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> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi > Congo, République démocratique

Congo, République démocratique - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.
    Art. 62 LC as amended by Law No. 16/010 of 2016 provides that when the employer envisages a dismissal for reasons related to the worker's aptitude or conduct, the employer shall, before taking any decision, allow the worker to defend himself/herself or to explain himself/herself about alleged grounds for termination.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See Art. 62 LC on invalid grounds for dismissal.
    See also Art. 1 LC: general provision on non-discrimination and Art. 234 LC on trade union activities.

    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (Art. 21).
    The 2016 Law No. 16/010 amending the Labour Code explicitly includes HIV/AIDS status in the list of prohibited grounds for termination (Art. 62 LC).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see Art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: Art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.
    Art. 62 LC as amended by Law No. 16/010 of 2016 provides that when the employer envisages a dismissal for reasons related to the worker's aptitude or conduct, the employer shall, before taking any decision, allow the worker to defend himself/herself or to explain himself/herself about alleged grounds for termination.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See Art. 62 LC on invalid grounds for dismissal.
    See also Art. 1 LC: general provision on non-discrimination and Art. 234 LC on trade union activities.

    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (Art. 21).
    The 2016 Law No. 16/010 amending the Labour Code explicitly includes HIV/AIDS status in the list of prohibited grounds for termination (Art. 62 LC).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see Art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: Art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.
    Art. 62 LC as amended by Law No. 16/010 of 2016 provides that when the employer envisages a dismissal for reasons related to the worker's aptitude or conduct, the employer shall, before taking any decision, allow the worker to defend himself/herself or to explain himself/herself about alleged grounds for termination.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See Art. 62 LC on invalid grounds for dismissal.
    See also Art. 1 LC: general provision on non-discrimination and Art. 234 LC on trade union activities.

    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (Art. 21).
    The 2016 Law No. 16/010 amending the Labour Code explicitly includes HIV/AIDS status in the list of prohibited grounds for termination (Art. 62 LC).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see Art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: Art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.
    Art. 62 LC as amended by Law No. 16/010 of 2016 provides that when the employer envisages a dismissal for reasons related to the worker's aptitude or conduct, the employer shall, before taking any decision, allow the worker to defend himself/herself or to explain himself/herself about alleged grounds for termination.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See Art. 62 LC on invalid grounds for dismissal.
    See also Art. 1 LC: general provision on non-discrimination and Art. 234 LC on trade union activities.

    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (Art. 21).
    The 2016 Law No. 16/010 amending the Labour Code explicitly includes HIV/AIDS status in the list of prohibited grounds for termination (Art. 62 LC).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see Art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: Art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See Art. 62 LC on invalid grounds for dismissal.
    See also Art. 1 LC: general provision on non-discrimination and Art. 234 LC on trade union activities.
    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (Art. 21).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see Art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: Art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See Art. 62 LC on invalid grounds for dismissal.
    See also Art. 1 LC: general provision on non-discrimination and Art. 234 LC on trade union activities.
    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (Art. 21).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see Art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: Art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See art. 62 LC on invalid grounds for dismissal.
    See also art. 1 LC: general provision on non-discrimination and art. 234 LC on trade union activities.
    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (art. 21).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See art. 62 LC on invalid grounds for dismissal.
    See also art. 1 LC: general provision on non-discrimination and art. 234 LC on trade union activities.
    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (art. 21).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See art. 62 LC on invalid grounds for dismissal.
    See also art. 1 LC: general provision on non-discrimination and art. 234 LC on trade union activities.
    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (art. 21).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See art. 62 LC on invalid grounds for dismissal.
    See also art. 1 LC: general provision on non-discrimination and art. 234 LC on trade union activities.
    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (art. 21).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: art. 130 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 76 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 62 LC: dismissal shall be based on fair reasons ("motifs valables") related to the worker's conduct, worker's capacity or operational requirements of the undertaking.


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; avoir déposé une plainte contre l'employeur; race; couleur; sexe; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; affiliation et activités syndicales ; statut sérologique VIH
Remarks:
  • See art. 62 LC on invalid grounds for dismissal.
    See also art. 1 LC: general provision on non-discrimination and art. 234 LC on trade union activities.
    On HIV status, see Act no 08/011, 14 July 2008 on the protection of persons living with HIV/AIDS and affected persons (Loi n° 08/011 du 14 juillet 2008 portant protection des droits des personnes vivant avec le VIH/SIDA et des personnes affectées available at: http://www.leganet.cd/Legislation/Droit%20Public/SANTE/L.08.011.14.07.2008.htm) : HIV/AIDS status cannot be a cause for terminating an employment contract (art. 21).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Workers' representatives:
    Mandatory approval by the Labour Inspector is required for any dismissal of a workers' representative ( full or alternate member): see art. 258 LC.
    In addition, if such approval is granted, the notice period is twice the statutory notice period and cannot be less than 3 months.

    - Pregnant women /women on maternity leave: no special protection for pregnant women during the entire period of pregnancy (other than the prohibition of dismissal on the ground of pregnancy). However, dismissal is "per se" prohibited during maternity leave: art. 130 LC.