention (art. 284 LC; Implementing Rules of Book VI, LC)).
- Notification is mandatory in cases of economic dismissals (closure if an establishment or reduction of the workforce and dismissal due to disease): art. 283 LC.
Art. 283 LC: Notice shall be served to the workers and the administration. No mention of worker's representatives.
Art. 38 (3) LC stipulates that the employer shall notify the worker of the dismissal but does not specify whether such notification shall be written.
Art: 38 (3) LC: The employer must give at least 45 days' notice for an indefinite duration contract, 30 days' notice for a fixed-term contract, and three days' notice for a seasonal or specific-task contract. These requirements apply to all forms of unilateral termination, except when the employer is using dismissal as a disciplinary measure.
travailleurs permanents - 45 jour(s) .
Art. 41 (4) LC
No general obligation to notify.
However, before dismissing an employee due to poor performance, disciplinary measures, or illness, the employer must consult with the executive committee of the enterprise trade union with the aim of coming to an agreement. In case of disagreement, the two parties must report to the local branch of the State administration of labour: art. 38 (2) LC.
Art. 38 (2) LC: Before an employer can dismiss an employee due to poor performance, disciplinary measures, or illness, he must consult with the executive committee of the enterprise trade union with the aim of coming to an agreement.