+ show references
- Labour Institutions Act (No. 7 of 2004)
Date: 04 Jun 2004 (voir dans NATLEX
»)
- Employment and Labour Relations Act (No. 6 of 2004) [ELRA]
Date: 04 Jun 2004 (voir dans NATLEX
»)
Durée maximale de la période d'essai: 6 mois
Remarks:
- The ELRA does not regulate probationary period as such.
However, pursuant to art. 35 ELRA, the provisions on Unfair Termination of Employment do not apply to workers with less than 6 months' employment with the same employer, whether under one or more contracts.
:
- Motifs autorisés de recours au CDD : aucune limitation
Remarks:
- Article 14(b) ELRA provides for the possibility to conclude "a contract for a specified period of time for professionals and managerial cadre".
- Nombre maximum de CDD successifs: aucune limitation
- Durée cumulée maximum de CDD successifs: aucune limitation
Notes / Remarques
Under the Code of of Good Practice of 2007, the failure to renew a fixed-term contract where the worker reasonably expects a renewal of the contract may be considered an unfair termination However, in order to succeed in a claim of reasonable expectation of renewal, the employee must demonstrate that there is an objective basis for the expectation, such as previous renewals or the employer's undertaking to renew. (Rule 4, paras. (4) and (5))
+ show references
- Labour Institutions Act (No. 7 of 2004)
Date: 04 Jun 2004 (voir dans NATLEX
»)
- Employment and Labour Relations Act (No. 6 of 2004) [ELRA]
Date: 04 Jun 2004 (voir dans NATLEX
»)
Durée maximale de la période d'essai: 6 mois
Remarks:
- The ELRA does not regulate probationary period as such.
However, pursuant to art. 35 ELRA, the provisions on Unfair Termination of Employment do not apply to workers with less than 6 months' employment with the same employer, whether under one or more contracts.
:
- Motifs autorisés de recours au CDD : aucune limitation
Remarks:
- Article 14(b) ELRA provides for the possibility to conclude "a contract for a specified period of time for professionals and managerial cadre".
- Nombre maximum de CDD successifs: aucune limitation
- Durée cumulée maximum de CDD successifs: aucune limitation
Notes / Remarques
Under the Code of of Good Practice of 2007, the failure to renew a fixed-term contract where the worker reasonably expects a renewal of the contract may be considered an unfair termination However, in order to succeed in a claim of reasonable expectation of renewal, the employee must demonstrate that there is an objective basis for the expectation, such as previous renewals or the employer's undertaking to renew. (Rule 4, paras. (4) and (5))
+ show references
- Labour Institutions Act (No. 7 of 2004)
Date: 04 Jun 2004 (voir dans NATLEX
»)
- Employment and Labour Relations Act (No. 6 of 2004) [ELRA]
Date: 04 Jun 2004 (voir dans NATLEX
»)
Durée maximale de la période d'essai: 6 mois
Remarks:
- The ELRA does not regulate probationary period as such.
However, pursuant to art. 35 ELRA, the provisions on Unfair Termination of Employment do not apply to workers with less than 6 months' employment with the same employer, whether under one or more contracts.
Under Code of of Good Practice of 2007, the procedure for terminating an employee who is under a probationary period of not less than 6 months shall be provided in guidelines (rule 10 (1)). According to rule 10(4) the period of probation shall be of a a reasonable length of not more than 12 months having regards to factors such as the nature if the job, the standards required, the custom and practice in the sector. However, in any case, probationary employees who have more than 6 months' employment with the same employer are protected against unfair dismissal.
:
- Motifs autorisés de recours au CDD : aucune limitation
Remarks:
- Article 14(b) ELRA provides for the possibility to conclude "a contract for a specified period of time for professionals and managerial cadre".
- Nombre maximum de CDD successifs: aucune limitation
- Durée cumulée maximum de CDD successifs: aucune limitation
Notes / Remarques
Under the Code of of Good Practice of 2007, the failure to renew a fixed-term contract where the worker reasonably expects a renewal of the contract may be considered an unfair termination However, in order to succeed in a claim of reasonable expectation of renewal, the employee must demonstrate that there is an objective basis for the expectation, such as previous renewals or the employer's undertaking to renew. (Rule 4, paras. (4) and (5))
+ show references
- Labour Institutions Act (No. 7 of 2004)
Date: 04 Jun 2004 (voir dans NATLEX
»)
- Employment and Labour Relations Act (No. 6 of 2004) [ELRA]
Date: 04 Jun 2004 (voir dans NATLEX
»)
Durée maximale de la période d'essai: 6 mois
Remarks:
- The ELRA does not regulate probationary period as such.
However, pursuant to art. 35 ELRA, the provisions on Unfair Termination of Employment do not apply to workers with less than 6 months' employment with the same employer, whether under one or more contracts.
:
- Motifs autorisés de recours au CDD : aucune limitation
Remarks:
- Article 14(b) ELRA provides for the possibility to conclude "a contract for a specified period of time for professionals and managerial cadre".
- Nombre maximum de CDD successifs: aucune limitation
- Durée cumulée maximum de CDD successifs: aucune limitation
Notes / Remarques
Under the Code of of Good Practice of 2007, the failure to renew a fixed-term contract where the worker reasonably expects a renewal of the contract may be considered an unfair termination However, in order to succeed in a claim of reasonable expectation of renewal, the employee must demonstrate that there is an objective basis for the expectation, such as previous renewals or the employer's undertaking to renew. (Rule 4, paras. (4) and (5))
