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

Madagascar - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see art. 20 LC and 141 LC.
    - Pregnancy and maternity leave: see art. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. See art. 46 which provides that the serological status of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment.
    - Disability: see art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see Arts. 152, 156 and 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: Art. 95 LC.
    - Dismissal is prohibited during maternity leave: Art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see art. 20 LC and 141 LC.
    - Pregnancy and maternity leave: see art. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. See art. 46 which provides that the serological status of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment.
    - Disability: see art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see Arts. 152, 156 and 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: Art. 95 LC.
    - Dismissal is prohibited during maternity leave: Art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see Art. 20 LC and Art. 141 LC.
    - Pregnancy and maternity leave: see Arts. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. Art. 46 provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also Art.78 of Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see Art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition Art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see Arts. 152, 156 and 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: Art. 95 LC.
    - Dismissal is prohibited during maternity leave: Art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see Art. 20 LC and Art. 141 LC.
    - Pregnancy and maternity leave: see Arts. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. Art. 46 provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also Art.78 of Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see Art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition Art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see Arts. 152, 156 and 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: Art. 95 LC.
    - Dismissal is prohibited during maternity leave: Art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see Art. 20 LC and Art. 141 LC.
    - Pregnancy and maternity leave: see Arts. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. Art. 46 provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also Art.78 of Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see Art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition Art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see Arts. 152, 156 and 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: Art. 95 LC.
    - Dismissal is prohibited during maternity leave: Art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see Art. 20 LC and Art. 141 LC.
    - Pregnancy and maternity leave: see Arts. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. Art. 46 provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also Art.78 of Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see Art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition Art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see Arts. 152, 156 and 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: Art. 95 LC.
    - Dismissal is prohibited during maternity leave: Art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see Art. 20 LC and Art. 141 LC.
    - Pregnancy and maternity leave: see Arts. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. Art. 46 provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also Art.78 of Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see Art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition Art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see Arts. 152, 156 and 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: Art. 95 LC.
    - Dismissal is prohibited during maternity leave: Art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see art. 20 LC and 141 LC.
    - Pregnancy and maternity leave: see art. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. See art. 46 which provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also art.78 of the Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see art. 152, 156, 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: art. 95 LC.
    - Dismissal is prohibited during maternity leave: art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see art. 20 LC and 141 LC.
    - Pregnancy and maternity leave: see art. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. See art. 46 which provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also art.78 of the Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see art. 152, 156, 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: art. 95 LC.
    - Dismissal is prohibited during maternity leave: art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see art. 20 LC and 141 LC.
    - Pregnancy and maternity leave: see art. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. See art. 46 which provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also art.78 of the Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see art. 152, 156, 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: art. 95 LC.
    - Dismissal is prohibited during maternity leave: art. 97 LC.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Art. 21 LC.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Art. 20 LC: Termination of employment is unfair if it is not justified by a legitimate reason, or a genuine and proper cause. ("La rupture est abusive lorsqu'elle est effectuée sans motif légitime, sans cause réelle et sérieuse".)


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; race; sexe; religion ; opinion politique ; affiliation et activités syndicales ; handicap; statut sérologique VIH ; origine ethnique
Remarks:
  • - Worker's opinion and trade union membership or activities: see art. 20 LC and 141 LC.
    - Pregnancy and maternity leave: see art. 95 and 97 LC.
    - HIV status: Act No. 2005-040 of 20 February 2006 concerning the fight against HIV/AIDS and the protection of the rights of persons living with HIV/AIDS. See art. 46 which provides that the serostatus of a worker, her or his partner or close family members shall not constitute a direct or indirect cause for non-recruitment or termination of employment. See also art.78 of the Decree N°2006-902 of 19 December 2006 implementing Act. No. 2005-40 which prohibits any exclusion, which can take the form of a dismissal, based only on the actual or perceived HIV positive serostatus.
    [The same provision has been introduced in the new Decree No. 2011-626 of 11 October 2011 relating to the fight against HIV / AIDS in the workplace which entered into force in December 2011 - see art. 3.]
    - Disability: see art. 105 LC which contains a general prohibition of discrimination in employment on the basis of disability.
    - Art. 5 LC protects employees against retaliation (including dismissal) if they report sexual harassment or testify against the employer in sexual harassment cases.
    - In addition art. 261 LC provides that any discriminatory treatment based on race, religion, origin, sex, trade union affiliation as well as political opinion or membership in relation to access to employment and vocational training, conditions of employment and promotion, conditions of remuneration and dismissal, shall be punished with a fine or imprisonment.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité
Remarks:
  • - Any dismissal of a workers' representative, a trade union officer or a member of the works council is subject to the authorization of the Labour Inspector (see art. 152, 156, 165 LC).
    - As a general rule, pregnant women cannot be dismissed during pregnancy. However dismissal is possible if the pregnant employee commits malpractice which is not connected to her pregnancy: art. 95 LC.
    - Dismissal is prohibited during maternity leave: art. 97 LC.