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Conditions de forme / procédure du licenciement individuel


Afghanistan - 2013    

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Forme de la notification du licenciement au travailleur : aucune forme particulière requise

Remarks:
  • Art. 23(4) LC provides for the employer's obligation to notify the employee of his/her dismissal within 1 month but does not specify the form of such notification.

Délai de préavis:
    • ancienneté ≥ 6 mois
      • 1 mois .
    • ancienneté ≥ 9 mois
      • 1 mois .
    • ancienneté ≥ 2 ans
      • 1 mois .
    • ancienneté ≥ 4 ans
      • 1 mois .
    • ancienneté ≥ 5 ans
      • 1 mois .
    • ancienneté ≥ 10 ans
      • 1 mois .
    • ancienneté ≥ 20 ans
      • 1 mois .

    Indemnité compensatrice de préavis : Non

    Notification à l'administration publique: Oui

    Remarks:
    • Art. 25(1) LC: The employer is required to provide a list of employees who have been dismissed on any legal ground (conduct, capacity, economic reasons - see "valid grounds") to the Ministry of Labour and Social Affairs or its provincial offices. This list which aims at assisting employees in job placement shall indicate the work experience, qualification, speciality, and skills of each employee.

    Notification aux représentants des travailleurs: Non

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

    Accord des représentants des travailleurs: Non

    Australie - 2019    

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    Forme de la notification du licenciement au travailleur : écrite

    Remarks:
    • s117(1) FWA: "an employer must not terminate an employee's employment unless the employer has given the employee written notice of the day of the termination".

    Délai de préavis:
    Remarks:
    • Notice of termination is - together with other rights and entitlements set out in part 2.2 of the FWA - part of the new "National Employment Standards", in force since 1st January 2010.
      s117(3) establishes the statutory minimum notice periods which varies according to the length of service and the age, as follows:
      - If the employee has been continuously employed for not more than 1 year, the notice period shall be 1 week;
      - If the length of service is more than 1 year but not more than 3 years, the notice period shall be 2 weeks;
      - If the length of service is more than 3 year but not more than 5 years, the notice period shall be 3 weeks;
      - If the length of service is more than 5 years, the notice period shall be 4 weeks.

      In addition, the notice period shall be increased by 1 week if the employee is over 45 years old and has completed at least 2 years of continuous service with the employer at the end of the day the notice is given.

      However, according to s123 FWA, the provisions on notice of termination do not apply to the following employees:
      - Employees not covered by Division 11 of the FWA (both notice of termination and redundancy pay):
      "(1) (a) an employee employed for a specified period of time, for a specified task, or for the duration of a specified season;
      (b) an employee whose employment is terminated because of serious misconduct;
      (c) a casual employee;
      (d) an employee (other than an apprentice) to whom a training arrangement applies and whose employment is for a specified period of time or is, for any reason, limited to the duration of the training arrangement;
      (e) an employee prescribed by the regulations as an employee to whom this Division does not apply.
      (2) Paragraph (1)(a) does not prevent this Division from applying to an employee if a substantial reason for employing the employee as described in that paragraph was to avoid the application of this Division"
      - Other employees not covered by notice of termination provisions:
      "(3) (b) a daily hire employee working in the building and construction industry (including working in connection with the erection, repair, renovation, maintenance, ornamentation or demolition of buildings or structures); or
      (c) a daily hire employee working in the meat industry in connection with the slaughter of livestock; or
      (d) a weekly hire employee working in connection with the meat industry and whose termination of employment is determined solely by seasonal factors; or
      (e) an employee prescribed by the regulations as an employee to whom that Subdivision does not apply."
      • ancienneté ≥ 6 mois
        • 1 semaine(s) .
      • ancienneté ≥ 9 mois
        • 1 semaine(s) .
      • ancienneté ≥ 2 ans
        • travailleurs ≤ 45 ans - 2 semaine(s) .
        • travailleurs > 45 ans - 3 semaine(s) .
      • ancienneté ≥ 4 ans
        • travailleurs ≤ 45 ans - 3 semaine(s) .
        • travailleurs > 45 ans - 4 semaine(s) .
      • ancienneté ≥ 5 ans
        • travailleurs ≤ 45 ans - 4 semaine(s) .
        • travailleurs > 45 ans - 5 semaine(s) .
      • ancienneté ≥ 10 ans
        • travailleurs ≤ 45 ans - 4 semaine(s) .
        • travailleurs > 45 ans - 5 semaine(s) .
      • ancienneté ≥ 20 ans
        • travailleurs ≤ 45 ans - 4 semaine(s) .
        • travailleurs > 45 ans - 5 semaine(s) .

      Indemnité compensatrice de préavis : Oui

      Remarks:
      • s117(2) b) FWA.

      Notification à l'administration publique: Non

      Notification aux représentants des travailleurs: Non

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

      Accord des représentants des travailleurs: Non

      Bangladesh - 2017    

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      Forme de la notification du licenciement au travailleur : écrite

      Remarks:
      • - Retrenchment: sec. 20(1) LA
        - Dismissal (on the ground of serious misconduct): sec. 24 LA
        - Termination by the employer with notice without a cause: sec. 26(1) LA.

      Délai de préavis:
      Remarks:
      • - In the event of a retrenchment, the employer shall give the employee one month's notice (sec. 20(1) LA).

        - In the event of termination without cause (sec. 26 LA), the employer shall give the employee the following notice period:

        1) For permanent workers:
        - 120 days' notice if the worker is paid on a monthly basis;
        - 60 days' notice to other workers.

        2) For temporary workers (when termination is not due to the completion, cessation, abolition or discontinuance of the temporary work for which he was appointed):
        - 30 days' notice if the temporary worker is paid on a monthly basis;
        - 14 days' notice to other temporary workers.

        - No statutory notice requirements for conduct and capacity-related dismissals (referred to respectively in the LA as 'dismissal' and 'discharge'), except for dismissals based on unjustified absence from the work place. (In case a worker remains absent from work without notice for at least 10 days, the employer shall serve him or her a notice to explain the reasons for the absence. If the worker does not submit a written justification for the absence or returns to work within 17 days, he or she is considered terminated, sec. 27(3A)).
        • ancienneté ≥ 6 mois
          • licenciement économique - 0 mois .
          • - licenciement sans cause - 120 jour(s) .
          • - licenciement sans cause - 60 jour(s) .
          • - licenciement sans cause - 30 jour(s) .
          • - licenciement sans cause - 14 jour(s) .
        • ancienneté ≥ 9 mois
          • licenciement économique - 0 mois .
          • - licenciement sans cause - 120 jour(s) .
          • - licenciement sans cause - 60 jour(s) .
          • - licenciement sans cause - 30 jour(s) .
          • - licenciement sans cause - 14 jour(s) .
        • ancienneté ≥ 2 ans
          • licenciement économique - 1 mois .
          • - licenciement sans cause - 120 jour(s) .
          • - licenciement sans cause - 60 jour(s) .
          • - licenciement sans cause - 30 jour(s) .
          • - licenciement sans cause - 14 jour(s) .
        • ancienneté ≥ 4 ans
          • licenciement économique - 1 mois .
          • - licenciement sans cause - 120 jour(s) .
          • - licenciement sans cause - 60 jour(s) .
          • - licenciement sans cause - 30 jour(s) .
          • - licenciement sans cause - 14 jour(s) .
        • ancienneté ≥ 5 ans
          • licenciement économique - 1 mois .
          • - licenciement sans cause - 120 jour(s) .
          • - licenciement sans cause - 60 jour(s) .
          • - licenciement sans cause - 30 jour(s) .
          • - licenciement sans cause - 14 jour(s) .
        • ancienneté ≥ 10 ans
          • licenciement économique - 1 mois .
          • - licenciement sans cause - 120 jour(s) .
          • - licenciement sans cause - 60 jour(s) .
          • - licenciement sans cause - 30 jour(s) .
          • - licenciement sans cause - 14 jour(s) .
        • ancienneté ≥ 20 ans
          • licenciement économique - 1 mois .
          • - licenciement sans cause - 120 jour(s) .
          • - licenciement sans cause - 60 jour(s) .
          • - licenciement sans cause - 30 jour(s) .
          • - licenciement sans cause - 14 jour(s) .

        Indemnité compensatrice de préavis : Oui

        Remarks:
        • The employer can opt for paying the wages for the period of notice in the following cases:
          - Retrenchment (sec. 20(1) LA)
          - Termination by the employer without a cause (that is termination by the employer otherwise than by dismissal (conduct-related), discharge (capacity-related) or retrenchment) (sec. 26(3) LA)

        Notification à l'administration publique: Non

        Remarks:
        • Except in the event of an economic dismissal (retrenchment): sec. 20(2)b) LA, dealt below under "Procedural requirement for collective dismissals for economic reasons".
          The Labour Inspection must be immediately notified in case of dismissals of workers due to illegal strikes. Otherwise there are no notification obligations (sec. 25(1) Labour Rules, 2015).

        Notification aux représentants des travailleurs: Non

        Remarks:
        • Except in the event of an economic dismissal (retrenchment): sec. 20(2)b) LA, dealt below under "Procedural requirement for collective dismissals for economic reasons".

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

        Accord des représentants des travailleurs: Non

        Cambodge - 2017    

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        Forme de la notification du licenciement au travailleur : écrite

        Délai de préavis:
        Remarks:
        • 1) For workers under a contract of unspecified duration:

          Art. 75 LC: The minimum period of a prior notice is set as follows:
          - 7 days, if the worker's length of continuous service is less than six months;
          - 15 days, if the worker's length of continuous service is from six months to two years;
          - 1 month, if the worker's length of continuous service is longer then two years and up to five years.
          - 2 months, if the worker's length of continuous service is longer than five years and up to ten years.
          - 3 months, if the worker's length of continuous service is longer than ten years.

          2) Specific rules apply to fixed term contracts.
          Art 73 LC: If the contract has a duration of more than six months, the worker must be informed of the expiration of the contract or of its non-renewal ten days in advance. This notice period is extended to fifteen days for contracts that have a duration of more than one year.
          • ancienneté ≥ 6 mois
            • 15 jour(s) .
          • ancienneté ≥ 9 mois
            • 15 jour(s) .
          • ancienneté ≥ 2 ans
            • 15 jour(s) .
          • ancienneté ≥ 4 ans
            • 1 mois .
          • ancienneté ≥ 5 ans
            • 1 mois .
          • ancienneté ≥ 10 ans
            • 2 mois .
          • ancienneté ≥ 20 ans
            • 3 mois .

          Indemnité compensatrice de préavis : Oui

          Remarks:
          • Art. 77 LC.

          Notification à l'administration publique: Oui

          Remarks:
          • Art. 21 LC : compulsory written notification to the Ministry of Labour every time an employer hires or dismisses a worker.

          Notification aux représentants des travailleurs: Non

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

          Remarks:
          • Except for worker's representatives: art. 293 LC.

          Accord des représentants des travailleurs: Non

          Chine - 2017    

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          Forme de la notification du licenciement au travailleur : écrite

          Remarks:
          • Art. 40 ECL.

          Délai de préavis:
          Remarks:
          • Art. 40 ECL: The notice period shall be 30 days regardless of the job tenure.
            • ancienneté ≥ 6 mois
              • 30 jour(s) .
            • ancienneté ≥ 9 mois
              • 30 jour(s) .
            • ancienneté ≥ 2 ans
              • 30 jour(s) .
            • ancienneté ≥ 4 ans
              • 30 jour(s) .
            • ancienneté ≥ 5 ans
              • 30 jour(s) .
            • ancienneté ≥ 10 ans
              • 30 jour(s) .
            • ancienneté ≥ 20 ans
              • 30 jour(s) .

            Indemnité compensatrice de préavis : Oui

            Remarks:
            • Art. 40 ECL.

            Notification à l'administration publique: Non

            Notification aux représentants des travailleurs: Oui

            Remarks:
            • Art. 43 ECL.

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

            Accord des représentants des travailleurs: Non

            Remarks:
            • However, according to art. 43 ECL, if the employer has violated the laws, administrative regulations, or provisions of the employment contract, the trade union has the right to demand that the employer rectifies the matter. The employer shall consider the trade union's opinion and notify it in writing on how it handled the matter.

            Corée, République de - 2012    

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            Forme de la notification du licenciement au travailleur : écrite

            Remarks:
            • Art. 27 LSA

            Délai de préavis:
            Remarks:
            • Art. 26 LSA: The notice period shall be 30 days regardless of the length of service.

              However, exceptionally, notice may not be given to workers who have been employed: 1) on a daily basis for less than three consecutive months; 2) for a fixed period not exceeding two months; 3) as a monthly-paid worker for less than six months; 4) for seasonal work for a fixed period not exceeding six months; 5) as a worker in a probationary period (art. 35 LSA).
              • ancienneté ≥ 6 mois
                • 30 jour(s) .
              • ancienneté ≥ 9 mois
                • 30 jour(s) .
              • ancienneté ≥ 2 ans
                • 30 jour(s) .
              • ancienneté ≥ 4 ans
                • 30 jour(s) .
              • ancienneté ≥ 5 ans
                • 30 jour(s) .
              • ancienneté ≥ 10 ans
                • 30 jour(s) .
              • ancienneté ≥ 20 ans
                • 30 jour(s) .

              Indemnité compensatrice de préavis : Oui

              Remarks:
              • Art. 26 LSA

              Notification à l'administration publique: Non

              Notification aux représentants des travailleurs: Non

              Remarks:
              • Except in case of dismissal for managerial reasons: art. 24 LSA.

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

              Accord des représentants des travailleurs: Non

              Inde - 2019    

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              Forme de la notification du licenciement au travailleur : écrite

              Remarks:
              • Sec. 13 MOS
                Also IDA – section 25F (chapter V-A) and 25N (chapter V-B)

              Délai de préavis:
              Remarks:
              • Sec. 13(1) MOS states that permanent monthly paid workers are entitled to one month's notice, while other types of permanent workers shall be given two week's notice.

                Sec. 9 of IDA sets one month's notice for employer who proposes to retrench workers.

                Also, Sec. 25N IDA states that(applies in case of retrenchment to establishments with 100 or more workers):
                (1) No workman employed in any industrial establishment to which this Chapter applies, who has been in continuous service for not less than one year under an employer shall be retrenched by that employer until,
                (a) the workman has been given three months' notice in writing indicating the reasons for retrenchment and the period of notice has expired, or the workman has been paid in lieu of such notice, wages for the period of the notice; and

                Sec. 25F (applies in case of retrenchment to establishments with 50 or more workers) provides that before retrenching an employee employed for a period of continuous period of not less than one year he/she must be has been given one months notice in writing.

                Indemnité compensatrice de préavis : Oui

                Remarks:
                • Sec. 13(1) MSO provides for the one month's pay in lieu for the monthly rated worker and two month's pay in lieu for other workers under the permanent contract. Workers under fixed term contract, probationary period or badli are not entitled to pay in lieu (sec. 13(2) MSO)

                Notification à l'administration publique: Non

                Notification aux représentants des travailleurs: Non

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

                Remarks:
                • Sec. 25N IDA (applicable only to industries with 100 or more workers) prescribes for the prior permission of the appropriate Government in case of the retrenchment of the worker who has been in continuous service with the employer for not less than one year.

                Accord des représentants des travailleurs: Non

                Indonésie - 2013    

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                Forme de la notification du licenciement au travailleur : aucune forme particulière requise

                Remarks:
                • Before terminating the employment relationship, an employer is required to negotiate with the workers' organization concerned, or with the non-unionised worker directly, with a view to reaching agreement.
                  Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase

                Indemnité compensatrice de préavis : Non

                Notification à l'administration publique: Non

                Remarks:
                • Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase.

                Notification aux représentants des travailleurs: Oui

                Remarks:
                • Art. 151(2) requires that termination be negotiated.
                  Negotiation will involve the worker's representative only if the employee belongs to a trade union (art. 151 (2) MA). If not, the negotiation will take place between the worker and employer.

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

                Remarks:
                • Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase.

                Accord des représentants des travailleurs: Non

                Remarks:
                • Art. 151(2) requires that termination be negotiated.
                  Negotiation will involve the worker's representative only if the employee belongs to a trade union (art. 151 (2) MA). If not, the negotiation will take place between the worker and employer.

                Notes / Remarques
                The Indonesian termination system is not based on notice but on prior bipartite negotiations and if they fail, on mediation by the administration and eventually judicial settlement.

                Iran, République islamique d' - 2010    

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                Forme de la notification du licenciement au travailleur : aucune forme particulière requise

                Remarks:
                • No specific form prescribed in the LC.
                  Note however that termination of employment for continued violations of disciplinary rules requires previous written warnings (sec. 27 LC).

                Délai de préavis:
                Remarks:
                • No statutory notice period to be observed.

                  Indemnité compensatrice de préavis : Non

                  Notification à l'administration publique: Non

                  Remarks:
                  • However, notification to the Ministry of Labour is compulsory in the event of a dismissal of a foreign worker, see sec. 125 LC:
                    "Sec. 125. Where, whatever the circumstances, an employment relationship between a foreign citizen and an employer is terminated, the employer shall notify the Ministry of Labour and Social Affairs thereof within 15 days. The foreign citizen shall surrender his work permit to the said Ministry against a receipt within 15 days. If necessary, the Ministry shall request the appropriate authorities to expel the foreign citizen from the country."

                  Notification aux représentants des travailleurs: Oui

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

                  Remarks:
                  • No general obligation to obtain the prior approval of the administration.
                    However, the dismissal of an employee on the ground of continuous violations of the disciplinary rules or for negligence in performing his/her duties requires the assenting opinion of the Board of Inquiry and in units not covered by the Islamic Labour Council Act, or where no Islamic Labour Council or Guild Society has been set up or where there is no workers' representative.
                    Note that Islamic Labour Council must be established in workplaces engaged in production, industries, agriculture and services having over 35 permanent employees.
                    "The Board of Inquiry is composed of:
                    * (1) one representative of the Ministry of Labour and Social Affairs;
                    * (2) one representative of the workers to be selected and appointed by the Provincial Coordination Council of the Islamic Labour Councils;
                    * (3) one representative of the managers of industries, to be selected by the Provincial Centre of Employers' Guild Societies. (sec. 158 LC)"
                    Therefore, in cases where disciplinary dismissals are subject to the approval of the Board of Inquiry, the administration plays a role in authorizing the dismissal through the participation of one representative of the Ministry of Labour and Social Affairs in the Board.

                  Accord des représentants des travailleurs: Oui

                  Remarks:
                  • Termination on the ground of continued violations of disciplinary rules ground or for negligent performance requires the agreement of the Islamic Labour Council or the Guild Society. In units not covered by the Islamic Labour Council Act, or where no Islamic Labour Council or Guild Society has been set up or where there is no workers' representative, the termination of an employment contract shall be subject to the agreement of the Board of Inquiry (sec. 27 LC)
                    Note that Islamic Labour Councils must be established in workplaces engaged in production, industries, agriculture and services having more than 35 permanent employees.

                  Japon - 2019    

                  Forme de la notification du licenciement au travailleur : aucune forme particulière requise

                  Remarks:
                  • No statutory provision on the form of notice.

                  Délai de préavis:
                  Remarks:
                  • Art. 20 (1) LSA: at least 30 days advance notice.

                    However, in accordance with art. 21 LSA, this rule does not apply to the following workers:
                    * workers employed on a daily basis if they have worked for less than one month;
                    * workers employed for a specific period not exceeding two months;
                    * seasonal workers employed for a specific period not exceeding four months; and
                    * workers during a trial period if they have worked for less than 14 days.

                    In addition, an employer is exempt from obligations pursuant to article 20 LSA if the continued operation of the undertaking becomes impossible because of a natural disaster or some other unavoidable cause or in the event of dismissal for reasons attributable to the employee. In such cases, an employer is obliged to obtain administrative approval from the head of the local Labour Standards Inspection Office (art. 20 (3) LSL).

                    • ancienneté ≥ 6 mois
                      • 30 jour(s) .
                    • ancienneté ≥ 9 mois
                      • 30 jour(s) .
                    • ancienneté ≥ 2 ans
                      • 30 jour(s) .
                    • ancienneté ≥ 4 ans
                      • 30 jour(s) .
                    • ancienneté ≥ 5 ans
                      • 30 jour(s) .
                    • ancienneté ≥ 10 ans
                      • 30 jour(s) .
                    • ancienneté ≥ 20 ans
                      • 30 jour(s) .

                    Indemnité compensatrice de préavis : Oui

                    Remarks:
                    • Art. 20(1) LSA.

                    Notification à l'administration publique: Non

                    Notification aux représentants des travailleurs: Non

                    Remarks:
                    • No statutory obligation. However, prior consultation may be foreseen in a collective agreement between the employer and a trade union.

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

                    Remarks:
                    • Except for a dismissal without notice which is allowed if the continued operation of the undertaking becomes impossible because of a natural disaster or some other unavoidable cause or in the event of dismissal for reasons attributable to the employee. In such cases, an employer is obliged to obtain administrative approval from the head of the local Labour Standards Inspection Office. (art. 20 (3) LSL).

                    Accord des représentants des travailleurs: Non

                    Malaisie - 2013    

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                    Forme de la notification du licenciement au travailleur : écrite

                    Remarks:
                    • Sec. 12 (4) EA.

                    Délai de préavis:
                    Remarks:
                    • Sec. 12 (2) EA lays down statutory minimum notice periods applicable to all dismissals, including those for operational reasons, but except dismissals for misconduct, as follows:
                      - 4 weeks for employees with less than 2 years of service;
                      - 6 weeks for employees with 2 to 5 years of service;
                      - 8 weeks for employees with more than 5 years of service.
                      • ancienneté ≥ 6 mois
                        • 4 semaine(s) .
                      • ancienneté ≥ 9 mois
                        • 4 semaine(s) .
                      • ancienneté ≥ 2 ans
                        • 6 semaine(s) .
                      • ancienneté ≥ 4 ans
                        • 6 semaine(s) .
                      • ancienneté ≥ 5 ans
                        • 8 semaine(s) .
                      • ancienneté ≥ 10 ans
                        • 8 semaine(s) .
                      • ancienneté ≥ 20 ans
                        • 8 semaine(s) .

                      Indemnité compensatrice de préavis : Oui

                      Remarks:
                      • Sec. 13 (1) EA.

                      Notification à l'administration publique: Non

                      Notification aux représentants des travailleurs: Non

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

                      Accord des représentants des travailleurs: Non

                      Mongolie - 2017    

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                      Forme de la notification du licenciement au travailleur : écrite

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

                      Délai de préavis:
                      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)
                        • ancienneté ≥ 6 mois
                          • licenciement économique - 1 mois .
                          • licenciement fondé sur la capacité du travailleur - 1 mois .
                        • ancienneté ≥ 9 mois
                          • licenciement économique - 1 mois .
                          • licenciement fondé sur la capacité du travailleur - 1 mois .
                        • ancienneté ≥ 2 ans
                          • licenciement économique - 1 mois .
                          • licenciement fondé sur la capacité du travailleur - 1 mois .
                        • ancienneté ≥ 4 ans
                          • licenciement économique - 1 mois .
                          • licenciement fondé sur la capacité du travailleur - 1 mois .
                        • ancienneté ≥ 5 ans
                          • licenciement économique - 1 mois .
                          • licenciement fondé sur la capacité du travailleur - 1 mois .
                        • ancienneté ≥ 10 ans
                          • licenciement économique - 1 mois .
                          • licenciement fondé sur la capacité du travailleur - 1 mois .
                        • ancienneté ≥ 20 ans
                          • licenciement économique - 1 mois .
                          • licenciement fondé sur la capacité du travailleur - 1 mois .

                        Indemnité compensatrice de préavis : Non

                        Notification à l'administration publique: Non

                        Notification aux représentants des travailleurs: Non

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

                        Accord des représentants des travailleurs: Non

                        Nouvelle-Zélande - 2019    

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                        Forme de la notification du licenciement au travailleur : aucune forme particulière requise

                        Remarks:
                        • The ERA does not require that the dismissal notification be in writing. The form of the notification can be specified in an employment contract.
                          However, any dismissed employee has the right to request a written statement indicating the reasons for the dismissal, within 60 days after the dismissal or within 60 days after the employee has become aware of the dismissal, whichever is the later. The employer shall provide such statement within 14 days after the request (art. 120 ERA).

                        Délai de préavis:
                        Remarks:
                        • No specific period of notice is required by statute. Notice requirement is a matter for contract. Where notice is specified under the contract of employment or under a collective agreement, failure to provide such notice will be treated as a factor evidencing an unjustified dismissal. Moreover, failure to give the requisite notice is also a breach of contract which is actionable by a claim for breach of contract or by arrears of wages claim. Where notice is not specified in the contract, the adjudicatory bodies will determine what constitutes reasonable notice in the circumstances.

                          Indemnité compensatrice de préavis : Non

                          Remarks:
                          • Pay in lieu of notice is not required by statute. However, pay in lieu of notice clauses can be stipulated in the employment contract.

                          Notification à l'administration publique: Non

                          Notification aux représentants des travailleurs: Non

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

                          Accord des représentants des travailleurs: Non

                          Notes / Remarques
                          An employer is required to adhere to the requirements of procedural fairness and reasonableness and the principles of natural justice in order for a dismissal to be justified. See Sec. 103A ERA.
                          Procedural fairness is assessed by the court on a case-by-case basis.

                          Section 103A ERA -Test of justification:
                          (1) For the purposes of section 103(1)(a) and (b), the question of whether a dismissal or an action was justifiable must be determined, on an objective basis, by applying the test in subsection (2).
                          (2) The test is whether the employer’s actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred.
                          (3) In applying the test in subsection (2), the Authority or the court must consider—
                          (a) whether, having regard to the resources available to the employer, the employer sufficiently investigated the allegations against the employee before dismissing or taking action against the employee; and
                          (b) whether the employer raised the concerns that the employer had with the employee before dismissing or taking action against the employee; and
                          (c) whether the employer gave the employee a reasonable opportunity to respond to the employer’s concerns before dismissing or taking action against the employee; and
                          (d) whether the employer genuinely considered the employee’s explanation (if any) in relation to the allegations against the employee before dismissing or taking action against the employee.
                          (4) In addition to the factors described in subsection (3), the Authority or the court may consider any other factors it thinks appropriate.

                          Philippines - 2013    

                          + show references

                          Forme de la notification du licenciement au travailleur : écrite

                          Remarks:
                          • Art. 277 b) LC. See aslo Omnibus Implementing Rules, Rule XIV, sec. 6.

                          Délai de préavis:
                          Remarks:
                          • The LC establishes a distinction between a dismissal for a just cause and a dismissal for an authorized cause.
                            - Authorized causes are of two types: business reasons and disease (art. 283 and 284 LC).
                            - Just causes are blameworthy acts on the part of the employee such as serious misconduct, wilful disobedience, gross and habitual neglect of duties, fraud or wilful breach of trust, commission of a crime and other analogous causes (art. 282, LC).
                            There is no notice period prior to a dismissal for a just cause or for health reasons.
                            The employer is only required to give a one-month notice to the employee in the event of termination for business reasons (art. 283 LC).
                            • ancienneté ≥ 6 mois
                              • licenciement économique - 1 mois .
                            • ancienneté ≥ 9 mois
                              • licenciement économique - 1 mois .
                            • ancienneté ≥ 2 ans
                              • licenciement économique - 1 mois .
                            • ancienneté ≥ 4 ans
                              • licenciement économique - 1 mois .
                            • ancienneté ≥ 5 ans
                              • licenciement économique - 1 mois .
                            • ancienneté ≥ 10 ans
                              • licenciement économique - 1 mois .
                            • ancienneté ≥ 20 ans
                              • licenciement économique - 1 mois .

                            Indemnité compensatrice de préavis : Non

                            Notification à l'administration publique: Non

                            Remarks:
                            • No general obligation to notify the administration.
                              - No notification required in the event of a dismissal for a just cause.
                              ( Please not that, for dismissal based on the grounds of disease, there is no mandatory notification at the time of dismissal. However, before the employer can terminate on the ground of disease, he must obtain from a competent public health authority a certification that the employee¿s disease is of such a nature and at such a stage that it can no longer be cured within a period of six months even with medical attention (art. 284 LC; Implementing Rules of Book VI, LC)).
                              - Notification is mandatory in cases of economic dismissals (closure if an establishment or reduction of the workforce and dismissal due to disease): art. 283 LC.

                            Notification aux représentants des travailleurs: Non

                            Remarks:
                            • Art. 283 LC: Notice shall be served to the workers and the administration. No mention of worker's representatives.

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

                            Accord des représentants des travailleurs: Non

                            Singapour - 2013    

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                            Forme de la notification du licenciement au travailleur : écrite

                            Remarks:
                            • Sec. 10 (5) EA.

                            Délai de préavis:
                            Remarks:
                            • Notice periods are governed by the terms of the contract (sec. 10 (2) EA), and it is only in the absence of such a stipulation that the statutory notice periods apply.
                              Sec. 10 (3) EA establishes statutory minimum notice periods as follows:
                              - one day for less than 26 weeks' service;
                              - one week for 26 weeks to less than two years' service;
                              - two weeks for two to less than five years' service;
                              - four weeks for five or more years' service.

                              • ancienneté ≥ 6 mois
                                • 1 semaine(s) .
                              • ancienneté ≥ 9 mois
                                • 1 semaine(s) .
                              • ancienneté ≥ 2 ans
                                • 2 semaine(s) .
                              • ancienneté ≥ 4 ans
                                • 2 semaine(s) .
                              • ancienneté ≥ 5 ans
                                • 4 semaine(s) .
                              • ancienneté ≥ 10 ans
                                • 4 semaine(s) .
                              • ancienneté ≥ 20 ans
                                • 4 semaine(s) .

                              Indemnité compensatrice de préavis : Oui

                              Remarks:
                              • Sec. 11 (1) EA.

                              Notification à l'administration publique: Non

                              Notification aux représentants des travailleurs: Non

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

                              Accord des représentants des travailleurs: Non

                              Sri Lanka - 2013    

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                              Forme de la notification du licenciement au travailleur : aucune forme particulière requise

                              Remarks:
                              • - No specific form expressly required for individual termination other than by way of retrenchment. There is a prior approval mechanism by the Labour Commissioner upon application by the employer.
                                The TEWA does not specify the form of the employer's application, however it stipulates that a copy of that application shall be communicated to the workman concerned who shall be afforded the opportunity to be heard.
                                The decision of the Labour commissioner granting or refusing dismissal must be in writing and must be communicated to both the employer and the employee (sec. 2 TEWA)
                                - Under the IDA, when contemplating termination by way of retrenchment, the employer is required to give the employee notice of such intention in writing (sec. 31 F IDA).

                              Délai de préavis:
                              Remarks:
                              • - No statutory notice period to be observed under the TEWA. Termination of employment of workers covered by the TEWA for any reason other than disciplinary is subject to the prior approval the Labour Commissioner (sec. 2(1) TEWA) . The decision to grant or refuse approval shall be made within 2 months from the date of receipt of the application (sec. 11 of Industrial Disputes (Hearing and Determination of Proceedings) (Special Provisions) Act, No. 13 of 2003)
                                - Under the IDA, those employees not covered by the TEWA, who are not seasonal employees and work for an establishment of more than 15 workers, and who have been employed for more than a year (sec. 31E IDA), are entitled to one month's notice in writing of any retrenchment. The employer may not effect the dismissal until the expiry of two months after notice has been given, unless an agreement to the contrary has been reached with the worker or his or her representative (sec. 31G IDA). The application of this provision has been limited since the enactment of the TEWA which also applies to retrenchment and specifically provides that provisions of the IDA on retrenchment do not apply to any worker covered by the TEWA.
                                • ancienneté ≥ 6 mois
                                  • licenciement éconimique non couvert par le TEWA - 0 mois .
                                • ancienneté ≥ 9 mois
                                  • licenciement éconimique non couvert par le TEWA - 0 mois .
                                • ancienneté ≥ 2 ans
                                  • licenciement éconimique non couvert par le TEWA - 1 mois .
                                • ancienneté ≥ 4 ans
                                  • licenciement éconimique non couvert par le TEWA - 1 mois .
                                • ancienneté ≥ 5 ans
                                  • licenciement éconimique non couvert par le TEWA - 1 mois .
                                • ancienneté ≥ 10 ans
                                  • licenciement éconimique non couvert par le TEWA - 1 mois .
                                • ancienneté ≥ 20 ans
                                  • licenciement éconimique non couvert par le TEWA - 1 mois .

                                Indemnité compensatrice de préavis : Non

                                Notification à l'administration publique: Oui

                                Remarks:
                                • - Any termination (other than for disciplinary reasons): see sec. 2 TEWA: prior approval mechanism by the Labour Commissioner if the employer has not obtained the prior consent of the employee in writing.
                                  - In the event of retrenchment of any employee not covered by the TEWA, who has been employed for more than a year, who is not a seasonal employee and works for an establishment of more than 15 workers, the employer must send a copy of the written notice to the Labour Commissioner (sec. 31F IDA).

                                Notification aux représentants des travailleurs: Non

                                Remarks:
                                • - No mandatory notification. However, art. 17A TEWA provides for the possibility for the employee who is a trade union member to be represented by a trade union officer in any proceedings before the Labour Commissioner.
                                  - In the event of retrenchment of a trade union member (when the TEWA does not apply), notice shall be sent to that trade union. art. 31F IDA

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

                                Remarks:
                                • - Any termination (other than for disciplinary reasons): see sec. 2 TEWA: prior approval mechanism by the Labour Commissioner if the employer has not obtained the prior consent of the employee in writing. The Labour Commissioner shall decide on the employer's application within 2 months from the date of receipt (sec. 11 of Industrial Disputes (Hearing and Determination of Proceedings) (Special Provisions) Act, No. 13 of 2003).

                                Accord des représentants des travailleurs: Non

                                Thaïlande - 2017    

                                + show references

                                Forme de la notification du licenciement au travailleur : écrite

                                Remarks:
                                • Art. 17 LPA, as amended by LPA-No2 of 2008 (art. 8): The prior notice of termination shall be given in writing.

                                Délai de préavis:
                                Remarks:
                                • -Dismissal not based on economic reasons:
                                  See art. 17 LPA, as amended by LPA-No2 of 2008 (art. 8): " Where the period is not specified in the contract of employment, an employer or an employee may terminate the contract by giving advance notice in writing to the other party at or before any due date of wage payment in order to take effect on the following due date of wage payment, with no requirement for advance notice of more than 3 months".
                                  Therefore, if a worker is paid on a monthly basis, the notice period shall be at least 1 month.
                                  See also art. 582 CCC.

                                  - Dismissal for economic reasons:
                                  According to art. 121 LPA, the employer shall give at least a 60-day notice to the labour inspection when he or she intends to terminate an employee due to the restructuring of the work unit, the production process, or the distribution or provision of services, resulting from the introduction or change of machinery or technology.
                                  • ancienneté ≥ 6 mois
                                    • licenciement économique - 60 jour(s) .
                                    • travailleur payés au mois - licenciement pour motif non non économique - 1 mois .
                                  • ancienneté ≥ 9 mois
                                    • licenciement économique - 60 jour(s) .
                                    • travailleur payés au mois - licenciement pour motif non non économique - 1 mois .
                                  • ancienneté ≥ 2 ans
                                    • licenciement économique - 60 jour(s) .
                                    • travailleur payés au mois - licenciement pour motif non non économique - 1 mois .
                                  • ancienneté ≥ 4 ans
                                    • licenciement économique - 60 jour(s) .
                                    • travailleur payés au mois - licenciement pour motif non non économique - 1 mois .
                                  • ancienneté ≥ 5 ans
                                    • licenciement économique - 60 jour(s) .
                                    • travailleur payés au mois - licenciement pour motif non non économique - 1 mois .
                                  • ancienneté ≥ 10 ans
                                    • licenciement économique - 60 jour(s) .
                                    • travailleur payés au mois - licenciement pour motif non non économique - 1 mois .
                                  • ancienneté ≥ 20 ans
                                    • licenciement économique - 60 jour(s) .
                                    • travailleur payés au mois - licenciement pour motif non non économique - 1 mois .

                                  Indemnité compensatrice de préavis : Oui

                                  Remarks:
                                  • See art. 17(3) as amended by LPA-No2 of 2008 (art. 8) and art. 121 LPA (economic dismissals). See also art. 582(2) CCC.

                                  Notification à l'administration publique: Non

                                  Notification aux représentants des travailleurs: Non

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

                                  Remarks:
                                  • However, the Labour Relations Act requires the approval of the Labour Court when the employer intends to dismiss (and otherwise punish or reduce wages of) a member of an employees' committee (art. 52 LRA).
                                    Such committees are set up by employees in establishments employing at least 50 employees (art. 45 LRA).

                                  Accord des représentants des travailleurs: Non

                                  Viet Nam - 2012    

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                                  Forme de la notification du licenciement au travailleur : aucune forme particulière requise

                                  Remarks:
                                  • Art. 38 (3) LC stipulates that the employer shall notify the worker of the dismissal but does not specify whether such notification shall be written.

                                  Délai de préavis:
                                  Remarks:
                                  • Art: 38 (3) LC: The employer must give at least 45 days' notice for an indefinite duration contract, 30 days' notice for a fixed-term contract, and three days' notice for a seasonal or specific-task contract. These requirements apply to all forms of unilateral termination, except when the employer is using dismissal as a disciplinary measure.
                                    • ancienneté ≥ 6 mois
                                      • travailleurs permanents - 45 jour(s) .
                                    • ancienneté ≥ 9 mois
                                      • travailleurs permanents - 45 jour(s) .
                                    • ancienneté ≥ 2 ans
                                      • travailleurs permanents - 45 jour(s) .
                                    • ancienneté ≥ 4 ans
                                      • travailleurs permanents - 45 jour(s) .
                                    • ancienneté ≥ 5 ans
                                      • travailleurs permanents - 45 jour(s) .
                                    • ancienneté ≥ 10 ans
                                      • travailleurs permanents - 45 jour(s) .
                                    • ancienneté ≥ 20 ans
                                      • travailleurs permanents - 45 jour(s) .

                                    Indemnité compensatrice de préavis : Oui

                                    Remarks:
                                    • Art. 41 (4) LC

                                    Notification à l'administration publique: Non

                                    Remarks:
                                    • No general obligation to notify.
                                      However, before dismissing an employee due to poor performance, disciplinary measures, or illness, the employer must consult with the executive committee of the enterprise trade union with the aim of coming to an agreement. In case of disagreement, the two parties must report to the local branch of the State administration of labour: art. 38 (2) LC.

                                    Notification aux représentants des travailleurs: Oui

                                    Remarks:
                                    • Art. 38 (2) LC: Before an employer can dismiss an employee due to poor performance, disciplinary measures, or illness, he must consult with the executive committee of the enterprise trade union with the aim of coming to an agreement.

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

                                    Accord des représentants des travailleurs: Non