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> GOVERNANCE - home > Employment protection legislation database - EPLex > Lesotho

Lesotho - Substantive requirements for dismissals


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Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 69 (1) LC: "The employer shall provide a written statement of the reason for dismissal [...] to any employee who is dismissed. Such statement shall be given to the employee either before dismissal, at the time of dismissal or within four weeks of the dismissal having taken effect".

    "Where an employer has given no written statement in accordance with subsection, or if the material details of the statement are incorrect, the Court may (a) declare the reasons for the dismissal; and (b) award, in addition to other possible relief, two weeks' wages to the employee": art. 69 (5) LC.


Valid grounds (justified dismissal): any fair reasons
Remarks:
  • Art. 66 (1) LC: An employee shall not be dismissed, whether adequate notice is given or not, unless there is a valid reason for termination of employment, which reason is
    (a) connected with the capacity of the employee to do the work the employee is employed to do (including but not limited to an employee's fraudulent misrepresentation of having specific skills required for a skilled post);
    (b) connected with the conduct of the employee at the workplace; or
    (c) based on the operational requirements of the undertaking, establishment or service.


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; lawfully taking leave; HIV status
Remarks:
  • Art. 66 (3) LC invalid reasons for terminating employment.
    In addition, see art. 5 LC : general article on non-discrimination.
    On HIV status, see: art. 235 G Labour Amendment Act 2006.
    See also art. 67 LC: "If the Labour Court is satisfied that an employer dismissed an employee in order to avoid liability for providing the employee with any benefit provided for under the Code, such dismissal shall be deemed unfair".


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave
Remarks:
  • - Women on maternity leave, see art. 136 LC: prohibition of dismissal.
    - Worker's representatives, see code of good practices art. 11 (8) : specific discipline procedure (mandatory consultation with the trade union).


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 69 (1) LC: "The employer shall provide a written statement of the reason for dismissal [...] to any employee who is dismissed. Such statement shall be given to the employee either before dismissal, at the time of dismissal or within four weeks of the dismissal having taken effect".

    "Where an employer has given no written statement in accordance with subsection, or if the material details of the statement are incorrect, the Court may (a) declare the reasons for the dismissal; and (b) award, in addition to other possible relief, two weeks' wages to the employee": art. 69 (5) LC.


Valid grounds (justified dismissal): any fair reasons
Remarks:
  • Art. 66 (1) LC: An employee shall not be dismissed, whether adequate notice is given or not, unless there is a valid reason for termination of employment, which reason is
    (a) connected with the capacity of the employee to do the work the employee is employed to do (including but not limited to an employee's fraudulent misrepresentation of having specific skills required for a skilled post);
    (b) connected with the conduct of the employee at the workplace; or
    (c) based on the operational requirements of the undertaking, establishment or service.


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; lawfully taking leave; HIV status
Remarks:
  • Art. 66 (3) LC invalid reasons for terminating employment.
    In addition, see art. 5 LC : general article on non-discrimination.
    On HIV status, see: art. 235 G Labour Amendment Act 2006.
    See also art. 67 LC: "If the Labour Court is satisfied that an employer dismissed an employee in order to avoid liability for providing the employee with any benefit provided for under the Code, such dismissal shall be deemed unfair".


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave
Remarks:
  • - Women on maternity leave, see art. 136 LC: prohibition of dismissal.
    - Worker's representatives, see code of good practices art. 11 (8) : specific discipline procedure (mandatory consultation with the trade union).


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 69 (1) LC: "The employer shall provide a written statement of the reason for dismissal [...] to any employee who is dismissed. Such statement shall be given to the employee either before dismissal, at the time of dismissal or within four weeks of the dismissal having taken effect".

    "Where an employer has given no written statement in accordance with subsection, or if the material details of the statement are incorrect, the Court may (a) declare the reasons for the dismissal; and (b) award, in addition to other possible relief, two weeks' wages to the employee": art. 69 (5) LC.


Valid grounds (justified dismissal): any fair reasons
Remarks:
  • Art. 66 (1) LC: An employee shall not be dismissed, whether adequate notice is given or not, unless there is a valid reason for termination of employment, which reason is
    (a) connected with the capacity of the employee to do the work the employee is employed to do (including but not limited to an employee's fraudulent misrepresentation of having specific skills required for a skilled post);
    (b) connected with the conduct of the employee at the workplace; or
    (c) based on the operational requirements of the undertaking, establishment or service.


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; lawfully taking leave; HIV status
Remarks:
  • Art. 66 (3) LC invalid reasons for terminating employment.
    In addition, see art. 5 LC : general article on non-discrimination.
    On HIV status, see: art. 235 G Labour Amendment Act 2006.
    See also art. 67 LC: "If the Labour Court is satisfied that an employer dismissed an employee in order to avoid liability for providing the employee with any benefit provided for under the Code, such dismissal shall be deemed unfair".


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave
Remarks:
  • - Women on maternity leave, see art. 136 LC: prohibition of dismissal.
    - Worker's representatives, see code of good practices art. 11 (8) : specific discipline procedure (mandatory consultation with the trade union).


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 69 (1) LC: "The employer shall provide a written statement of the reason for dismissal [...] to any employee who is dismissed. Such statement shall be given to the employee either before dismissal, at the time of dismissal or within four weeks of the dismissal having taken effect".

    "Where an employer has given no written statement in accordance with subsection, or if the material details of the statement are incorrect, the Court may (a) declare the reasons for the dismissal; and (b) award, in addition to other possible relief, two weeks' wages to the employee": art. 69 (5) LC.


Valid grounds (justified dismissal): any fair reasons
Remarks:
  • Art. 66 (1) LC: An employee shall not be dismissed, whether adequate notice is given or not, unless there is a valid reason for termination of employment, which reason is
    (a) connected with the capacity of the employee to do the work the employee is employed to do (including but not limited to an employee's fraudulent misrepresentation of having specific skills required for a skilled post);
    (b) connected with the conduct of the employee at the workplace; or
    (c) based on the operational requirements of the undertaking, establishment or service.


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; lawfully taking leave; HIV status
Remarks:
  • Art. 66 (3) LC invalid reasons for terminating employment.
    In addition, see art. 5 LC : general article on non-discrimination.
    On HIV status, see: art. 235 G Labour Amendment Act 2006.
    See also art. 67 LC: "If the Labour Court is satisfied that an employer dismissed an employee in order to avoid liability for providing the employee with any benefit provided for under the Code, such dismissal shall be deemed unfair".


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave
Remarks:
  • - Women on maternity leave, see art. 136 LC: prohibition of dismissal.
    - Worker's representatives, see code of good practices art. 11 (8) : specific discipline procedure (mandatory consultation with the trade union).


+ show references

Obligation to provide reasons to the employee: Yes
Remarks:
  • Art. 69 (1) LC: "The employer shall provide a written statement of the reason for dismissal [...] to any employee who is dismissed. Such statement shall be given to the employee either before dismissal, at the time of dismissal or within four weeks of the dismissal having taken effect".

    "Where an employer has given no written statement in accordance with subsection, or if the material details of the statement are incorrect, the Court may (a) declare the reasons for the dismissal; and (b) award, in addition to other possible relief, two weeks' wages to the employee": art. 69 (5) LC.


Valid grounds (justified dismissal): any fair reasons
Remarks:
  • Art. 66 (1) LC: An employee shall not be dismissed, whether adequate notice is given or not, unless there is a valid reason for termination of employment, which reason is
    (a) connected with the capacity of the employee to do the work the employee is employed to do (including but not limited to an employee's fraudulent misrepresentation of having specific skills required for a skilled post);
    (b) connected with the conduct of the employee at the workplace; or
    (c) based on the operational requirements of the undertaking, establishment or service.


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; lawfully taking leave; HIV status
Remarks:
  • Art. 66 (3) LC invalid reasons for terminating employment.
    In addition, see art. 5 LC : general article on non-discrimination.
    On HIV status, see: art. 235 G Labour Amendment Act 2006.
    See also art. 67 LC: "If the Labour Court is satisfied that an employer dismissed an employee in order to avoid liability for providing the employee with any benefit provided for under the Code, such dismissal shall be deemed unfair".


Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave
Remarks:
  • - Women on maternity leave, see art. 136 LC: prohibition of dismissal.
    - Worker's representatives, see code of good practices art. 11 (8) : specific discipline procedure (mandatory consultation with the trade union).