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Slovaquie - Conditions de forme / procédure du licenciement individuel


Conditions de forme / procédure du licenciement individuel - Slovaquie - 2012    

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Forme de la notification du licenciement au travailleur: écrite

Remarks:
  • Sec. 61 (1) LC.

Délai de préavis:
NOTE: This information has changed since the previous period covered.
Remarks:
  • New as of September 2011: The provision on the notice period has been amended by Act 257/2011.
    (See sec. 62 LC, as amended).

    Prior to the entry into force of the Act 257/2011 in September 2011, the notice period for any dismissal (regardless of the grounds) was 2 months or 3 months in the event the employment relashionship has lasted at least five years.

    In the current version of the LC (Sept. 2011), the minimum notice period has been reduced (from 2 to 1 month) and the notice period now also varies according the the grounds of dismissal as follows:

    1) For employee with less than 1 year of service, regardless of the reason for dismissal, the notice period is 1 month.
    2) If the employment relationship was terminated due to:
    a) the dissolution or relocation of the enterprise (or part thereof) or ;
    b) redundancy arising from organisational changes or;
    c) because the employee has a medical condition that caused a long-term loss of his/her ability to perform his/her work,
    the notice period is
    - 2 months, if the employee' length of service is at least 1 year and less than 5 years;
    - 3 months, if the employee' length of service is at least 5 years.
    2) If the dismissal is based on any other lawful grounds, the length of the notice period is 2 months if the employee's length of service is at least 1 year.

    • ancienneté ≥ 6 mois
      • licenciement pour motif non non économique - 1 mois.
      • licenciement économique et pour des raisons de santé - 1 mois.
    • ancienneté ≥ 9 mois
      • licenciement pour motif non non économique - 1 mois.
      • licenciement économique et pour des raisons de santé - 1 mois.
    • ancienneté ≥ 2 ans
      • licenciement pour motif non non économique - 2 mois.
      • licenciement économique et pour des raisons de santé - 2 mois.
    • ancienneté ≥ 4 ans
      • licenciement pour motif non non économique - 2 mois.
      • licenciement économique et pour des raisons de santé - 2 mois.
    • ancienneté ≥ 5 ans
      • licenciement pour motif non non économique - 2 mois.
      • licenciement économique et pour des raisons de santé - 3 mois.
    • ancienneté ≥ 10 ans
      • licenciement pour motif non non économique - 2 mois.
      • licenciement économique et pour des raisons de santé - 3 mois.
    • ancienneté ≥ 20 ans
      • licenciement pour motif non non économique - 2 mois.
      • licenciement économique et pour des raisons de santé - 3 mois.

    Indemnité compensatrice de préavis: Oui

    NOTE: This information has changed since the previous period covered.
    Remarks:
    • New as of Sept. 2011: Under the previous LC (2009 consolidated version), there was no statutory right to pay in lieu of notice and the notice period had to be observed. The amendments introduced by Act 257/2011, in force since 1 September 2011 do not as such expressly introduce a right to pay in lieu of notice. However, they do modify the rules on severance pay entitlements. When an employee is terminated on the grounds of the winding-up of the employer or its relocation or on the grounds of redundancy or based on the loss of his/her medical ability to carry out work, he/she is now entitled to either notice or severance pay but no longer both.

      If an employee is given notice for the above mentioned reasons, the employee has the right to ask the employer to terminate employment relationship by agreement before the start of the notice period and the employer must comply with this request. In such cases, the employee must be entitled to a severance allowance equal to not less than his/her average monthly earnings multiplied by the number of months of the notice period (sec. 76(2) LC).
      Where, on the other hand, there is no agreed termination, the employee is not entitled to any severance pay and the statutory notice periods apply.
      Lastly, if upon agreement, the employee continues to work for only a part of the notice period, he/she will be entitled to some severance payment for the time he/she has not worked (sec. 76(3) LC).

    Notification à l'administration publique: Non

    Notification aux représentants des travailleurs: Non

    NOTE: This information has changed since the previous period covered.
    Remarks:
    • New in Sept. 2011
      Act 257/2011 amending the LC and effective as of Sept. 2011, deleted former sec. 74 LC which provided for mandatory notification to and negotiation with employee's representatives prior to any termination (both termination with notice and immediate termination).
      Therefore, intervention of the worker's representatives in any dismissal no longer required.

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

    Remarks:
    • However, prior approval by the relevant office of labour, social affairs and family is required in the event of a disabled employee: sec. 66 LC.

    Accord des représentants des travailleurs: Non

    Remarks:
    • However, pursuant to sec. 240 8) LC: "The employer may give notice to or terminate immediately the employment of a member of the relevant trade union body, a member of a works council or a works trustee only with the prior consent of these employees' representatives".