ILO is a specialized agency of the United Nations
ILO-en-strap
Go to the home page
Site map | Contact us franšais | español
> GOVERNANCE - home > Employment protection legislation database - EPLex > Macedonia, The Former Yugoslav Republic of

Macedonia, The Former Yugoslav Republic of - Procedural requirements for individual dismissals


+ show references

Notification to the worker to be dismissed: written

Remarks:
  • Art. 74(1) LRA. See also art. 85 LRA.

Notice period:
Remarks:
  • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
    The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
    • tenure ≥ 6 months
      • 1 month(s).
    • tenure ≥ 9 months
      • 1 month(s).
    • tenure ≥ 2 years
      • 1 month(s).
    • tenure ≥ 4 years
      • 1 month(s).
    • tenure ≥ 5 years
      • 1 month(s).
    • tenure ≥ 10 years
      • 1 month(s).
    • tenure ≥ 20 years
      • 1 month(s).

    Pay in lieu of notice: Yes

    Remarks:
    • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

    Notification to the public administration: No

    Notification to workers' representatives: No

    Remarks:
    • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    Remarks:
    • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

    + show references

    Notification to the worker to be dismissed: written

    Remarks:
    • Art. 74(1) LRA. See also art. 85 LRA.

    Notice period:
    Remarks:
    • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
      The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
      • tenure ≥ 6 months
        • 1 month(s).
      • tenure ≥ 9 months
        • 1 month(s).
      • tenure ≥ 2 years
        • 1 month(s).
      • tenure ≥ 4 years
        • 1 month(s).
      • tenure ≥ 5 years
        • 1 month(s).
      • tenure ≥ 10 years
        • 1 month(s).
      • tenure ≥ 20 years
        • 1 month(s).

      Pay in lieu of notice: Yes

      Remarks:
      • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

      Notification to the public administration: No

      Notification to workers' representatives: No

      Remarks:
      • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

      Approval by public administration or judicial bodies: No

      Approval by workers' representatives: No

      Remarks:
      • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

      + show references

      Notification to the worker to be dismissed: written

      Remarks:
      • Art. 74(1) LRA. See also art. 85 LRA.

      Notice period:
      Remarks:
      • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
        The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
        • tenure ≥ 6 months
          • 1 month(s).
        • tenure ≥ 9 months
          • 1 month(s).
        • tenure ≥ 2 years
          • 1 month(s).
        • tenure ≥ 4 years
          • 1 month(s).
        • tenure ≥ 5 years
          • 1 month(s).
        • tenure ≥ 10 years
          • 1 month(s).
        • tenure ≥ 20 years
          • 1 month(s).

        Pay in lieu of notice: Yes

        Remarks:
        • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

        Notification to the public administration: No

        Notification to workers' representatives: No

        Remarks:
        • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

        Approval by public administration or judicial bodies: No

        Approval by workers' representatives: No

        Remarks:
        • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

        + show references

        Notification to the worker to be dismissed: written

        Remarks:
        • Art. 74(1) LRA. See also art. 85 LRA.

        Notice period:
        Remarks:
        • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
          The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
          • tenure ≥ 6 months
            • 1 month(s).
          • tenure ≥ 9 months
            • 1 month(s).
          • tenure ≥ 2 years
            • 1 month(s).
          • tenure ≥ 4 years
            • 1 month(s).
          • tenure ≥ 5 years
            • 1 month(s).
          • tenure ≥ 10 years
            • 1 month(s).
          • tenure ≥ 20 years
            • 1 month(s).

          Pay in lieu of notice: Yes

          Remarks:
          • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

          Notification to the public administration: No

          Notification to workers' representatives: No

          Remarks:
          • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

          Approval by public administration or judicial bodies: No

          Approval by workers' representatives: No

          Remarks:
          • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

          + show references

          Notification to the worker to be dismissed: written

          Remarks:
          • Art. 74(1) LRA. See also art. 85 LRA.

          Notice period:
          Remarks:
          • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
            The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
            • tenure ≥ 6 months
              • 1 month(s).
            • tenure ≥ 9 months
              • 1 month(s).
            • tenure ≥ 2 years
              • 1 month(s).
            • tenure ≥ 4 years
              • 1 month(s).
            • tenure ≥ 5 years
              • 1 month(s).
            • tenure ≥ 10 years
              • 1 month(s).
            • tenure ≥ 20 years
              • 1 month(s).

            Pay in lieu of notice: Yes

            Remarks:
            • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

            Notification to the public administration: No

            Notification to workers' representatives: No

            Remarks:
            • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

            Approval by public administration or judicial bodies: No

            Approval by workers' representatives: No

            Remarks:
            • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

            + show references

            Notification to the worker to be dismissed: written

            Remarks:
            • Art. 74(1) LRA. See also art. 85 LRA.

            Notice period:
            Remarks:
            • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
              The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
              • tenure ≥ 6 months
                • 1 month(s).
              • tenure ≥ 9 months
                • 1 month(s).
              • tenure ≥ 2 years
                • 1 month(s).
              • tenure ≥ 4 years
                • 1 month(s).
              • tenure ≥ 5 years
                • 1 month(s).
              • tenure ≥ 10 years
                • 1 month(s).
              • tenure ≥ 20 years
                • 1 month(s).

              Pay in lieu of notice: Yes

              Remarks:
              • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

              Notification to the public administration: No

              Notification to workers' representatives: No

              Remarks:
              • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

              Approval by public administration or judicial bodies: No

              Approval by workers' representatives: No

              Remarks:
              • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

              + show references

              Notification to the worker to be dismissed: written

              Remarks:
              • Art. 74(1) LRA. See also art. 85 LRA.

              Notice period:
              Remarks:
              • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
                The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
                • tenure ≥ 6 months
                  • 1 month(s).
                • tenure ≥ 9 months
                  • 1 month(s).
                • tenure ≥ 2 years
                  • 1 month(s).
                • tenure ≥ 4 years
                  • 1 month(s).
                • tenure ≥ 5 years
                  • 1 month(s).
                • tenure ≥ 10 years
                  • 1 month(s).
                • tenure ≥ 20 years
                  • 1 month(s).

                Pay in lieu of notice: Yes

                Remarks:
                • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

                Notification to the public administration: No

                Notification to workers' representatives: No

                Remarks:
                • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

                Approval by public administration or judicial bodies: No

                Approval by workers' representatives: No

                Remarks:
                • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

                + show references

                Notification to the worker to be dismissed: written

                Remarks:
                • Art. 74(1) LRA. See also art. 85 LRA.

                Notice period:
                Remarks:
                • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
                  The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
                  • tenure ≥ 6 months
                    • 1 month(s).
                  • tenure ≥ 9 months
                    • 1 month(s).
                  • tenure ≥ 2 years
                    • 1 month(s).
                  • tenure ≥ 4 years
                    • 1 month(s).
                  • tenure ≥ 5 years
                    • 1 month(s).
                  • tenure ≥ 10 years
                    • 1 month(s).
                  • tenure ≥ 20 years
                    • 1 month(s).

                  Pay in lieu of notice: Yes

                  Remarks:
                  • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

                  Notification to the public administration: No

                  Notification to workers' representatives: No

                  Remarks:
                  • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

                  Approval by public administration or judicial bodies: No

                  Approval by workers' representatives: No

                  Remarks:
                  • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).

                  + show references

                  Notification to the worker to be dismissed: written

                  Remarks:
                  • Art. 74(1) LRA. See also art. 85 LRA.

                  Notice period:
                  Remarks:
                  • Art. 88 (2) LRA stipulates that in the case of an individual dismissal or in the case of a dismissal of a small number of workers, the statutory minimum notice period is one month. The individual employment contract or a collective agreement may stipulate a longer period of notice. However, it cannot exceed 3 months. If the dismissals affect more than 150 employees or 5% of total number of workers, the notice period is two months. (Art. 88.2 LRA)
                    The LRA provides a list of justified grounds for termination without notice and these include: unjustified absence from work for three consecutive days or 5 days within one year, misuse of sick leave; failure to comply with the workplace regulations on health, safety and environmental protection, use of alcohol and drugs, robbery at the workplace or negligence causing damages to the employer, disclosure of business, official or state secrets (art. 82 LRA).
                    • tenure ≥ 6 months
                      • 1 month(s).
                    • tenure ≥ 9 months
                      • 1 month(s).
                    • tenure ≥ 2 years
                      • 1 month(s).
                    • tenure ≥ 4 years
                      • 1 month(s).
                    • tenure ≥ 5 years
                      • 1 month(s).
                    • tenure ≥ 10 years
                      • 1 month(s).
                    • tenure ≥ 20 years
                      • 1 month(s).

                    Pay in lieu of notice: Yes

                    Remarks:
                    • The employer and the employee may agree on the payment of a lump sum instead of observing the notice period.

                    Notification to the public administration: No

                    Notification to workers' representatives: No

                    Remarks:
                    • However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA).

                    Approval by public administration or judicial bodies: No

                    Approval by workers' representatives: No

                    Remarks:
                    • No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).