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Lesotho - Types of employment contracts
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- Labour Code, Order No. 24 of 1992 [LC]
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Amendment) Act, Act No. 9 of 1997
Date: 1997 (view in NATLEX »)
- Labour Code (Amendment) Act 2000, Act No. 3 of 2000
Date: 25 Apr 2000 (view in NATLEX »)
- Labour Code (Amendment) Act 2006, Act No. 5 of 2006
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Codes of Good Practice) Notice No. 4 of 2003 (soft law, not legally binding) (not available in electronic format)
Maximum probationary (trial) period: 4 month(s)
Remarks: - Art. 75 LC
General rule: probationary period cannot exceed 4 months during which the employee may be dismissed with one week's notice.
However, it may be extended beyond 4 months only with the leave in writing of the Labour Commissioner.
:
- FTC regulated: Yes
Remarks: - No limitations on the use of FTCs (reasons, duration, number of renewal). However, art. 62(3) LC regulates termination of FTCs upon expiry of the term and provides that " a contract for one period of fixed duration shall set forth its date of termination. Such a contract shall, subject to the provisions of section 66 concerning dismissal, automatically terminate on that date and no notice of termination shall be required of either party."
In addition, art. 62(4) LC provides that "a contract to perform some specific work or to undertake a specified journey shall terminate upon the completion of the work or journey. No notice of termination shall be required of either party, but an employer who terminates such a contract before its completion shall pay the employee all wages and other remuneration that would have been owing to the employee if he or she had continued to work until the completion of the contract."
In addition, the LC provides that the non-renewal of a fixed-term contract, or contract for a specific task or journey, will result in dismissal only if the contract provides for the possibility of renewal (sec. 68(6) LC).
- Valid reasons for FTC use: no limitation
Remarks: - No statutory restrictions on the use of FTC (art. 62 LC).
- Maximum number of successive FTCs: no limitation
- Maximum cumulative duration of successive FTCs: no limitation
+ show references
- Labour Code, Order No. 24 of 1992 [LC]
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Amendment) Act, Act No. 9 of 1997
Date: 1997 (view in NATLEX »)
- Labour Code (Amendment) Act 2000, Act No. 3 of 2000
Date: 25 Apr 2000 (view in NATLEX »)
- Labour Code (Amendment) Act 2006, Act No. 5 of 2006
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Codes of Good Practice) Notice No. 4 of 2003 (soft law, not legally binding) (not available in electronic format)
Maximum probationary (trial) period: 4 month(s)
Remarks: - Art. 75 LC
General rule: probationary period cannot exceed 4 months during which the employee may be dismissed with one week's notice.
However, it may be extended beyond 4 months only with the leave in writing of the Labour Commissioner.
:
- FTC regulated: Yes
Remarks: - No limitations on the use of FTCs (reasons, duration, number of renewal). However, art. 62(3) LC regulates termination of FTCs upon expiry of the term and provides that " a contract for one period of fixed duration shall set forth its date of termination. Such a contract shall, subject to the provisions of section 66 concerning dismissal, automatically terminate on that date and no notice of termination shall be required of either party."
In addition, art. 62(4) LC provides that "a contract to perform some specific work or to undertake a specified journey shall terminate upon the completion of the work or journey. No notice of termination shall be required of either party, but an employer who terminates such a contract before its completion shall pay the employee all wages and other remuneration that would have been owing to the employee if he or she had continued to work until the completion of the contract."
In addition, the LC provides that the non-renewal of a fixed-term contract, or contract for a specific task or journey, will result in dismissal only if the contract provides for the possibility of renewal (sec. 68(6) LC).
- Valid reasons for FTC use: no limitation
Remarks: - No statutory restrictions on the use of FTC (art. 62 LC).
- Maximum number of successive FTCs: no limitation
- Maximum cumulative duration of successive FTCs: no limitation
+ show references
- Labour Code, Order No. 24 of 1992 [LC]
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Amendment) Act, Act No. 9 of 1997
Date: 1997 (view in NATLEX »)
- Labour Code (Amendment) Act 2000, Act No. 3 of 2000
Date: 25 Apr 2000 (view in NATLEX »)
- Labour Code (Amendment) Act 2006, Act No. 5 of 2006
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Codes of Good Practice) Notice No. 4 of 2003 (soft law, not legally binding) (not available in electronic format)
Maximum probationary (trial) period: 4 month(s)
Remarks: - Art. 75 LC
General rule: probationary period cannot exceed 4 months during which the employee may be dismissed with one week's notice.
However, it may be extended beyond 4 months only with the leave in writing of the Labour Commissioner.
:
- FTC regulated: Yes
Remarks: - No limitations on the use of FTCs (reasons, duration, number of renewal). However, art. 62(3) LC regulates termination of FTCs upon expiry of the term and provides that " a contract for one period of fixed duration shall set forth its date of termination. Such a contract shall, subject to the provisions of section 66 concerning dismissal, automatically terminate on that date and no notice of termination shall be required of either party."
In addition, art. 62(4) LC provides that "a contract to perform some specific work or to undertake a specified journey shall terminate upon the completion of the work or journey. No notice of termination shall be required of either party, but an employer who terminates such a contract before its completion shall pay the employee all wages and other remuneration that would have been owing to the employee if he or she had continued to work until the completion of the contract."
In addition, the LC provides that the non-renewal of a fixed-term contract, or contract for a specific task or journey, will result in dismissal only if the contract provides for the possibility of renewal (sec. 68(6) LC).
- Valid reasons for FTC use: no limitation
Remarks: - No statutory restrictions on the use of FTC (art. 62 LC).
- Maximum number of successive FTCs: no limitation
- Maximum cumulative duration of successive FTCs: no limitation
+ show references
- Labour Code, Order No. 24 of 1992 [LC]
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Amendment) Act, Act No. 9 of 1997
Date: 1997 (view in NATLEX »)
- Labour Code (Amendment) Act 2000, Act No. 3 of 2000
Date: 25 Apr 2000 (view in NATLEX »)
- Labour Code (Amendment) Act 2006, Act No. 5 of 2006
Date: 04 Aug 2006 (view in NATLEX »)
- Labour Code (Codes of Good Practice) Notice No. 4 of 2003 (soft law, not legally binding) (not available in electronic format)
Maximum probationary (trial) period: 4 month(s)
Remarks: - Art. 75 LC
General rule: probationary period cannot exceed 4 months during which the employee may be dismissed with one week's notice.
However, it may be extended beyond 4 months only with the leave in writing of the Labour Commissioner.
:
- FTC regulated: Yes
Remarks: - No limitations on the use of FTCs (reasons, duration, number of renewal). However, art. 62(3) LC regulates termination of FTCs upon expiry of the term and provides that " a contract for one period of fixed duration shall set forth its date of termination. Such a contract shall, subject to the provisions of section 66 concerning dismissal, automatically terminate on that date and no notice of termination shall be required of either party."
In addition, art. 62(4) LC provides that "a contract to perform some specific work or to undertake a specified journey shall terminate upon the completion of the work or journey. No notice of termination shall be required of either party, but an employer who terminates such a contract before its completion shall pay the employee all wages and other remuneration that would have been owing to the employee if he or she had continued to work until the completion of the contract."
In addition, the LC provides that the non-renewal of a fixed-term contract, or contract for a specific task or journey, will result in dismissal only if the contract provides for the possibility of renewal (sec. 68(6) LC).
- Valid reasons for FTC use: no limitation
Remarks: - No statutory restrictions on the use of FTC (art. 62 LC).
- Maximum number of successive FTCs: no limitation
- Maximum cumulative duration of successive FTCs: no limitation
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