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Madagascar - Conditions de forme / procédure des licenciements collectifs pour motif économique


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Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see Art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 15 days of the date of notification (Art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in Art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in Art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see Art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 15 days of the date of notification (Art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in Art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in Art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see Art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 15 days of the date of notification (Art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in Art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in Art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see Art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 15 days of the date of notification (Art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in Art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in Art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see Art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 15 days of the date of notification (Art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in Art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in Art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see Art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 15 days of the date of notification (Art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in Art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in Art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see Art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 15 days of the date of notification (Art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in Art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in Art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 20 days of the date of notification (art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 20 days of the date of notification (art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 20 days of the date of notification (art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in art. 25 as one of the elements to be considered in the framework of the consultation process.

+ show references

Définition du licenciement collectif (nombre d'employés concernés):
There is no statutory definition of collective dismissal.

Remarks:
  • Art. 24 LC regulates dismissals for economic reasons, which may be "collective or individual".
    However, the consultation and notification requirements applicable to collective dismissals for economic reasons do not apply to individual economic dismissals (see art. 27 LC).

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks:
  • Art. 25 LC: prior consultation with the Works council (which is compulsory in undertakings with at least 50 permanent employees) and/or with the worker's representatives.

Notification à l'administration publique: Oui

Remarks:
  • Art. 25 LC: mandatory notification to the Labour Inspector.

Notification aux représentants des travailleurs: Oui

Remarks:
  • Art. 25 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks:
  • No approval required. The Labour Inspector only issues a recommendation on the dismissal within 20 days of the date of notification (art. 25 LC).
    However, if the parties do not find an agreement on the list of employees to be dismissed, the Labour Inspector will issue a decision in that respect in accordance with the selection criteria listed in art. 26 LC.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks:
  • Art. 25 LC: the list of redundant employees shall be established by the employer in consultation with the worker's representatives. The priority rules to be observed in selecting the employees must be in accordance with the agreed social plan, if any. In the absence of such agreed dismissal order, it shall take into account:
    - the length of service in the undertaking;
    - professional values, technical skills and professionalism;
    - family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Remarks:
  • No preferential right to re-employment in the LC.
    Priority for re-employment is only listed in art. 25 as one of the elements to be considered in the framework of the consultation process.