Procedural requirements for individual dismissals - Algeria - 2013
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- Labour Relations Act [LRA], Act No. 90-11 of 21 April 1990, as last amended Order No. 97-02 of 11 January 1997
(in French only: Loi no 90-11 du 21 avril 1990 relative aux relations de travail, telle que modifiée par l'ordonnance no 97-02 du 11 janvier 1997)
Date: 11 Jan 1997 (view in NATLEX »)
- Legislative Decree No. 94-09 on the preservation of employment and protection of employees who may unintentionally lose their job
(in French only: Décret législatif no 94-09 du 26 mai 1994 portant préservation de l'emploi et protection des salariés susceptibles de perdre de façon involontaire leur emploi)
Date: 26 May 1994; view website »
- Individual Labour Disputes Settlement Act [ILDSA], No. 90-04 of 6 February 1990
(in French only: Loi n° 90-04 du 6 février 1990 relative an reglement des conflits individuels de travail)
Date: 06 Feb 1990 (view in NATLEX »)
Notification to the worker to be dismissed: written
- Any disciplinary dismissal (summary dismissal for serious misconduct) shall be notified in writing (Art. 73-2 LRA). A prior oral interview is also required.
The law does not specify the form of notification for dismissals based on economic grounds.
However, under the Collective Framework Agreement (CFA) of 2006, the dismissal decision shall be notified to the employee in writing (art 66 CFA). The CFA also requires the employer to conduct an oral interview with the employee prior to any dismissal not resulting from a workforce reduction (art. 64 CFA).
- The LRA does not specify the duration of the notice period.
Art. 73-5 LRA provides that any employee who did not commit an act of serious misconduct is entitled to a notice period (délai-congé) whose duration must be established in collective agreements.
However, the Collective Framework Agreements of 2006 provides for notice periods requirements as follows:
Unless there are provisions in the law, the employment contract or collective agreements which are more favorable to the employee, upon dismissal (except for serious misconduct), any employee is entitled to a notice period which shall be at least equivalent to the probationary period set out for that position. The notice period is increased by 5 days for each year of service with the same employer up to a maximum of 30 days (art. 61 CFA).
Pay in lieu of notice: Yes
Notification to the public administration: No
Notification to workers' representatives: No
Approval by public administration or judicial bodies: No
Approval by workers' representatives: No