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

Ouzbékistan - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • According to the Art. 100 LC the termination of the employment contract concluded for an indefinite period, as well as the termination of a fixed-term contract before its expiration by the employer must be justified.


Motifs autorisés (licenciement justifié) : conduite du travailleur; capacité du travailleur; motifs économiques
Remarks:
  • An employer is entitled to terminate an employment agreement with an employee only on the grounds provided in Article 100 LC, namely:
    - Changes in technology, organisation of production and work, or a reduction of the scope of work resulting in a change in the number of staff or a change in the nature of the work, or the liquidation of the Company;
    - Inconsistent job performance due to insufficient qualifications or for health reasons;
    - Systematic violation by the employee of his or her labour duties;
    - A single gross violation by the employee of his or her labour duties;
    - Termination of an employment agreement with part time employees when they are replaced with full time employees;
    - Termination of an employment agreement with the management of an enterprise in connection with a change in ownership.


Motifs prohibés: race; sexe; religion ; origine sociale ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; langue; propriété; antécédents judiciaires ou non révélation de ces antécédents
Remarks:
  • Art. 6 LC: Prohibition of discrimination in employment.
    Art. 25 LC: Additional employment guaranties for members of representative bodies.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs en congé temporaire suite à une maladie professionnelle ou un accident du travail
Remarks:
  • Article 25 LC provides additional labor guarantees for workers’ representatives. They are protected from harassment by the employer in connection with their functions and activities. Imposture of disciplinary sanctions against workers’ representatives and the termination of labour relations with them at the initiative of the employer is prohibited without the prior consent of the local labor authorities.

    Art. 100.7 LC prohibits termination of a labor contract at the initiative of the employer during worker’s temporary incapacity to perform work and during leave from work, except cases of complete liquidation of the enterprise.

    Article 237 LC provides guarantees for pregnant women and women with children. Termination of an employment contract with pregnant women and women with children younger than three years old at the initiative of the employer is not allowed, except in cases of complete liquidation of the enterprise.