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> GOVERNANCE - home > Employment protection legislation database - EPLex > Cameroon

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


+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds":
    "2) Constitue un licenciement pour motif économique tout licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression ou transformation d’emploi ou d’une modification du contrat de travail, consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes."

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 6 (a) LC: "...l’employeur doit établir l’ordre des licenciements en tenant compte des aptitudes professionnelles, de l’ancienneté dans l’entreprise et des charges familiales des travailleurs."
    Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required. It reads as follows:
    "3) Pour tenter d’éviter un licenciement pour motif économique, l’employeur qui envisage un tel licenciement doit réunir les délégués du personnel s’il en existe et rechercher avec eux en présence de l’inspecteur du travail du ressort, toutes les autres possibilités telles que : la réduction des heures de travail, le travail par roulement, le travail à temps partiel, le chômage technique, le réaménagement des primes, indemnités et avantages de toute nature, voire la réduction des salaires. "

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds":
    "2) Constitue un licenciement pour motif économique tout licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression ou transformation d’emploi ou d’une modification du contrat de travail, consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes."

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 6 (a) LC: "...l’employeur doit établir l’ordre des licenciements en tenant compte des aptitudes professionnelles, de l’ancienneté dans l’entreprise et des charges familiales des travailleurs."
    Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required. It reads as follows:
    "3) Pour tenter d’éviter un licenciement pour motif économique, l’employeur qui envisage un tel licenciement doit réunir les délégués du personnel s’il en existe et rechercher avec eux en présence de l’inspecteur du travail du ressort, toutes les autres possibilités telles que : la réduction des heures de travail, le travail par roulement, le travail à temps partiel, le chômage technique, le réaménagement des primes, indemnités et avantages de toute nature, voire la réduction des salaires. "

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds":
    "2) Constitue un licenciement pour motif économique tout licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression ou transformation d’emploi ou d’une modification du contrat de travail, consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes."

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 6 (a) LC: "...l’employeur doit établir l’ordre des licenciements en tenant compte des aptitudes professionnelles, de l’ancienneté dans l’entreprise et des charges familiales des travailleurs."
    Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required. It reads as follows:
    "3) Pour tenter d’éviter un licenciement pour motif économique, l’employeur qui envisage un tel licenciement doit réunir les délégués du personnel s’il en existe et rechercher avec eux en présence de l’inspecteur du travail du ressort, toutes les autres possibilités telles que : la réduction des heures de travail, le travail par roulement, le travail à temps partiel, le chômage technique, le réaménagement des primes, indemnités et avantages de toute nature, voire la réduction des salaires. "

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds":
    "2) Constitue un licenciement pour motif économique tout licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression ou transformation d’emploi ou d’une modification du contrat de travail, consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes."

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 6 (a) LC: "...l’employeur doit établir l’ordre des licenciements en tenant compte des aptitudes professionnelles, de l’ancienneté dans l’entreprise et des charges familiales des travailleurs."
    Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required. It reads as follows:
    "3) Pour tenter d’éviter un licenciement pour motif économique, l’employeur qui envisage un tel licenciement doit réunir les délégués du personnel s’il en existe et rechercher avec eux en présence de l’inspecteur du travail du ressort, toutes les autres possibilités telles que : la réduction des heures de travail, le travail par roulement, le travail à temps partiel, le chômage technique, le réaménagement des primes, indemnités et avantages de toute nature, voire la réduction des salaires. "

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds":
    "2) Constitue un licenciement pour motif économique tout licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression ou transformation d’emploi ou d’une modification du contrat de travail, consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes."

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 6 (a) LC: "...l’employeur doit établir l’ordre des licenciements en tenant compte des aptitudes professionnelles, de l’ancienneté dans l’entreprise et des charges familiales des travailleurs."
    Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required. It reads as follows:
    "3) Pour tenter d’éviter un licenciement pour motif économique, l’employeur qui envisage un tel licenciement doit réunir les délégués du personnel s’il en existe et rechercher avec eux en présence de l’inspecteur du travail du ressort, toutes les autres possibilités telles que : la réduction des heures de travail, le travail par roulement, le travail à temps partiel, le chômage technique, le réaménagement des primes, indemnités et avantages de toute nature, voire la réduction des salaires. "

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds":
    "2) Constitue un licenciement pour motif économique tout licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression ou transformation d’emploi ou d’une modification du contrat de travail, consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes."

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 6 (a) LC: "...l’employeur doit établir l’ordre des licenciements en tenant compte des aptitudes professionnelles, de l’ancienneté dans l’entreprise et des charges familiales des travailleurs."
    Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required. It reads as follows:
    "3) Pour tenter d’éviter un licenciement pour motif économique, l’employeur qui envisage un tel licenciement doit réunir les délégués du personnel s’il en existe et rechercher avec eux en présence de l’inspecteur du travail du ressort, toutes les autres possibilités telles que : la réduction des heures de travail, le travail par roulement, le travail à temps partiel, le chômage technique, le réaménagement des primes, indemnités et avantages de toute nature, voire la réduction des salaires. "

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds":
    "2) Constitue un licenciement pour motif économique tout licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression ou transformation d’emploi ou d’une modification du contrat de travail, consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes."

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 6 (a) LC: "...l’employeur doit établir l’ordre des licenciements en tenant compte des aptitudes professionnelles, de l’ancienneté dans l’entreprise et des charges familiales des travailleurs."
    Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required. It reads as follows:
    "3) Pour tenter d’éviter un licenciement pour motif économique, l’employeur qui envisage un tel licenciement doit réunir les délégués du personnel s’il en existe et rechercher avec eux en présence de l’inspecteur du travail du ressort, toutes les autres possibilités telles que : la réduction des heures de travail, le travail par roulement, le travail à temps partiel, le chômage technique, le réaménagement des primes, indemnités et avantages de toute nature, voire la réduction des salaires. "

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds"

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required.

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds"

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required.

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds"

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required.

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

Remarks:
  • Art. 40 LC refers to "any dismissal based on economic grounds"

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

Remarks:
  • Art. 40 (3), (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Notification to the public administration: Yes

Remarks:
  • Art 40 (3), (4) (6) LC

Notification to workers' representatives: Yes

Remarks:
  • Art. 40 (6) LC and art. 3 of the Decree No. 21, 26 May 1993.

Approval by public administration or judicial bodies: No

Remarks:
  • Except for the dismissal of workers' representatives: art. 40 (7) LC.

Approval by workers' representatives: No

Remarks:
  • Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (art. 40(6)d) LC). However, the employer is not bound by the decision of the administration.
    (Paul-Gérard Pougoué, Code du travail annoté, 1997)

    Approval by the administration is however mandatory in order to dismiss a workers' representative: art. 40 (7) LC

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Remarks:
  • Art. 2 of the Decree No. 21 of 26 May 1993, lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

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

Remarks:
  • Art. 40 (3) LC: alternatives to dismissal must be examined in the framework of the consultation process but no formal agreement is required.

Priority rules for re-employment: Yes

Remarks:
  • Art. 40 (9) LC and art. 4 of the Decree No 21 of 21 May 1996: prior claim to employment in the same establishment for a period of 2 years.