Labour Code, Order No. 24 of 1992 [LC] Date: 04 Aug 2006 (voir dans NATLEX
Labour Code (Amendment) Act, Act No. 9 of 1997 Date: 1997 (voir dans NATLEX
Labour Code (Amendment) Act 2000, Act No. 3 of 2000 Date: 25 Apr 2000 (voir dans NATLEX
Labour Code (Amendment) Act 2006, Act No. 5 of 2006 Date: 04 Aug 2006 (voir dans NATLEX
Labour Code (Codes of Good Practice) Notice No. 4 of 2003 (soft law, not legally binding) (not available in electronic format)
Obligation d'informer le travailleur des raisons du licenciement
Art. 69 (1) LC: "The employer shall provide a written statement of the reason for dismissal [...] to any employee who is dismissed. Such statement shall be given to the employee either before dismissal, at the time of dismissal or within four weeks of the dismissal having taken effect".
"Where an employer has given no written statement in accordance with subsection, or if the material details of the statement are incorrect, the Court may (a) declare the reasons for the dismissal; and (b) award, in addition to other possible relief, two weeks' wages to the employee": art. 69 (5) LC.
Motifs autorisés (licenciement justifié)
: tout motif légitime
Art. 66 (1) LC: An employee shall not be dismissed, whether adequate notice is given or not, unless there is a valid reason for termination of employment, which reason is (a) connected with the capacity of the employee to do the work the employee is employed to do (including but not limited to an employee's fraudulent misrepresentation of having specific skills required for a skilled post); (b) connected with the conduct of the employee at the workplace; or (c) based on the operational requirements of the undertaking, establishment or service.
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
; prendre légalement ses congés
; statut sérologique VIH
Art. 66 (3) LC invalid reasons for terminating employment. In addition, see art. 5 LC : general article on non-discrimination. On HIV status, see: art. 235 G Labour Amendment Act 2006. See also art. 67 LC: "If the Labour Court is satisfied that an employer dismissed an employee in order to avoid liability for providing the employee with any benefit provided for under the Code, such dismissal shall be deemed unfair".
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
- Women on maternity leave, see art. 136 LC: prohibition of dismissal. - Worker's representatives, see code of good practices art. 11 (8) : specific discipline procedure (mandatory consultation with the trade union).