ILO is a specialized agency of the United Nations
ILO-en-strap
Go to the home page
Site map | Contact us franšais | español
> GOVERNANCE - home > Employment protection legislation database - EPLex > Cambodia

Cambodia - Procedural requirements for collective dismissals for economic reasons (redundancy, retrenchment)


+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes

+ show references

Definition of collective dismissal (number of employees concerned):
The Labour Code refers to mass lay-off resulting from a reduction in an establishment's activity or an internal reorganization but does not specify the number of employee concerned.

Prior consultations with trade unions (workers' representatives): Yes

Notification to the public administration: Yes

Notification to workers' representatives: Yes

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): Yes

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Priority rules for re-employment: Yes