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Madagascar - Conditions de fond du licenciement
+ show references
- Labour Code [LC], Act No. 2003-044 dated 28 July 2004
(available in French only, Loi n° 2003-044 du 28 juillet 2004 portant Code du travail)
Date: 28 Jul 2004; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-008 dated 9 January 2007 establishing the form, duration and other terms of probationary employment. Published in the Official Journal (J.O) no. 3 098 of 02/04/07, p. 2583.
(Available in French only: Décret N°2007-008 Fixant les formes, la durée et autres modalités de l'engagement à l'essai)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-009 of 9 January 2007 establishing the conditions and the duration of the notice period to be observed when terminating a employment contract of indefinite duration. Published in the Official Journal (J.O) no. 3 099 of 09/04/07, p. 2647.
(Available in French only: Décret N° 2007-009 Déterminant les conditions et la durée du préavis de résiliation du contrat de travail à durée indéterminée)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
- Decree No. 2011-626 of 11 October 2011 implementing Law No. 2003-044 of 28 July 2004 on the Labour Code, relating to the fight against HIV / AIDS in the workplace. Published in the Official Journal (J.O), 2011-12-05, n° 3397, pp. 1986-1987.
(Available in French only: Décret n° 2011-626 du 11 octobre 2011 portant application de la loi n° 2003-044 du 28 juillet 2004 portant Code du travail, relatif à la lutte contre le VIH/SIDA en milieu de travail).
Date: 11 Oct 2011; voir le site internet
» (voir dans NATLEX
»)
: Oui
Motifs autorisés (licenciement justifié)
: tout motif légitimeRemarks: - 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".)
: 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 ethniqueRemarks: - - 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.
: représentants des travailleurs; femmes enceintes ou en congé de maternitéRemarks: - - 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
- Labour Code [LC], Act No. 2003-044 dated 28 July 2004
(available in French only, Loi n° 2003-044 du 28 juillet 2004 portant Code du travail)
Date: 28 Jul 2004; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-008 dated 9 January 2007 establishing the form, duration and other terms of probationary employment. Published in the Official Journal (J.O) no. 3 098 of 02/04/07, p. 2583.
(Available in French only: Décret N°2007-008 Fixant les formes, la durée et autres modalités de l'engagement à l'essai)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-009 of 9 January 2007 establishing the conditions and the duration of the notice period to be observed when terminating a employment contract of indefinite duration. Published in the Official Journal (J.O) no. 3 099 of 09/04/07, p. 2647.
(Available in French only: Décret N° 2007-009 Déterminant les conditions et la durée du préavis de résiliation du contrat de travail à durée indéterminée)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
: Oui
Motifs autorisés (licenciement justifié)
: tout motif légitimeRemarks: - 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".)
: 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 ethniqueRemarks: - - 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.
: représentants des travailleurs; femmes enceintes ou en congé de maternitéRemarks: - - 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
- Labour Code [LC], Act No. 2003-044 dated 28 July 2004
(available in French only, Loi n° 2003-044 du 28 juillet 2004 portant Code du travail)
Date: 28 Jul 2004; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-008 dated 9 January 2007 establishing the form, duration and other terms of probationary employment. Published in the Official Journal (J.O) no. 3 098 of 02/04/07, p. 2583.
(Available in French only: Décret N°2007-008 Fixant les formes, la durée et autres modalités de l'engagement à l'essai)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-009 of 9 January 2007 establishing the conditions and the duration of the notice period to be observed when terminating a employment contract of indefinite duration. Published in the Official Journal (J.O) no. 3 099 of 09/04/07, p. 2647.
(Available in French only: Décret N° 2007-009 Déterminant les conditions et la durée du préavis de résiliation du contrat de travail à durée indéterminée)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
: Oui
Motifs autorisés (licenciement justifié)
: tout motif légitimeRemarks: - 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".)
: 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 ethniqueRemarks: - - 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.
: représentants des travailleurs; femmes enceintes ou en congé de maternitéRemarks: - - 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
- Labour Code [LC], Act No. 2003-044 dated 28 July 2004
(available in French only, Loi n° 2003-044 du 28 juillet 2004 portant Code du travail)
Date: 28 Jul 2004; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-008 dated 9 January 2007 establishing the form, duration and other terms of probationary employment. Published in the Official Journal (J.O) no. 3 098 of 02/04/07, p. 2583.
(Available in French only: Décret N°2007-008 Fixant les formes, la durée et autres modalités de l'engagement à l'essai)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
- Decree No 2007-009 of 9 January 2007 establishing the conditions and the duration of the notice period to be observed when terminating a employment contract of indefinite duration. Published in the Official Journal (J.O) no. 3 099 of 09/04/07, p. 2647.
(Available in French only: Décret N° 2007-009 Déterminant les conditions et la durée du préavis de résiliation du contrat de travail à durée indéterminée)
Date: 09 Jan 2007; voir le site internet
» (voir dans NATLEX
»)
- 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
(Available in French only: Loi n° 2005-040 du 20 février 2006 sur la lutte contre le VIH/SIDA et la protection des droits des personnes vivant avec le VIH/SIDA.)
Date: 20 Feb 2006
: Oui
Motifs autorisés (licenciement justifié)
: tout motif légitimeRemarks: - 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".)
: 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 ethniqueRemarks: - - 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.
: représentants des travailleurs; femmes enceintes ou en congé de maternitéRemarks: - - 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.
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