+ show references
- Labour Code [LC], Act No 66-27 of 30 April 1966, consolidated version including amendments up to July 1996 (Act No. 96-62)
[Code du travail, dans sa teneur révisée au 15 juillet 1996 - in French]
Fecha: 15 Jul 1996 (ver en NATLEX
»)
- Act No. 2006-18 of 2 May 2006 modifying some provisions of the Labour Code
(Loi n° 2006-18 du 2 mai 2006, modifiant et complétant certaines dispositions du code du travail - available in French)
Fecha: 02 May 2006; ver la pagina web
»
- Act No. 2007-19 of 2 April 2007 modifying some provisions of the Labour Code
(Loi n° 2007-19 du 2 avril 2007 portant modification de certaines dispositions du Code du travail - available in French)
Fecha: 02 Apr 2007 (ver en NATLEX
»)
- Act No. 2011-4 of 3 January 2011 supplementing the provisions of Article 234 of the Labour Code)
(Loi n° 2011-4 du 3 janvier 2011 complétant les dispositions de l'article 234 du Code du travail)
Fecha: 03 Jan 2011 (ver en NATLEX
»)
- Law-Decree no. 2011-51 of 6 June 2011 amending the Labour Code
(Décret-loi n° 2011-51 du 6 juin 2011, portant modification du Code du travail)
Fecha: 06 Jun 2011 (ver en NATLEX
»)
Compensación por despido injustificado - libre determinación de la Corte: No
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo)
:
- If the dismissal is not justified by a genuine and serious reason, compensation varies from one or two months' salary for each year of service, up to a maximum of three years' salary (art. 23bis LC).
The existence and the extent of the employee's losses are determined by the court, taking into account the worker's qualifications, his or her length of service in the firm, age, remuneration, family situation, the impact of dismissal on his or her retirement, compliance with the specified procedures and any special circumstances.
- If the dismissal is justified by a genuine and serious reason, but has been effected without observing the procedures prescribed by the law or by collective agreements, the dismissal is considered unfair (abusif"), but the amount of damages is limited to an amount between one and four months' salary (art. 23bis LC).
- The amount of damages for unfair termination of a contract of employment for a specified period corresponds to the payment due for the remaining contract period or for the remaining work left to perform (art. 24 LC).
Posibilidad de readmisión: No
Remarks:
- A worker who is unfairly dismissed cannot claim to be reinstated into the enterprise. Compensation is the only remedy for unfair dismissal (art. 23 LC).
Conciliación previa obligatoria: Sí
Remarks:
- Preliminary mandatory conciliation before the Labour Court (Conseil de prud'hommes): art. 207 LC.
Corte o Tribunal competente
: tribunal del trabajo
Remarks:
- A specialized labour court (Conseil de prud¿hommes) which is of tripartite composition has jurisdiction over individual labour disputes. Appeals against its decisions are heard by the ordinary Courts of Appeal (arts. 183 and 221 LC).
Arbitraje: No
+ show references
- Labour Code [LC], Act No 66-27 of 30 April 1966, consolidated version including amendments up to July 1996 (Act No. 96-62)
[Code du travail, dans sa teneur révisée au 15 juillet 1996 - in French]
Fecha: 15 Jul 1996 (ver en NATLEX
»)
- Act No. 2006-18 of 2 May 2006 modifying some provisions of the Labour Code
(Loi n° 2006-18 du 2 mai 2006, modifiant et complétant certaines dispositions du code du travail - available in French)
Fecha: 02 May 2006; ver la pagina web
»
- Act No. 2007-19 of 2 April 2007 modifying some provisions of the Labour Code
(Loi n° 2007-19 du 2 avril 2007 portant modification de certaines dispositions du Code du travail - available in French)
Fecha: 02 Apr 2007 (ver en NATLEX
»)
- Act No. 2011-4 of 3 January 2011 supplementing the provisions of Article 234 of the Labour Code)
(Loi n° 2011-4 du 3 janvier 2011 complétant les dispositions de l'article 234 du Code du travail)
Fecha: 03 Jan 2011 (ver en NATLEX
»)
- Law-Decree no. 2011-51 of 6 June 2011 amending the Labour Code
(Décret-loi n° 2011-51 du 6 juin 2011, portant modification du Code du travail)
Fecha: 06 Jun 2011
Compensación por despido injustificado - libre determinación de la Corte: No
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo)
:
- If the dismissal is not justified by a genuine and serious reason, compensation varies from one or two months' salary for each year of service, up to a maximum of three years' salary (art. 23bis LC).
The existence and the extent of the employee's losses are determined by the court, taking into account the worker's qualifications, his or her length of service in the firm, age, remuneration, family situation, the impact of dismissal on his or her retirement, compliance with the specified procedures and any special circumstances.
- If the dismissal is justified by a genuine and serious reason, but has been effected without observing the procedures prescribed by the law or by collective agreements, the dismissal is considered unfair (abusif"), but the amount of damages is limited to an amount between one and four months' salary (art. 23bis LC).
- The amount of damages for unfair termination of a contract of employment for a specified period corresponds to the payment due for the remaining contract period or for the remaining work left to perform (art. 24 LC).
Posibilidad de readmisión: No
Remarks:
- A worker who is unfairly dismissed cannot claim to be reinstated into the enterprise. Compensation is the only remedy for unfair dismissal (art. 23 LC).
Conciliación previa obligatoria: Sí
Remarks:
- Preliminary mandatory conciliation before the Labour Court (Conseil de prud'hommes): art. 207 LC.
Corte o Tribunal competente
: tribunal del trabajo
Remarks:
- A specialized labour court (Conseil de prud¿hommes) which is of tripartite composition has jurisdiction over individual labour disputes. Appeals against its decisions are heard by the ordinary Courts of Appeal (arts. 183 and 221 LC).
Arbitraje: No
+ show references
- Labour Code [LC], Act No 66-27 of 30 April 1966, consolidated version including amendments up to July 1996 (Act No. 96-62)
[Code du travail, dans sa teneur révisée au 15 juillet 1996 - in French]
Fecha: 15 Jul 1996 (ver en NATLEX
»)
- Act No. 2006-18 of 2 May 2006 modifying some provisions of the Labour Code
(Loi n° 2006-18 du 2 mai 2006, modifiant et complétant certaines dispositions du code du travail - available in French)
Fecha: 02 May 2006; ver la pagina web
»
- Act No. 2007-19 of 2 April 2007 modifying some provisions of the Labour Code
(Loi n° 2007-19 du 2 avril 2007 portant modification de certaines dispositions du Code du travail - available in French)
Fecha: 02 Apr 2007 (ver en NATLEX
»)
Compensación por despido injustificado - libre determinación de la Corte: No
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo)
:
- If the dismissal is not justified by a genuine and serious reason, compensation varies from one or two months' salary for each year of service, up to a maximum of three years' salary (art. 23bis LC).
The existence and the extent of the employee's losses are determined by the court, taking into account the worker's qualifications, his or her length of service in the firm, age, remuneration, family situation, the impact of dismissal on his or her retirement, compliance with the specified procedures and any special circumstances.
- If the dismissal is justified by a genuine and serious reason, but has been effected without observing the procedures prescribed by the law or by collective agreements, the dismissal is considered unfair (abusif"), but the amount of damages is limited to an amount between one and four months' salary (art. 23bis LC).
- The amount of damages for unfair termination of a contract of employment for a specified period corresponds to the payment due for the remaining contract period or for the remaining work left to perform (art. 24 LC).
Posibilidad de readmisión: No
Remarks:
- A worker who is unfairly dismissed cannot claim to be reinstated into the enterprise. Compensation is the only remedy for unfair dismissal (art. 23 LC).
Conciliación previa obligatoria: Sí
Remarks:
- Preliminary mandatory conciliation before the Labour Court (Conseil de prud'hommes): art. 207 LC.
Corte o Tribunal competente
: tribunal del trabajo
Remarks:
- A specialized labour court (Conseil de prud'hommes) which is of tripartite composition has jurisdiction over individual labour disputes. Appeals against its decisions are heard by the ordinary Courts of Appeal (arts. 183 and 221 LC as modified by the Law No. 2006-18 of 2 May 2006).
Arbitraje: No
+ show references
- Labour Code [LC], Act No 66-27 of 30 April 1966, consolidated version including amendments up to July 1996 (Act No. 96-62)
[Code du travail, dans sa teneur révisée au 15 juillet 1996 - in French]
Fecha: 15 Jul 1996 (ver en NATLEX
»)
- Act No. 2006-18 of 2 May 2006 modifying some provisions of the Labour Code
(Loi n° 2006-18 du 2 mai 2006, modifiant et complétant certaines dispositions du code du travail - available in French)
Fecha: 02 May 2006; ver la pagina web
»
- Act No. 2007-19 of 2 April 2007 modifying some provisions of the Labour Code
(Loi n° 2007-19 du 2 avril 2007 portant modification de certaines dispositions du Code du travail - available in French)
Fecha: 02 Apr 2007 (ver en NATLEX
»)
Compensación por despido injustificado - libre determinación de la Corte: No
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo)
:
- If the dismissal is not justified by a genuine and serious reason, compensation varies from one or two months' salary for each year of service, up to a maximum of three years' salary (art. 23bis LC).
The existence and the extent of the employee's losses are determined by the court, taking into account the worker's qualifications, his or her length of service in the firm, age, remuneration, family situation, the impact of dismissal on his or her retirement, compliance with the specified procedures and any special circumstances.
- If the dismissal is justified by a genuine and serious reason, but has been effected without observing the procedures prescribed by the law or by collective agreements, the dismissal is considered unfair (abusif"), but the amount of damages is limited to an amount between one and four months' salary (art. 23bis LC).
- The amount of damages for unfair termination of a contract of employment for a specified period corresponds to the payment due for the remaining contract period or for the remaining work left to perform (art. 24 LC).
Posibilidad de readmisión: No
Remarks:
- A worker who is unfairly dismissed cannot claim to be reinstated into the enterprise. Compensation is the only remedy for unfair dismissal (art. 23 LC).
Conciliación previa obligatoria: Sí
Remarks:
- Preliminary mandatory conciliation before the Labour Court (Conseil de prud'hommes): art. 207 LC.
Corte o Tribunal competente
: tribunal del trabajo
Remarks:
- A specialized labour court (Conseil de prud¿hommes) which is of tripartite composition has jurisdiction over individual labour disputes. Appeals against its decisions are heard by the ordinary Courts of Appeal (arts. 183 and 221 LC).
Arbitraje: No
