ILO is a specialized agency of the United Nations
ILO-en-strap
Go to the home page
Site map | Contact us franšais | español
> GOVERNANCE - home > Employment protection legislation database - EPLex > Ethiopia

Ethiopia - Substantive requirements for dismissals


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 34 (1) LP.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • Art. 26 (1) LP.
    The LP defines limited grounds relating to the worker's conduct for resorting to termination without notice (art. 27 (1) LP). In addition, the grounds for termination with notice (relating to the worker's capacity or operational requirements) are listed in article 28 (1) and (2) LP).


Prohibited grounds: marital status; pregnancy; maternity leave; family responsibilities; filing a complaint against the employer; race; colour; sex; religion; political opinion; nationality/national origin; trade union membership and activities; ethnic origin
Remarks:
  • Art. 26 (2) LP.


Workers enjoying special protection: pregnant women and/or women on maternity leave
Remarks:
  • Art. 87 (5) LP: Prohibition to dismiss women workers during pregnancy and maternity leave (up 4 months after childbirth) except in case of serious misconduct (summary dismissal) and as a "last resort" in case of economic dismissal.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 34 (1) LP.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • Art. 26 (1) LP.
    The LP defines limited grounds relating to the worker's conduct for resorting to termination without notice (art. 27 (1) LP). In addition, the grounds for termination with notice (relating to the worker's capacity or operational requirements) are listed in article 28 (1) and (2) LP).


Prohibited grounds: marital status; pregnancy; maternity leave; family responsibilities; filing a complaint against the employer; race; colour; sex; religion; political opinion; nationality/national origin; trade union membership and activities; ethnic origin
Remarks:
  • Art. 26 (2) LP.


Workers enjoying special protection: pregnant women and/or women on maternity leave
Remarks:
  • Art. 87 (5) LP: Prohibition to dismiss women workers during pregnancy and maternity leave (up 4 months after childbirth) except in case of serious misconduct (summary dismissal) and as a "last resort" in case of economic dismissal.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 34 (1) LP.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • Art. 26 (1) LP.
    The LP defines limited grounds relating to the worker's conduct for resorting to termination without notice (art. 27 (1) LP). In addition, the grounds for termination with notice (relating to the worker's capacity or operational requirements) are listed in article 28 (1) and (2) LP).


Prohibited grounds: marital status; pregnancy; maternity leave; family responsibilities; filing a complaint against the employer; race; colour; sex; religion; political opinion; nationality/national origin; trade union membership and activities; ethnic origin
Remarks:
  • Art. 26 (2) LP.


Workers enjoying special protection: pregnant women and/or women on maternity leave
Remarks:
  • Art. 87 (5) LP: Prohibition to dismiss women workers during pregnancy and maternity leave (up 4 months after childbirth) except in case of serious misconduct (summary dismissal) and as a "last resort" in case of economic dismissal.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 34 (1) LP.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • Art. 26 (1) LP.
    The LP defines limited grounds relating to the worker's conduct for resorting to termination without notice (art. 27 (1) LP). In addition, the grounds for termination with notice (relating to the worker's capacity or operational requirements) are listed in article 28 (1) and (2) LP).


Prohibited grounds: marital status; pregnancy; maternity leave; family responsibilities; filing a complaint against the employer; race; colour; sex; religion; political opinion; nationality/national origin; trade union membership and activities; ethnic origin
Remarks:
  • Art. 26 (2) LP.


Workers enjoying special protection: pregnant women and/or women on maternity leave
Remarks:
  • Art. 87 (5) LP: Prohibition to dismiss women workers during pregnancy and maternity leave (up 4 months after childbirth) except in case of serious misconduct (summary dismissal) and as a "last resort" in case of economic dismissal.


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 34 (1) LP.


Valid grounds (justified dismissal): worker's conduct; worker's capacity; economic reasons
Remarks:
  • Art. 26 (1) LP.
    The LP defines limited grounds relating to the worker's conduct for resorting to termination without notice (art. 27 (1) LP). In addition, the grounds for termination with notice (relating to the worker's capacity or operational requirements) are listed in article 28 (1) and (2) LP).


Prohibited grounds: marital status; pregnancy; maternity leave; family responsibilities; filing a complaint against the employer; race; colour; sex; religion; political opinion; social origin; nationality/national origin; trade union membership and activities
Remarks:
  • Art. 26 (2) LP.


Workers enjoying special protection: pregnant women and/or women on maternity leave
Remarks:
  • Art. 87 (5) LP: Prohibition to dismiss women workers during pregnancy and maternity leave (up 4 months after childbirth) except in case of serious misconduct (summary dismissal) and as a "last resort" in case of economic dismissal.