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Ouganda - Conditions de forme / procédure du licenciement individuel


Conditions de forme / procédure du licenciement individuel - Ouganda - 2013    

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Forme de la notification du licenciement au travailleur : écrite

Remarks:
  • Art. 58(2) EA: written notice of termination.
    In addition, according to art. 66 EA, the employer must conduct a preliminary hearing with the employee and another person of his or her choice before reaching a decision to dismiss that employee on the grounds of misconduct or poor performance. During, this hearing, the employer shall explain to the employee the reasons for which he or she is considering dismissing him or her.

Délai de préavis:
Remarks:
  • Art. 58(3) EA: Statutory minimum notice period are established according to the length of service, as follows:
    - at least 2 weeks, for a period of service of more than 6 months but less than 1 year;
    - at least 1 month, for a period of service of more than 12 months but less than 5 years;
    - at least 2 months, for a period of service of more than 5 months but less than 10 years;
    - at least 3 months, for a period of service of 10 years or more.
    • ancienneté ≥ 6 mois
      • 2 semaine(s) .
    • ancienneté ≥ 9 mois
      • 2 semaine(s) .
    • ancienneté ≥ 2 ans
      • 1 mois .
    • ancienneté ≥ 4 ans
      • 1 mois .
    • ancienneté ≥ 5 ans
      • 2 mois .
    • ancienneté ≥ 10 ans
      • 3 mois .
    • ancienneté ≥ 20 ans
      • 3 mois .

    Indemnité compensatrice de préavis : Oui

    Remarks:
    • Art. 58(5) EA.

    Notification à l'administration publique: Non

    Notification aux représentants des travailleurs: Non

    Remarks:
    • No general obligation to notify the worker's representatives. However, prior to any dismissal on the grounds of misconduct or poor performance, the employer must explain the reason for the planned dismissal to the employee, and the employee is entitled to have another person of his/her choice present during the explanation. Before reaching a decision on the dismissal, the employer must hear and consider any representation the employee and the person chosen by him/her, if any, may make (sec. 66(1) and (2) EA).

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

    Accord des représentants des travailleurs: Non