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> GOVERNANCE - home > Employment protection legislation database - EPLex > Burkina Faso

Burkina Faso - Procedural requirements for collective dismissals for economic reasons (redundancy, retrenchment)


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Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Article 98 Code du travail:
Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
Specific requirements applicable to any economic dismissal affecting more than 1 employee.

Remarks:
  • Art. 99 LC

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 101 LC.

Notification to the public administration: Yes

Remarks:
  • Art. 102 LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 101 LC

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks:
  • Art. 101 LC refers to selection criteria as one of the elements to be transmitted to the workers' representatives for consultation, but no criteria are listed in the LC.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 99 LC, art. 104 LC.

Priority rules for re-employment: Yes

Remarks:
  • Art. 104 LC does not refer to any priority right to re-employment as such, but stipulates that: if the economic situation of the enterprise improves, dismissed workers can be re-employed provided they fulfill the requirements for the positions.
    However, art. 34 of the Inter-occupational Collective Agreement expressly establishes a priority right for re-employment for 2 years.