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

République centrafricaine - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
    In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
    - Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease;
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
    - absence during maternity leave;
    - absence due to police custody or pre-trial detention;
    - the worker is absent because he or she is exercising a political mandate (Art. 133 LC).

    According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
    In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
    - Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease;
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
    - absence during maternity leave;
    - absence due to police custody or pre-trial detention;
    - the worker is absent because he or she is exercising a political mandate (Art. 133 LC).

    According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
    In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
    - Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease;
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
    - absence during maternity leave;
    - absence due to police custody or pre-trial detention;
    - the worker is absent because he or she is exercising a political mandate (Art. 133 LC).

    According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
    In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
    - Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease;
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
    - absence during maternity leave;
    - absence due to police custody or pre-trial detention;
    - the worker is absent because he or she is exercising a political mandate (Art. 133 LC).

    According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
    In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
    - Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease;
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
    - absence during maternity leave;
    - absence due to police custody or pre-trial detention;
    - the worker is absent because he or she is exercising a political mandate (Art. 133 LC).

    According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
    In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
    - Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease;
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
    - absence during maternity leave;
    - absence due to police custody or pre-trial detention;
    - the worker is absent because he or she is exercising a political mandate (Art. 133 LC).

    According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (Art. 9 LC).
    In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (Art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (Art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (Art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (Art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (Art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see Art. 152 LC
    - Note that according to Art. 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease;
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.;
    - absence during maternity leave;
    - absence due to police custody or pre-trial detention;
    - the worker is absent because he or she is exercising a political mandate (Art. 133 LC).

    According to Art. 152 LC pertaining to "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 89 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (art. 9 LC). In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see art. 152 LC
    - Note that according to art, 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is exercising a political mandate. (art. 133 LC)
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 87 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (art. 9 LC). In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see art. 152 LC
    - Note that according to art, 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is exercising a political mandate. (art. 133 LC)
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 87 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (art. 9 LC). In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see art. 152 LC
    - Note that according to art, 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is exercising a political mandate. (art. 133 LC)
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 87 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Non
Remarks:
  • No such obligation expressly provided in the LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 144 LC: Any dismissal based on motives which are not real and justified ("réels et fondés") are null.
    Art. 152 LC: Dismissals carried out without a legitimate motive ("motif légitime") as well as dismissals based on the worker's opinions, his or her trade union activities or membership to a trade union are unfair ("abusifs").
    Art. 142 LC: Employees can be dismissed on economic or personal grounds (physical or professional incapacity or misconduct).


Motifs prohibés: congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; religion ; opinion politique ; affiliation et activités syndicales ; handicap; accomplissement du service militaire ou civil ; participation à une grève légale; statut sérologique VIH
Remarks:
  • - No worker can be punished or be otherwise prejudiced in his/her career on the grounds his or her opinions as to politics, political, trade-unions or religion (art. 9 LC). In addition constitute an unfair dismissal ("licenciement abusif"), any dismissal based on the employee's opinion, trade union activities and trade union membership or non-membership (art. 152 LC).
    - It is not permitted to dismiss an employee on maternity leave (art. 253 LC)
    - Any discrimination in employment on the basis of physical or mental disability is prohibited (art. 266 LC).
    - Any dismissal based on the HIV/AIDS status of the employee is null and gives right to compensation (art. 315 LC)
    - Dismissal based on the worker's participation in a lawful strike is void (art. 378 LC).
    - On filing a complaint or participation in proceedings against the employer, see art. 152 LC
    - Note that according to art, 10 LC "the law ensures equal opportunities for everyone in employment without discrimination of any kind".

    In addition the LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is exercising a political mandate. (art. 133 LC)
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail; travailleurs exerçant un mandat électif ou une fonction politique
Remarks:
  • Art. 87 LC: Any dismissal of a workers' representative is subject to prior approval by the Labour Inspector.
    Art. 253 LC: An employee on maternity leave cannot be dismissed.

    The LC provides that the employment contract is suspended in certain circumstances, such as:
    - the enterprise is temporarily closed down because the employer is performing compulsory military duties;
    - the worker is performing compulsory military duties;
    - absence of the employee as a consequence of a professional injury of disease.
    - absence of the worker not exceeding 6 months in the event of non-professional injury or disease.
    - absence during maternity leave
    - absence due to police custody or pre-trial detention
    - the worker is absent because he or she is holding an elected position or discharging a public function (art.133 LC).
    According to art. 152 LC, on "abusive terminations", it is unfair for the employer to refuse to reintegrate the employee upon the expiry of the suspension period.