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

Mongolia - Procedural requirements for individual dismissals


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Notification to the worker to be dismissed: written

Remarks:
  • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

Notice period:
Remarks:
  • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
    - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
    - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
    • tenure ≥ 6 months
      • economic dismissal - 1 month(s).
      • dismissal based on worker's capacity - 1 month(s).
    • tenure ≥ 9 months
      • economic dismissal - 1 month(s).
      • dismissal based on worker's capacity - 1 month(s).
    • tenure ≥ 2 years
      • economic dismissal - 1 month(s).
      • dismissal based on worker's capacity - 1 month(s).
    • tenure ≥ 4 years
      • economic dismissal - 1 month(s).
      • dismissal based on worker's capacity - 1 month(s).
    • tenure ≥ 5 years
      • economic dismissal - 1 month(s).
      • dismissal based on worker's capacity - 1 month(s).
    • tenure ≥ 10 years
      • economic dismissal - 1 month(s).
      • dismissal based on worker's capacity - 1 month(s).
    • tenure ≥ 20 years
      • economic dismissal - 1 month(s).
      • dismissal based on worker's capacity - 1 month(s).

    Pay in lieu of notice: No

    Notification to the public administration: No

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    + show references

    Notification to the worker to be dismissed: written

    Remarks:
    • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

    Notice period:
    Remarks:
    • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
      - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
      - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
      • tenure ≥ 6 months
        • economic dismissal - 1 month(s).
        • dismissal based on worker's capacity - 1 month(s).
      • tenure ≥ 9 months
        • economic dismissal - 1 month(s).
        • dismissal based on worker's capacity - 1 month(s).
      • tenure ≥ 2 years
        • economic dismissal - 1 month(s).
        • dismissal based on worker's capacity - 1 month(s).
      • tenure ≥ 4 years
        • economic dismissal - 1 month(s).
        • dismissal based on worker's capacity - 1 month(s).
      • tenure ≥ 5 years
        • economic dismissal - 1 month(s).
        • dismissal based on worker's capacity - 1 month(s).
      • tenure ≥ 10 years
        • economic dismissal - 1 month(s).
        • dismissal based on worker's capacity - 1 month(s).
      • tenure ≥ 20 years
        • economic dismissal - 1 month(s).
        • dismissal based on worker's capacity - 1 month(s).

      Pay in lieu of notice: No

      Notification to the public administration: No

      Notification to workers' representatives: No

      Approval by public administration or judicial bodies: No

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: written

      Remarks:
      • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

      Notice period:
      Remarks:
      • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
        - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
        - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
        • tenure ≥ 6 months
          • economic dismissal - 1 month(s).
          • dismissal based on worker's capacity - 1 month(s).
        • tenure ≥ 9 months
          • economic dismissal - 1 month(s).
          • dismissal based on worker's capacity - 1 month(s).
        • tenure ≥ 2 years
          • economic dismissal - 1 month(s).
          • dismissal based on worker's capacity - 1 month(s).
        • tenure ≥ 4 years
          • economic dismissal - 1 month(s).
          • dismissal based on worker's capacity - 1 month(s).
        • tenure ≥ 5 years
          • economic dismissal - 1 month(s).
          • dismissal based on worker's capacity - 1 month(s).
        • tenure ≥ 10 years
          • economic dismissal - 1 month(s).
          • dismissal based on worker's capacity - 1 month(s).
        • tenure ≥ 20 years
          • economic dismissal - 1 month(s).
          • dismissal based on worker's capacity - 1 month(s).

        Pay in lieu of notice: No

        Notification to the public administration: No

        Notification to workers' representatives: No

        Approval by public administration or judicial bodies: No

        Approval by workers' representatives: No

        + show references

        Notification to the worker to be dismissed: written

        Remarks:
        • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

        Notice period:
        Remarks:
        • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
          - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
          - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
          • tenure ≥ 6 months
            • economic dismissal - 1 month(s).
            • dismissal based on worker's capacity - 1 month(s).
          • tenure ≥ 9 months
            • economic dismissal - 1 month(s).
            • dismissal based on worker's capacity - 1 month(s).
          • tenure ≥ 2 years
            • economic dismissal - 1 month(s).
            • dismissal based on worker's capacity - 1 month(s).
          • tenure ≥ 4 years
            • economic dismissal - 1 month(s).
            • dismissal based on worker's capacity - 1 month(s).
          • tenure ≥ 5 years
            • economic dismissal - 1 month(s).
            • dismissal based on worker's capacity - 1 month(s).
          • tenure ≥ 10 years
            • economic dismissal - 1 month(s).
            • dismissal based on worker's capacity - 1 month(s).
          • tenure ≥ 20 years
            • economic dismissal - 1 month(s).
            • dismissal based on worker's capacity - 1 month(s).

          Pay in lieu of notice: No

          Notification to the public administration: No

          Notification to workers' representatives: No

          Approval by public administration or judicial bodies: No

          Approval by workers' representatives: No

          + show references

          Notification to the worker to be dismissed: written

          Remarks:
          • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

          Notice period:
          Remarks:
          • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
            - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
            - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
            • tenure ≥ 6 months
              • economic dismissal - 1 month(s).
              • dismissal based on worker's capacity - 1 month(s).
            • tenure ≥ 9 months
              • economic dismissal - 1 month(s).
              • dismissal based on worker's capacity - 1 month(s).
            • tenure ≥ 2 years
              • economic dismissal - 1 month(s).
              • dismissal based on worker's capacity - 1 month(s).
            • tenure ≥ 4 years
              • economic dismissal - 1 month(s).
              • dismissal based on worker's capacity - 1 month(s).
            • tenure ≥ 5 years
              • economic dismissal - 1 month(s).
              • dismissal based on worker's capacity - 1 month(s).
            • tenure ≥ 10 years
              • economic dismissal - 1 month(s).
              • dismissal based on worker's capacity - 1 month(s).
            • tenure ≥ 20 years
              • economic dismissal - 1 month(s).
              • dismissal based on worker's capacity - 1 month(s).

            Pay in lieu of notice: No

            Notification to the public administration: No

            Notification to workers' representatives: No

            Approval by public administration or judicial bodies: No

            Approval by workers' representatives: No

            + show references

            Notification to the worker to be dismissed: written

            Remarks:
            • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

            Notice period:
            Remarks:
            • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
              - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
              - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
              • tenure ≥ 6 months
                • economic dismissal - 1 month(s).
                • dismissal based on worker's capacity - 1 month(s).
              • tenure ≥ 9 months
                • economic dismissal - 1 month(s).
                • dismissal based on worker's capacity - 1 month(s).
              • tenure ≥ 2 years
                • economic dismissal - 1 month(s).
                • dismissal based on worker's capacity - 1 month(s).
              • tenure ≥ 4 years
                • economic dismissal - 1 month(s).
                • dismissal based on worker's capacity - 1 month(s).
              • tenure ≥ 5 years
                • economic dismissal - 1 month(s).
                • dismissal based on worker's capacity - 1 month(s).
              • tenure ≥ 10 years
                • economic dismissal - 1 month(s).
                • dismissal based on worker's capacity - 1 month(s).
              • tenure ≥ 20 years
                • economic dismissal - 1 month(s).
                • dismissal based on worker's capacity - 1 month(s).

              Pay in lieu of notice: No

              Notification to the public administration: No

              Notification to workers' representatives: No

              Approval by public administration or judicial bodies: No

              Approval by workers' representatives: No

              + show references

              Notification to the worker to be dismissed: written

              Remarks:
              • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

              Notice period:
              Remarks:
              • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
                - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
                - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
                • tenure ≥ 6 months
                  • economic dismissal - 1 month(s).
                  • dismissal based on worker's capacity - 1 month(s).
                • tenure ≥ 9 months
                  • economic dismissal - 1 month(s).
                  • dismissal based on worker's capacity - 1 month(s).
                • tenure ≥ 2 years
                  • economic dismissal - 1 month(s).
                  • dismissal based on worker's capacity - 1 month(s).
                • tenure ≥ 4 years
                  • economic dismissal - 1 month(s).
                  • dismissal based on worker's capacity - 1 month(s).
                • tenure ≥ 5 years
                  • economic dismissal - 1 month(s).
                  • dismissal based on worker's capacity - 1 month(s).
                • tenure ≥ 10 years
                  • economic dismissal - 1 month(s).
                  • dismissal based on worker's capacity - 1 month(s).
                • tenure ≥ 20 years
                  • economic dismissal - 1 month(s).
                  • dismissal based on worker's capacity - 1 month(s).

                Pay in lieu of notice: No

                Notification to the public administration: No

                Notification to workers' representatives: No

                Approval by public administration or judicial bodies: No

                Approval by workers' representatives: No

                + show references

                Notification to the worker to be dismissed: written

                Remarks:
                • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

                Notice period:
                Remarks:
                • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
                  - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
                  - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
                  • tenure ≥ 6 months
                    • economic dismissal - 1 month(s).
                    • dismissal based on worker's capacity - 1 month(s).
                  • tenure ≥ 9 months
                    • economic dismissal - 1 month(s).
                    • dismissal based on worker's capacity - 1 month(s).
                  • tenure ≥ 2 years
                    • economic dismissal - 1 month(s).
                    • dismissal based on worker's capacity - 1 month(s).
                  • tenure ≥ 4 years
                    • economic dismissal - 1 month(s).
                    • dismissal based on worker's capacity - 1 month(s).
                  • tenure ≥ 5 years
                    • economic dismissal - 1 month(s).
                    • dismissal based on worker's capacity - 1 month(s).
                  • tenure ≥ 10 years
                    • economic dismissal - 1 month(s).
                    • dismissal based on worker's capacity - 1 month(s).
                  • tenure ≥ 20 years
                    • economic dismissal - 1 month(s).
                    • dismissal based on worker's capacity - 1 month(s).

                  Pay in lieu of notice: No

                  Notification to the public administration: No

                  Notification to workers' representatives: No

                  Approval by public administration or judicial bodies: No

                  Approval by workers' representatives: No

                  + show references

                  Notification to the worker to be dismissed: written

                  Remarks:
                  • This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision.

                  Notice period:
                  Remarks:
                  • The employer is required to give at least one month's notice to any employee who has been dismissed on the following grounds:
                    - failure to meet the job requirements due to the lack of professional qualifications or skills or for health reasons; or
                    - dissolution of a branch or a unit of the undertaking, reduction of the number of employees, elimination of a position within the company. (art. 40.5 LC)
                    • tenure ≥ 6 months
                      • economic dismissal - 1 month(s).
                      • dismissal based on worker's capacity - 1 month(s).
                    • tenure ≥ 9 months
                      • economic dismissal - 1 month(s).
                      • dismissal based on worker's capacity - 1 month(s).
                    • tenure ≥ 2 years
                      • economic dismissal - 1 month(s).
                      • dismissal based on worker's capacity - 1 month(s).
                    • tenure ≥ 4 years
                      • economic dismissal - 1 month(s).
                      • dismissal based on worker's capacity - 1 month(s).
                    • tenure ≥ 5 years
                      • economic dismissal - 1 month(s).
                      • dismissal based on worker's capacity - 1 month(s).
                    • tenure ≥ 10 years
                      • economic dismissal - 1 month(s).
                      • dismissal based on worker's capacity - 1 month(s).
                    • tenure ≥ 20 years
                      • economic dismissal - 1 month(s).
                      • dismissal based on worker's capacity - 1 month(s).

                    Pay in lieu of notice: No

                    Notification to the public administration: No

                    Notification to workers' representatives: No

                    Approval by public administration or judicial bodies: No

                    Approval by workers' representatives: No