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Malawi - Requisitos formales / procedimientos de despido colectivos por razones económicas
+ show references
- Employment Act [EA], No. 6 of 2000
Fecha: 14 May 2000 (ver en NATLEX
»)
- Employment Amendment Act, No. 27 of 2010 (date of entry into force: 1st June 2011)
Fecha: 29 Aug 2010; ver la pagina web
»
- Labour Relations Act [LRA], No. 16 of 1996
Fecha: 23 May 1996 (ver en NATLEX
»)
Definición de despido colectivo (número de empleados afectados):
No legal definition.
No specific procedure attached to dismissal based on "operational requirements" in the LC. However specific requirements have been established by case-law.
Remarks: - Art. 57 (1) EA : "operational requirements of the undertaking" can constitute a valid reason for dismissing an employee.
However, there is no mention in the Labour Code to when such dismissal could be described as collective. In addition, there are no specific statutory requirements such as consultation with trade union or notification to the labour administration for dismissals concerning more than one employees.
Consultación previa con los sindicatos (representantes de los trabajadores)
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a la administración: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a los representantes de los trabajadores
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Aprobación de la administración publica o de organismos judiciales
: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No
Reglas de prioridad para la re-contratación: No
+ show references
- Employment Act [EA], No. 6 of 2000
Fecha: 14 May 2000 (ver en NATLEX
»)
- Employment Amendment Act, No. 27 of 2010 (date of entry into force: 1st June 2011)
Fecha: 29 Aug 2010; ver la pagina web
»
- Labour Relations Act [LRA], No. 16 of 1996
Fecha: 23 May 1996 (ver en NATLEX
»)
Definición de despido colectivo (número de empleados afectados):
No legal definition.
No specific procedure attached to dismissal based on "operational requirements" in the LC. However specific requirements have been established by case-law.
Remarks: - Art. 57 (1) EA : "operational requirements of the undertaking" can constitute a valid reason for dismissing an employee.
However, there is no mention in the Labour Code to when such dismissal could be described as collective. In addition, there are no specific statutory requirements such as consultation with trade union or notification to the labour administration for dismissals concerning more than one employees.
Consultación previa con los sindicatos (representantes de los trabajadores)
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a la administración: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a los representantes de los trabajadores
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Aprobación de la administración publica o de organismos judiciales
: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No
Reglas de prioridad para la re-contratación: No
+ show references
- Employment Act [EA], No. 6 of 2000
Fecha: 14 May 2000 (ver en NATLEX
»)
- Labour Relations Act [LRA], No. 16 of 1996
Fecha: 23 May 1996 (ver en NATLEX
»)
Definición de despido colectivo (número de empleados afectados):
No legal definition.
No specific procedure attached to dismissal based on "operational requirements" in the LC. However specific requirements have been established by case-law.
Remarks: - Art. 57 (1) EA : "operational requirements of the undertaking" can constitute a valid reason for dismissing an employee.
However, there is no mention in the Labour Code to when such dismissal could be described as collective. In addition, there are no specific statutory requirements such as consultation with trade union or notification to the labour administration for dismissals concerning more than one employees.
Consultación previa con los sindicatos (representantes de los trabajadores)
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a la administración: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a los representantes de los trabajadores
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Aprobación de la administración publica o de organismos judiciales
: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No
Reglas de prioridad para la re-contratación: No
+ show references
- Employment Act [EA], No. 6 of 2000
Fecha: 14 May 2000 (ver en NATLEX
»)
- Labour Relations Act [LRA], No. 16 of 1996
Fecha: 23 May 1996; ver la pagina web
» (ver en NATLEX
»)
Definición de despido colectivo (número de empleados afectados):
No legal definition.
No specific procedure attached to dismissal based on "operational requirements" in the LC. However specific requirements have been established by case-law.
Remarks: - Art. 57 (1) EA : "operational requirements of the undertaking" can constitute a valid reason for dismissing an employee.
However, there is no mention in the Labour Code to when such dismissal could be described as collective. In addition, there are no specific statutory requirements such as consultation with trade union or notification to the labour administration for dismissals concerning more than one employees.
Consultación previa con los sindicatos (representantes de los trabajadores)
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a la administración: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Notificación a los representantes de los trabajadores
: Sí
Remarks: - No statutory requirements.
However, the Courts have ruled that in cases of redundancies and other mass dismissals for operational needs, the employer must comply with art. 13 and 14 of the in ILO Convention 158 on consultation with the worker's representatives and notification to the administration.
(See Makande and another V Malawi Telecommunications Ltd [IRC 81/2001] Industrial Relations Court , upheld by the High Court [Civil Appeal 70/2003] and confirmed by the Supreme Court on 7 May 2007 in Malawi Telecommunication Ltd v Makande and another, [Civil Appeal 2/2006], reported in Malawi Labour Law Report, 2008, pp. 35-45.
Aprobación de la administración publica o de organismos judiciales
: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No
Reglas de prioridad para la re-contratación: No
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