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> GOVERNANCE - home > Employment protection legislation database - EPLex > Syrian Arab Republic

Syrian Arab Republic - Procedural requirements for collective dismissals for economic reasons (redundancy, retrenchment)


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Definition of collective dismissal (number of employees concerned):
The LL does not define collective dismissal but prescribed procedural requirements to be observed in the event of "total or partial shutdown or downsizing of firms".

Remarks:
  • Articles 224-229 LL.

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

Remarks:
  • Under the LL, in order to shutdown or downsize the undertaking, the employer shall obtain an authorization from the Ministry. Workers' representatives play a role in the process through their participation in the committee in charge of examining the employer's request. This Committee established by ministerial decision shall comprise an equal number of workers' organizations and employers' organizations representatives. This Committee submits a motivated proposal to the Ministry which shall then issue a final decision on the employer's request (see art. 225 (a), (b) LL).
    As such, there is no formal consultation process with the workers' representatives on the decision to close down or downsize the firm.
    However, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Notification to the public administration: Yes

Remarks:
  • Art. 225 LL:
    If an employer intends to shutdown or downsize the undertaking, he shall submit a request to do so to the Ministry of Social Affairs and Labour. The Minister decides on the request after having examined the proposal of the bipartite Committee.

Notification to workers' representatives: Yes

Remarks:
  • Art. 225 (a), (b) LL: workers' representatives participate in the Committee in charge of submitting a proposal on the employer's request to the Ministry, together with the employer's representatives.
    In addition, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Approval by public administration or judicial bodies: Yes

Remarks:
  • Art. 225 (e) and (f) LL: After having examined the proposal of the Committee, the Minister shall decide about the total or partial shutdown within fifteen days from receiving the committee's proposal. If, after the lapse of forty-five days no decision is made in connection with the request, the employer may shutdown or downsize the firm.

Approval by workers' representatives: No

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

Remarks:
  • Art. 227 LL: If a final decision is issued in favour of the employer's request, and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall consult the competent directorate and the representative of the trade union concerned to make the appropriate decision. Inter alia, seniority, family responsibilities, age, capacities and professional skills of workers may be considered.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): No

Priority rules for re-employment: No

+ show references

Definition of collective dismissal (number of employees concerned):
The LL does not define collective dismissal but prescribed procedural requirements to be observed in the event of "total or partial shutdown or downsizing of firms".

Remarks:
  • Articles 224-229 LL.

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

Remarks:
  • Under the LL, in order to shutdown or downsize the undertaking, the employer shall obtain an authorization from the Ministry. Workers' representatives play a role in the process through their participation in the committee in charge of examining the employer's request. This Committee established by ministerial decision shall comprise an equal number of workers' organizations and employers' organizations representatives. This Committee submits a motivated proposal to the Ministry which shall then issue a final decision on the employer's request (see art. 225 (a), (b) LL).
    As such, there is no formal consultation process with the workers' representatives on the decision to close down or downsize the firm.
    However, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Notification to the public administration: Yes

Remarks:
  • Art. 225 LL:
    If an employer intends to shutdown or downsize the undertaking, he shall submit a request to do so to the Ministry of Social Affairs and Labour. The Minister decides on the request after having examined the proposal of the bipartite Committee.

Notification to workers' representatives: Yes

Remarks:
  • Art. 225 (a), (b) LL: workers' representatives participate in the Committee in charge of submitting a proposal on the employer's request to the Ministry, together with the employer's representatives.
    In addition, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Approval by public administration or judicial bodies: Yes

Remarks:
  • Art. 225 (e) and (f) LL: After having examined the proposal of the Committee, the Minister shall decide about the total or partial shutdown within fifteen days from receiving the committee's proposal. If, after the lapse of forty-five days no decision is made in connection with the request, the employer may shutdown or downsize the firm.

Approval by workers' representatives: No

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

Remarks:
  • Art. 227 LL: If a final decision is issued in favour of the employer's request, and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall consult the competent directorate and the representative of the trade union concerned to make the appropriate decision. Inter alia, seniority, family responsibilities, age, capacities and professional skills of workers may be considered.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): No

Priority rules for re-employment: No

+ show references

Definition of collective dismissal (number of employees concerned):
The LL does not define collective dismissal but prescribed procedural requirements to be observed in the event of "total or partial shutdown or downsizing of firms".

Remarks:
  • Articles 224-229 LL.

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

Remarks:
  • Under the LL, in order to shutdown or downsize the undertaking, the employer shall obtain an authorization from the Ministry. Workers' representatives play a role in the process through their participation in the committee in charge of examining the employer's request. This Committee established by ministerial decision shall comprise an equal number of workers' organizations and employers' organizations representatives. This Committee submits a motivated proposal to the Ministry which shall then issue a final decision on the employer's request (see art. 225 (a), (b) LL).
    As such, there is no formal consultation process with the workers' representatives on the decision to close down or downsize the firm.
    However, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Notification to the public administration: Yes

Remarks:
  • Art. 225 LL:
    If an employer intends to shutdown or downsize the undertaking, he shall submit a request to do so to the Ministry of Social Affairs and Labour. The Minister decides on the request after having examined the proposal of the bipartite Committee.

Notification to workers' representatives: Yes

Remarks:
  • Art. 225 (a), (b) LL: workers' representatives participate in the Committee in charge of submitting a proposal on the employer's request to the Ministry, together with the employer's representatives.
    In addition, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Approval by public administration or judicial bodies: Yes

Remarks:
  • Art. 225 (e) and (f) LL: After having examined the proposal of the Committee, the Minister shall decide about the total or partial shutdown within fifteen days from receiving the committee's proposal. If, after the lapse of forty-five days no decision is made in connection with the request, the employer may shutdown or downsize the firm.

Approval by workers' representatives: No

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

Remarks:
  • Art. 227 LL: If a final decision is issued in favour of the employer's request, and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall consult the competent directorate and the representative of the trade union concerned to make the appropriate decision. Inter alia, seniority, family responsibilities, age, capacities and professional skills of workers may be considered.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): No

Priority rules for re-employment: No

+ show references

Definition of collective dismissal (number of employees concerned):
The LL does not define collective dismissal but prescribed procedural requirements to be observed in the event of "total or partial shutdown or downsizing of firms".

Remarks:
  • Articles 224-229 LL.

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

Remarks:
  • Under the LL, in order to shutdown or downsize the undertaking, the employer shall obtain an authorization from the Ministry. Workers' representatives play a role in the process through their participation in the committee in charge of examining the employer's request. This Committee established by ministerial decision shall comprise an equal number of workers' organizations and employers' organizations representatives. This Committee submits a motivated proposal to the Ministry which shall then issue a final decision on the employer's request (see art. 225 (a), (b) LL).
    As such, there is no formal consultation process with the workers' representatives on the decision to close down or downsize the firm.
    However, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Notification to the public administration: Yes

Remarks:
  • Art. 225 LL:
    If an employer intends to shutdown or downsize the undertaking, he shall submit a request to do so to the Ministry of Social Affairs and Labour. The Minister decides on the request after having examined the proposal of the bipartite Committee.

Notification to workers' representatives: Yes

Remarks:
  • Art. 225 (a), (b) LL: workers' representatives participate in the Committee in charge of submitting a proposal on the employer's request to the Ministry, together with the employer's representatives.
    In addition, art. 227 LL provides that if a final decision is issued in favour of the employer's request and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall undertake consultation on the selection criteria with the representative of the trade union concerned.

Approval by public administration or judicial bodies: Yes

Remarks:
  • Art. 225 (e) and (f) LL: After having examined the proposal of the Committee, the Minister shall decide about the total or partial shutdown within fifteen days from receiving the committee's proposal. If, after the lapse of forty-five days no decision is made in connection with the request, the employer may shutdown or downsize the firm.

Approval by workers' representatives: No

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

Remarks:
  • Art. 227 LL: If a final decision is issued in favour of the employer's request, and no objective criteria are prescribed in the collective labour agreement or the internal regulations for selecting the workers who shall be dismissed, the employer shall consult the competent directorate and the representative of the trade union concerned to make the appropriate decision. Inter alia, seniority, family responsibilities, age, capacities and professional skills of workers may be considered.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): No

Priority rules for re-employment: No