L'OIT est une institution spécialisée des Nations-Unies
ILO-fr-strap
Go to the home page
Site map | Contact us English | español
> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi > Hongrie

Hongrie - Conditions de fond du licenciement


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC provides that "employers are required to justify their dismissals". However, there are various exceptions to this principle.


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • • Pursuant to sec. 66(2) of the LC in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations. No justification shall be attached to the dismissal if the employee qualifies as a pensioneer (LC, sec. 66(9)) or as an executive employee (LC, sec. 210(1)b)).

    • Pursuant to sec. 66(8) of the LC the termination of an unfixed term employment contract by the employer can be justified
    a) if the employer undergoes liquidation or bankruptcy proceedings; or
    b) for reasons related to the employee’s ability; or
    c) if maintaining the employment relationship is no longer possible due to unavoidable external reasons.
    No justification shall be attached to the dismissal if the employee qualifies as an executive employee (LC, sec. 210(1)b)).

    • The employer is not required to give reasons for terminating any employment relationship without notice during the trial period (LC, sec. 79(1)a)) or, in case of fixed-term employment relationships, if the employer pays the wage for the dismissed employer for twelve months, or if the time remaining from the fixed period is less than one year, for the remaining time period (LC, sec. 79(1)b), (2)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • Sec. 8 ETA provides that "All dispositions as a result of which a person or a group is treated or would be treated less favourably than another person or group in a comparable situation because of his/her
    a) sex,
    b) racial origin,
    c) colour,
    d) nationality,
    e) origin of national or ethnic minority,
    f) mother tongue,
    g) disability,
    h) state of health,
    i) religious or ideological conviction,
    j) political or other opinion,
    k) family status,
    l) motherhood (pregnancy) or fatherhood,
    m) sexual orientation,
    n) sexual identity,
    o) age,
    p) social origin,
    q) financial status,
    r) part-time nature or definite term of the employment relationship or other relationship aimed at work,
    s) membership in an organisation representing employees’ interests,
    t) any other status, characteristic feature or attribute
    are considered direct discrimination."

    Sec. 21 EA provides that "It is considered a violation of the principle of equal treatment in particular if the employer inflicts direct or indirect negative discrimination upon an employee, especially when the following dispositions are defined or applied: (...) c) in establishing and terminating the employment relationship or other relationship related to work;(...).

    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).

    -Sec. 271(2) LC provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • • The LC prohibits the dismissal of specific groups of workers (during pregnancy; during maternity or parental leave, during reserve military service, during the first six month of treatment related to human reproduction procedure) (LC, sec. 63(3)).

    • The LC does not completely exclude but restricts the opportunity of the employer to dismiss other specific groups of workers,
    - by restricting the valid grounds or requiring the employer to offer another, adequate job before the dismissal, if possible (e.g. in case of workers with family responsibilities, workers with disabilities, elderly workers – LC, sec. 66(4)-(7))
    - by extending the period of notice (in case of sick employees or workers taking care of sick/disabled children or other relatives – LC, sec. 68(2))
    - by requiring a consent of the supreme body of workers’ representatives to the validity of the dismissal of specific workers’ representatives (LC, sec. 260(3), 273; Act XCIII of 1993 on Labour Safety, sec. 76(3)).

    • Workers are protected against discriminatory dismissals on a set of protected characteristics including e.g. pregnancy, national or ethnic origin, colour, race, religion, political opinion, disability, health condition, social situation, adherence to trade union, part-time or fixed-term job (LC, sec. 12, ETA Act, sec. 8).


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC provides that "employers are required to justify their dismissals". However, there are various exceptions to this principle.


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • • Pursuant to sec. 66(2) of the LC in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations. No justification shall be attached to the dismissal if the employee qualifies as a pensioneer (LC, sec. 66(9)) or as an executive employee (LC, sec. 210(1)b)).

    • Pursuant to sec. 66(8) of the LC the termination of an unfixed term employment contract by the employer can be justified
    a) if the employer undergoes liquidation or bankruptcy proceedings; or
    b) for reasons related to the employee’s ability; or
    c) if maintaining the employment relationship is no longer possible due to unavoidable external reasons.
    No justification shall be attached to the dismissal if the employee qualifies as an executive employee (LC, sec. 210(1)b)).

    • The employer is not required to give reasons for terminating any employment relationship without notice during the trial period (LC, sec. 79(1)a)) or, in case of fixed-term employment relationships, if the employer pays the wage for the dismissed employer for twelve months, or if the time remaining from the fixed period is less than one year, for the remaining time period (LC, sec. 79(1)b), (2)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • Sec. 8 ETA provides that "All dispositions as a result of which a person or a group is treated or would be treated less favourably than another person or group in a comparable situation because of his/her
    a) sex,
    b) racial origin,
    c) colour,
    d) nationality,
    e) origin of national or ethnic minority,
    f) mother tongue,
    g) disability,
    h) state of health,
    i) religious or ideological conviction,
    j) political or other opinion,
    k) family status,
    l) motherhood (pregnancy) or fatherhood,
    m) sexual orientation,
    n) sexual identity,
    o) age,
    p) social origin,
    q) financial status,
    r) part-time nature or definite term of the employment relationship or other relationship aimed at work,
    s) membership in an organisation representing employees’ interests,
    t) any other status, characteristic feature or attribute
    are considered direct discrimination."

    Sec. 21 EA provides that "It is considered a violation of the principle of equal treatment in particular if the employer inflicts direct or indirect negative discrimination upon an employee, especially when the following dispositions are defined or applied: (...) c) in establishing and terminating the employment relationship or other relationship related to work;(...).

    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).

    -Sec. 271(2) LC provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • • The LC prohibits the dismissal of specific groups of workers (during pregnancy; during maternity or parental leave, during reserve military service, during the first six month of treatment related to human reproduction procedure) (LC, sec. 63(3)).

    • The LC does not completely exclude but restricts the opportunity of the employer to dismiss other specific groups of workers,
    - by restricting the valid grounds or requiring the employer to offer another, adequate job before the dismissal, if possible (e.g. in case of workers with family responsibilities, workers with disabilities, elderly workers – LC, sec. 66(4)-(7))
    - by extending the period of notice (in case of sick employees or workers taking care of sick/disabled children or other relatives – LC, sec. 68(2))
    - by requiring a consent of the supreme body of workers’ representatives to the validity of the dismissal of specific workers’ representatives (LC, sec. 260(3), 273; Act XCIII of 1993 on Labour Safety, sec. 76(3)).

    • Workers are protected against discriminatory dismissals on a set of protected characteristics including e.g. pregnancy, national or ethnic origin, colour, race, religion, political opinion, disability, health condition, social situation, adherence to trade union, part-time or fixed-term job (LC, sec. 12, ETA Act, sec. 8).


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC provides that "employers are required to justify their dismissals". However, there are various exceptions to this principle.


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • • Pursuant to sec. 66(2) of the LC in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations. No justification shall be attached to the dismissal if the employee qualifies as a pensioneer (LC, sec. 66(9)) or as an executive employee (LC, sec. 210(1)b)).

    • Pursuant to sec. 66(8) of the LC the termination of an unfixed term employment contract by the employer can be justified
    a) if the employer undergoes liquidation or bankruptcy proceedings; or
    b) for reasons related to the employee’s ability; or
    c) if maintaining the employment relationship is no longer possible due to unavoidable external reasons.
    No justification shall be attached to the dismissal if the employee qualifies as an executive employee (LC, sec. 210(1)b)).

    • The employer is not required to give reasons for terminating any employment relationship without notice during the trial period (LC, sec. 79(1)a)) or, in case of fixed-term employment relationships, if the employer pays the wage for the dismissed employer for twelve months, or if the time remaining from the fixed period is less than one year, for the remaining time period (LC, sec. 79(1)b), (2)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • Sec. 8 ETA provides that "All dispositions as a result of which a person or a group is treated or would be treated less favourably than another person or group in a comparable situation because of his/her
    a) sex,
    b) racial origin,
    c) colour,
    d) nationality,
    e) origin of national or ethnic minority,
    f) mother tongue,
    g) disability,
    h) state of health,
    i) religious or ideological conviction,
    j) political or other opinion,
    k) family status,
    l) motherhood (pregnancy) or fatherhood,
    m) sexual orientation,
    n) sexual identity,
    o) age,
    p) social origin,
    q) financial status,
    r) part-time nature or definite term of the employment relationship or other relationship aimed at work,
    s) membership in an organisation representing employees’ interests,
    t) any other status, characteristic feature or attribute
    are considered direct discrimination."

    Sec. 21 EA provides that "It is considered a violation of the principle of equal treatment in particular if the employer inflicts direct or indirect negative discrimination upon an employee, especially when the following dispositions are defined or applied: (...) c) in establishing and terminating the employment relationship or other relationship related to work;(...).

    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).

    -Sec. 271(2) LC provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • • The LC prohibits the dismissal of specific groups of workers (during pregnancy; during maternity or parental leave, during reserve military service, during the first six month of treatment related to human reproduction procedure) (LC, sec. 63(3)).

    • The LC does not completely exclude but restricts the opportunity of the employer to dismiss other specific groups of workers,
    - by restricting the valid grounds or requiring the employer to offer another, adequate job before the dismissal, if possible (e.g. in case of workers with family responsibilities, workers with disabilities, elderly workers – LC, sec. 66(4)-(7))
    - by extending the period of notice (in case of sick employees or workers taking care of sick/disabled children or other relatives – LC, sec. 68(2))
    - by requiring a consent of the supreme body of workers’ representatives to the validity of the dismissal of specific workers’ representatives (LC, sec. 260(3), 273; Act XCIII of 1993 on Labour Safety, sec. 76(3)).

    • Workers are protected against discriminatory dismissals on a set of protected characteristics including e.g. pregnancy, national or ethnic origin, colour, race, religion, political opinion, disability, health condition, social situation, adherence to trade union, part-time or fixed-term job (LC, sec. 12, ETA Act, sec. 8).


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC (in the former LC sec. 89 (2) LC).


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • Sec. 66(2) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations), (in the former LC sec. 89(3)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).
    -Sec. 271(2) provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 273(1) LC (in former LC sec. 28 (1)).
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 65 3 LC (in former LC sec. 90 (1)).

    New in 2012
    Section 89(7) of the previous Labour Code provided that workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits. However, new Labour Code does not contain such provision.

    Contrary to the previous regulation, the new Labour Code allows for dismissal of an employee during the period of sick leave. Sec. 66(7) LC now states: The employer may terminate by notice the employment relationship of a worker who is receiving rehabilitation treatment or rehabilitation benefits due to the worker's capacity related to medical reasons if the worker can no longer be employed in his/her original position and no other job is available that is considered appropriate for his/her medical condition, or if the employee refuses to accept a job offered by the employer without good reason.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC (in the former LC sec. 89 (2) LC).


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • Sec. 66(2) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations), (in the former LC sec. 89(3)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).
    -Sec. 271(2) provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 273(1) LC (in former LC sec. 28 (1)).
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 65 3 LC (in former LC sec. 90 (1)).

    New in 2012
    Section 89(7) of the previous Labour Code provided that workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits. However, new Labour Code does not contain such provision.

    Contrary to the previous regulation, the new Labour Code allows for dismissal of an employee during the period of sick leave. Sec. 66(7) LC now states: The employer may terminate by notice the employment relationship of a worker who is receiving rehabilitation treatment or rehabilitation benefits due to the worker's capacity related to medical reasons if the worker can no longer be employed in his/her original position and no other job is available that is considered appropriate for his/her medical condition, or if the employee refuses to accept a job offered by the employer without good reason.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC (in the former LC sec. 89 (2) LC).


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • Sec. 66(2) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations), (in the former LC sec. 89(3)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).
    -Sec. 271(2) provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 273(1) LC (in former LC sec. 28 (1)).
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 65 3 LC (in former LC sec. 90 (1)).

    New in 2012
    Section 89(7) of the previous Labour Code provided that workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits. However, new Labour Code does not contain such provision.

    Contrary to the previous regulation, the new Labour Code allows for dismissal of an employee during the period of sick leave. Sec. 66(7) LC now states: The employer may terminate by notice the employment relationship of a worker who is receiving rehabilitation treatment or rehabilitation benefits due to the worker's capacity related to medical reasons if the worker can no longer be employed in his/her original position and no other job is available that is considered appropriate for his/her medical condition, or if the employee refuses to accept a job offered by the employer without good reason.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC (in the former LC sec. 89 (2) LC).


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • Sec. 66(2) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations), (in the former LC sec. 89(3)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).
    -Sec. 271(2) provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 273(1) LC (in former LC sec. 28 (1)).
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 65 3 LC (in former LC sec. 90 (1)).

    New in 2012
    Section 89(7) of the previous Labour Code provided that workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits. However, new Labour Code does not contain such provision.

    Contrary to the previous regulation, the new Labour Code allows for dismissal of an employee during the period of sick leave. Sec. 66(7) LC now states: The employer may terminate by notice the employment relationship of a worker who is receiving rehabilitation treatment or rehabilitation benefits due to the worker's capacity related to medical reasons if the worker can no longer be employed in his/her original position and no other job is available that is considered appropriate for his/her medical condition, or if the employee refuses to accept a job offered by the employer without good reason.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 66(1) LC (in the former LC sec. 89 (2) LC).


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • Sec. 66(2) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations), (in the former LC sec. 89(3)).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; a leave of absence taken without pay for caring for a child (Sections 66(3), 128 and 130 LC).
    -Sec. 271(2) provides that no employee shall be dismissed on a ground of being a member of any trade union.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
NOTE: This information has changed since the previous period covered.
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 273(1) LC (in former LC sec. 28 (1)).
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 65 3 LC (in former LC sec. 90 (1)).

    New in 2012
    Section 89(7) of the previous Labour Code provided that workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits. However, new Labour Code does not contain such provision.

    Contrary to the previous regulation, the new Labour Code allows for dismissal of an employee during the period of sick leave. Sec. 66(7) LC now states: The employer may terminate by notice the employment relationship of a worker who is receiving rehabilitation treatment or rehabilitation benefits due to the worker's capacity related to medical reasons if the worker can no longer be employed in his/her original position and no other job is available that is considered appropriate for his/her medical condition, or if the employee refuses to accept a job offered by the employer without good reason.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 89 (2) LC


Motifs autorisés (licenciement justifié) : motifs économiques; capacité du travailleur; conduite du travailleur
Remarks:
  • Sec. 89(3) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; temporary injury or illness are periods during which dismissal is prohibited (sec. 89 (4) LC).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 28 (1) LC.
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 90 (1) LC.
    * Workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits: sec. 89(7) LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 89 (2) LC


Motifs autorisés (licenciement justifié) : conduite du travailleur; motifs économiques; capacité du travailleur
Remarks:
  • Sec. 89(3) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; temporary injury or illness are periods during which dismissal is prohibited (sec. 89 (4) LC).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 28 (1) LC.
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 90 (1) LC.
    * Workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits: sec. 89(7) LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 89 (2) LC


Motifs autorisés (licenciement justifié) : capacité du travailleur; motifs économiques; conduite du travailleur
Remarks:
  • Sec. 89(3) LC (in connection with his/her ability, his/her behavior in relation to the employment relationship or with the employer's operations).


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; maladie ou accident professionel temporaire; race; couleur; sexe; orientation sexuelle ; religion ; opinion politique ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; statut financier ; accomplissement du service militaire ou civil ; langue; congé parental; état de santé ; origine ethnique
Remarks:
  • - Race, colour, sex, etc. are listed as prohibited grounds for discrimination including in the context of termination of employment in the Equal Treatment Act (No. 125 of 2003). (Sec. 8 and 21 c) ETA).
    - In addition, pregnancy, parental leave; temporary injury or illness are periods during which dismissal is prohibited (sec. 89 (4) LC).


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • * Prior consent of the higher ranking trade union body is requested in case of dismissal of an elected trade union representatives: sec. 28 (1) LC.
    * The LC provides for protected periods during which ordinary dismissal can not take place: pregnancy, parental leave.: sec. 90 (1) LC.
    * Workers who are between 57 and less than 62 years old, can only be dismissed in "particularly justified cases", unless they are already entitled to pension benefits: sec. 89(7) LC.