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Burkina Faso
 


Source and scope of regulations - 2019    

References
  • Labour Code [LC]
    (Loi n° 028-2008-AN du 13 mai 2008 portant Code du Travail)
    Date: 13 May 2008 (view in NATLEX »)
Scope
Size of enterprises excluded (≤): none
Workers' categories excluded: civil/public servants; army; judiciary


Collective agreements
Inter-occupational Collective Agreement, 9 July 1974


Types of employment contracts - 2019    

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Maximum probationary (trial) period: 6 month(s)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: no limitation

Substantive requirements for dismissals (justified and prohibited grounds) - 2019    

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Obligation to provide reasons to the employee: Yes

Valid grounds (justified dismissal): any fair reasons

Prohibited grounds: marital status; pregnancy; maternity leave; family responsibilities; filing a complaint against the employer; race; colour; sex; religion; political opinion; social origin; nationality/national origin; trade union membership and activities; disability; HIV status

Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave

Procedural requirements for individual dismissals - 2019    

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Notification to the worker to be dismissed: written

Notice period:
    • tenure ≥ 6 months
      • monthly paid workers - 1 month(s).
      • hourly, daily or weekly paid workers - 8 day(s).
      • first-line supervisors, technicians, engineers, executives - 3 month(s).
    • tenure ≥ 9 months
      • monthly paid workers - 1 month(s).
      • hourly, daily or weekly paid workers - 8 day(s).
      • first-line supervisors, technicians, engineers, executives - 3 month(s).
    • tenure ≥ 2 years
      • monthly paid workers - 1 month(s).
      • hourly, daily or weekly paid workers - 8 day(s).
      • first-line supervisors, technicians, engineers, executives - 3 month(s).
    • tenure ≥ 4 years
      • monthly paid workers - 1 month(s).
      • hourly, daily or weekly paid workers - 8 day(s).
      • first-line supervisors, technicians, engineers, executives - 3 month(s).
    • tenure ≥ 5 years
      • monthly paid workers - 1 month(s).
      • hourly, daily or weekly paid workers - 8 day(s).
      • first-line supervisors, technicians, engineers, executives - 3 month(s).
    • tenure ≥ 10 years
      • monthly paid workers - 1 month(s).
      • hourly, daily or weekly paid workers - 8 day(s).
      • first-line supervisors, technicians, engineers, executives - 3 month(s).
    • tenure ≥ 20 years
      • monthly paid workers - 1 month(s).
      • hourly, daily or weekly paid workers - 8 day(s).
      • first-line supervisors, technicians, engineers, executives - 3 month(s).

    Pay in lieu of notice: Yes

    Notification to the public administration: No

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    Procedural requirements for collective dismissals for economic reasons (redundancy, retrenchment) - 2019    

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    Definition of collective dismissal (number of employees concerned):
    Article 98 Code du travail:
    Le licenciement pour motif économique est le licenciement effectué par un employeur pour un ou plusieurs motifs non inhérents à la personne du travailleur et résultant d’une suppression, d’une transformation d’emploi ou d’une modification substantielle du contrat de travail consécutive à des difficultés économiques, à des mutations technologiques ou à des restructurations internes.

    Specific requirements applicable to any economic dismissal affecting more than 1 employee.

    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): No

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

    Priority rules for re-employment: Yes

    Severance pay and redundancy payment - 2019    

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    Severance pay:
    • tenure ≥ 6 months: 0 month(s)
    • tenure ≥ 9 months: 0 month(s)
    • tenure ≥ 1 year: 0.25 month(s)
    • tenure ≥ 2 years: 0.5 month(s)
    • tenure ≥ 4 years: 1 month(s)
    • tenure ≥ 5 years: 1.25 month(s)
    • tenure ≥ 10 years: 2.75 month(s)
    • tenure ≥ 20 years: 6.75 month(s)
    Redundancy payment:
    • tenure ≥ 6 months: 0 month(s)
    • tenure ≥ 9 months: 0 month(s)
    • tenure ≥ 1 year: 0.25 month(s)
    • tenure ≥ 2 years: 0.5 month(s)
    • tenure ≥ 4 years: 1 month(s)
    • tenure ≥ 5 years: 1.25 month(s)
    • tenure ≥ 10 years: 2.75 month(s)
    • tenure ≥ 20 years: 6.75 month(s)

    Avenues for redress (penalties, remedies) and litigation procedure for individual complaints - 2019    

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    Compensation for unfair dismissal - free determination by court: No

    Compensation for unfair dismissal - Legal limits (ceiling in months or calculation method):
    Compensation for unfair dismissal (absence of valid ground): maximum 18 months' pay.

    Reinstatement available: Yes

    Preliminary mandatory conciliation: Yes

    Competent court(s) / tribunal(s): labour court

    Existing arbitration: No

    Source of additional information - 2019    

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    Links

    Use of International Law by Domestic Courts - Compendium »