Procedural requirements for individual dismissals - Rwanda - 2019
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- Law No. 66/2018 of 30 August 2018 regulating Labour in Rwanda (repealing Law No 13/2009 of 27 May 2009 regulating labour in Rwanda [LL]
Date: 30 Aug 2018; view website »
Notification to the worker to be dismissed: written
- Art. 24 LL provides that a notice of termination must be given in writing to the interested concerned party and must specify the reasons for the dismissal. However, Art. 29 provides that the notice is not required if so agreed between the parties.
- Art. 24LL: The notice period shall be at least:
- 15 days if the worker has worked for less than a year;
- 1 month if the worker has workers for a period of one year or more.
No notice period shall apply to a worker on probation.
Art. 28(2) LL provides that where a fixed term contract is terminated due to gross negligence, the party causing the contract to be terminated shall notify the same to the other party within fourty eight (48) hours.
- tenure ≥ 6 months
- tenure ≥ 9 months
- tenure ≥ 2 years
- tenure ≥ 4 years
- tenure ≥ 5 years
- tenure ≥ 10 years
- tenure ≥ 20 years
Pay in lieu of notice: Yes
- • Art. 25 provides that any contract termination without notice or without having fully observed the notice period results in the party responsible for termination paying the other party the compensation provided for by this Law.
Notification to the public administration: Yes
- No general obligation to notify the administration of any dismissal. This only applies in case of the dismissal of a worker for economic and technological reasons (art. 34 LL - see below under collective dismissals).
Notification to workers' representatives: No
Approval by public administration or judicial bodies: No
Approval by workers' representatives: No