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Namibie
 


Sources et champ d'application - 2019    

Références
  • Labour Amendment Act, 2012 (Act No. 2 of 2012)
    Date: 12 Apr 2012; voir le site internet »
  • Labour Act [LA], No. 11 of 2007
    Date: 21 Dec 2007 (voir dans NATLEX »)
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues : police; armée; personnel pénitentiaire; services de sécurité étatiques
Remarks:
  • Sec. 2 LA: The LA applies to all employers (including the State) and employees, with the exception of the members of the Namibia Defence Force, Police Force, Central Intelligence Service, and Prisons Service.

    The Labour Amendment Act 2012 amended Art. 128 LA to include within the definition of ‘employee’ and scope of the Act, an individual, except an independent contractor, whom a private employment agency places with a user enterprise, is an employee of the user enterprise, and the user enterprise is the employer of that employee. Prior to this amendment, private agency employees were not regulated.

Types de contrats de travail - 2019    

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Durée maximale de la période d'essai: aucune limitation

Remarks:
  • There is no reference to probationary period in the LA.

Contrat à durée déterminée (CDD):
  • CDD reglementés: Non
  • Motifs autorisés de recours au CDD : raisons matérielles et objectives
    Remarks:
    • Sec. 128(C) LA, as amended by the 2012 Amendment Act does not provide a list of valid reasons for fixed-term contracts, but does establish a legal presumption that an employee is employed indefinitely, unless the employer can establish a justification for employment on a fixed term.
  • Nombre maximum de CDD successifs: aucune limitation
  • Durée cumulée maximum de CDD successifs: aucune limitation

Conditions de fond du licenciement (motifs autorisés et prohibés) - 2019    

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Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 30(3) LA: the reasons for termination must be indicated in the written notice of termination.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • Sec. 33(1) LA: An employer must not, whether notice is given or not, dismiss an employee -
    (a) without a valid and fair reason; and
    (b) without following the procedures set by the LA in case of redundancy; or, subject to any code of good practice, a fair procedure, in any other case.

    In its Direct Request (2011) on the application of ILO Convention No. 158, the CEACR provides that "The Government indicates that any termination is required to meet the “valid and fair reason” definition under section 33(1)(a) of the Labour Act. In Namibia, this definition does not necessarily only refer to the capacity or conduct of the worker, but also refers to the operational requirements of the undertaking. A “valid and fair reason” presupposes fair procedures (procedural fairness) and a valid reason for termination (substantive fairness). The Government indicates that it is not only sufficient to consider capacity or conduct – the employer must regard fair procedures and elements relating to capacity or conduct before deciding whether or not to terminate the employment contract of an employee."


Motifs prohibés: état matrimonial; grossesse ; congé de matérnité; responsabilités familiales; race; couleur; sexe; religion ; opinion politique ; origine sociale ; affiliation et activités syndicales ; handicap; statut financier ; exercice d'un droit; statut sérologique VIH ; origine ethnique
Remarks:
  • Sec. 33 (2) LA lists the cases of unfair dismissals, which occur:
    - because the employee discloses information that he or she is entitled or required to disclose to another person;
    - for the reasons related to an employee's lawful trade union activities,
    - because of the exercise of any right conferred by the LA or the terms of the contract of employment; or
    - because the employee fails or refuses to do anything that an employer must not lawfully permit or require an employee to do.
    In addition constitute an unfair dismissal any dismissal based on: sex, race, colour, ethnic origin, religion, creed or social or economic status, political opinion and marital status (sec. 33(3) LA)

    See also: Sec. 5(2) LA which forbids employer to discriminate employees in any decision, which includes termination, on account of family responsibilities, degree of physical or mental disability, AIDS or HIV status; or previous, current or future pregnancy (in addition to the above-mentioned grounds listed in sec. 33(3))
    The dismissal of an employee for disciplinary reasons in contravention of sec. 33 LA constitutes an unfair labour practice (sec. 48 LA).

    On maternity leave, see sec. 26(5) LA.


Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
Remarks:
  • See sec. 26(5) LA: An employer must not dismiss an employee during her maternity leave or at the expiry of that leave on:
    - economic grounds (as listed in sec. 34 on collective dismissal)
    - any grounds arising from her pregnancy, delivery, or her resulting family status or responsibility.
    The prohibition does not apply if the employer has offered the employee comparable alternative employment; and she has unreasonably refused to accept that offer.


Conditions de forme / procédure du licenciement individuel - 2019    

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Forme de la notification du licenciement au travailleur : écrite

Remarks:
  • Sec. 30(3) LA provides that notice of termination must be given in writing, stating the reasons for termination, if the termination is by the employer, and the date on which the notice is given, which may be:
    (a) on any working day in respect of an employee who has been employed for four weeks or less
    (b) on or before the last working day of the week in respect of an employee has been employed for more than four weeks but less than a year; and
    (c) on the first or the 15th of the month in respect of an employee who has been employed for over a year.

Délai de préavis:
Remarks:
  • Sec. 30(1) LA set forth statutory minimum notice periods according to the employee's length of service, as follow:
    - one day, if the employee has been employed for four weeks or less;
    - one week, if the employee has been employed for more than four weeks but not more than one year;
    - one month, if the employee has been employed for more than one year.

    An employer and an employee may agree to a longer notice period provided that it is of equal duration for both parties (sec. 30(2) LA)
    • ancienneté ≥ 6 mois
      • 1 semaine(s) .
    • ancienneté ≥ 9 mois
      • 1 semaine(s) .
    • 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 : Oui

    Remarks:
    • Sec. 31(1) LA provides that instead of giving an employee notice in terms of section 30, an employer may pay the employee the remuneration the employee would have received, if the employee had worked during the period of notice.

    Notification à l'administration publique: Non

    Remarks:
    • Except in the event of redundancy (see under "Collective dismissals for economic reasons"): art. 34 LA.

    Notification aux représentants des travailleurs: Non

    Remarks:
    • Except in the event of redundancy (see under "Collective dismissals for economic reasons"): art. 34 LA.

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

    Accord des représentants des travailleurs: Non

    Conditions de forme / procédure des licenciements collectifs pour motif économique - 2019    

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    Définition du licenciement collectif (nombre d'employés concernés):
    The Labour Act provides for a specific regime in the event of any dismissal based on the reduction of the workforce arising from the re-organisation or transfer of the business or the discontinuance or reduction of the business for economic or technological reasons. However, it does not specify the number of employee concerned.

    Remarks:
    • See sec. 34 LA.

    Consultation préalable des syndicats (représentants des travailleurs) : Oui

    Remarks:
    • Sec. 34(1) d) LA: In case of redundancy, the employer must negotiate in good faith with the trade union or workplace representatives on alternatives to dismissals, the selection criteria, how to minimise the dismissals; the conditions on which the dismissals are to take place; and how to avert the adverse effects of the dismissals.

    Notification à l'administration publique: Oui

    Remarks:
    • Sec. 34(1) (a) LA: Notification to the Labour Commissioner at least four weeks before the intended dismissals are to take place. The information shall include the reasons for the reduction in the workforce, the number and categories of employees affected and the date of the dismissals.

    Notification aux représentants des travailleurs: Oui

    Remarks:
    • Sec. 34(1) (a) and (b) LA: Notification to any trade union which the employer has recognised as the exclusive bargaining agent in respect of the employees at least four weeks before the intended dismissals are to take place. The information shall include the reasons for the reduction in the workforce, the number and categories of employees affected and the date of the dismissals.
      If there is no recognised trade union as the exclusive bargaining agent in the enterprise, the information must be given to the elected workplace representatives.

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

    Accord des représentants des travailleurs: Non

    Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

    Remarks:
    • No rules on the determination of selection criteria in the legislation reviewed. Selection criteria are referred to in sec. 34 (1) d) LA as one of the elements to be negotiated with to the trade union or worker representatives. The employer shall select the employees according to criteria that are either agreed or fair and objective (sec. 34 (1) e) LA)

    Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) : Oui

    Remarks:
    • Sec. 34(1) d) LA: In case of redundancy, the employer must negotiate with the trade union or workers representatives on alternatives to dismissals, how to minimise the dismissals and how to avert the adverse effects of the dismissals.

    Règles de priorité de réembauche: Non

    Notes / Remarques
    See: Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

    "The Committee notes that there were 3,089 terminations for economic or similar reasons between 1 April 2010 and 31 March 2011".

    Indemnités de licenciement et indemnités spécifques aux licenciements économiques - 2019    

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    Indemnité de licenciement:
    Remarks:
    • An employer must pay severance pay to an employee who has completed 12 months of continuous service (sec. 35 LA), if the employee:
      - is dismissed ;
      * dies while employed; or
      * resigns after reaching the age of 65 years.
      The amount of severance pay must be equal to at least one week's remuneration for each year of continuous service with the employer (sec. 35 (3)).

      However, an employee is not entitled to severance pay (sec. 35 (2)):
      - in case of a fair dismissal on grounds of misconduct or poor work performance;
      - if the employee unreasonably refuses to be reinstated; or
      - if the employee unreasonably refuses to accept employment on no less favourable terms.

    • ancienneté ≥ 6 mois: 0 semaine(s)
    • ancienneté ≥ 9 mois: 0 semaine(s)
    • ancienneté ≥ 1 an: 1 semaine(s)
    • ancienneté ≥ 2 ans: 2 semaine(s)
    • ancienneté ≥ 4 ans: 4 semaine(s)
    • ancienneté ≥ 5 ans: 5 semaine(s)
    • ancienneté ≥ 10 ans: 10 semaine(s)
    • ancienneté ≥ 20 ans: 20 semaine(s)
    Indemnité de licenciement pour motif économique:
    Remarks:
    • No specific provision on redundancy payment. However, dismissed employees are entitled to severance pay in the event of any dismissal (not based on misconduct or poor performance) (sec. 35 LA). Economic dismissals are therefore included under severance pay.
    • ancienneté ≥ 6 mois: 0 semaine(s)
    • ancienneté ≥ 9 mois: 0 semaine(s)
    • ancienneté ≥ 1 an: 1 semaine(s)
    • ancienneté ≥ 2 ans: 2 semaine(s)
    • ancienneté ≥ 4 ans: 4 semaine(s)
    • ancienneté ≥ 5 ans: 5 semaine(s)
    • ancienneté ≥ 10 ans: 10 semaine(s)
    • ancienneté ≥ 20 ans: 20 semaine(s)

    Voies de recours et procédure contentieuse en cas de litiges individuels - 2019    

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    Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui

    Remarks:
    • No legal limits on the amount of compensation for unfair dismissal to be awarded by the arbitrator (see sec. 86(15) c) LA)

    Possibilité de réintégration dans l'emploi: Oui

    Remarks:
    • Sec. 86(15) d) LA provides that an arbitrator to a dispute may make any appropriate arbitration award, including an order of reinstatement of an employee.

    Conciliation préalable obligatoire: Oui

    Remarks:
    • Sec. 86(5) LA: "Unless the dispute has already been conciliated, the arbitrator must attempt to resolve the dispute through conciliation before beginning the arbitration."

      See also Sec. 85(6) LA: "If the conciliation attempt is unsuccessful, the arbitrator must begin the arbitration".

    Courts ou tribunaux compétents : tribunal du travail

    Remarks:
    • In addition to Labour Court: Arbitration tribunal and Labour commissioner

      Sec. 85 LA establishes arbitration tribunals for the purpose of resolving disputes. Art 85(2) provides that Arbitration tribunals operate under the auspices of the Labour Commissioner, and have jurisdiction to
      (a) hear and determine any dispute or any other matter arising from the interpretation, implementation or application of this Act; and
      (b) make any order that they are empowered to make in terms of any provision of this Act.

      Sec. 86(1) LA provides that unless a collective agreement provides for referral of disputes to private arbitration, any party to a dispute may refer the dispute in writing to
      (a) the Labour Commissioner; or
      (b) any labour office.

      The Labour Court will only be competent to hear appeals against an arbitrator's award
      * on any question of law alone;
      * in the case of an award in a dispute initially referred to the labour Commissioner concerning the fundamental rights, on a question of fact, law or mixed fact and law (sec. 89 (1) LA).

    Règlement des litiges individuels par arbitrage: Oui

    Remarks:
    • Arbitration is the ordinary mechanism settling disputes relating to the breach of a contract of employment or a collective agreement (see sec. 84 to 86 LA). Any party to such dispute may refer it in writing to the Labour Commissioner or any labour office which will then refer the dispute to an arbitrator to attempt to resolve the dispute through arbitration; (sec. 86 (1) LA).

      If the dispute concerns a dismissal, it must be submittted within six months after the date of the dismissal. Otherwise, it must be submitted within one year after the dispute arises.

    Durée de la procédure: 12 mois

    Remarks:
    • Between 3 and 12 months depending on Court scheduling.

      See: Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

      "The Committee notes the information contained in the Government's report received in October 2011 in reply to the 2009 direct request. (...) The Government further reports that the average time to examine the appeals is done in accordance with the Labour Court Rules and ranges between three to 12 months, or more depending on Court scheduling."

    % de litiges relatifs au licenciement par raport au nombre total de litiges: 70 %

    Remarks:
    • See: Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

      "The Committee notes the information contained in the Government's report received in October 2011 in reply to the 2009 direct request. The Government reports that 70 per cent of 3,100 registered labour disputes concerned termination of employment (unfair dismissals). Some of the disputes were successfully conciliated while others were referred to arbitration. Out of 86 appeals and reviews that were filed at the Labour Court, 70 were unfair dismissal claims."

    Notes / Remarques
    See: Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

    "The Committee notes the information contained in the Government's report received in October 2011 in reply to the 2009 direct request. The Government reports that 70 per cent of 3,100 registered labour disputes concerned termination of employment (unfair dismissals). Some of the disputes were successfully conciliated while others were referred to arbitration. Out of 86 appeals and reviews that were filed at the Labour Court, 70 were unfair dismissal claims. The Government further reports that the average time to examine the appeals is done in accordance with the Labour Court Rules and ranges between three to 12 months, or more depending on Court scheduling. The Committee notes that there were 3,089 terminations for economic or similar reasons between 1 April 2010 and 31 March 2011".

    Information supplémentaire - 2019    

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    Liens

    ILO Committee of Experts on the Application of Conventions and Recommendations - Comments on the ILO Termination of Employment Convention, 1982, No. 158, (1990-2009) »

    ILO termination of employment legislation digest - Namibia (last updated in 2007) »