|
These tables are intended to set out basic information relating
to termination of employment in a way that is easily readable and
assists basic comparative analysis. For reasons of space, some
of the entries in the tables will be generalizations; if a fuller
picture is required the national summaries for each country and
the relevant national legislation should be consulted.
Table 1 (pdf 25 KB) deals with the basic parameters
of national statutory unfair and unjustified dismissal schemes,
starting with the question of whether dismissals must be justified
by the employer. This table also deals with the procedural questions
of whether consultation with employee representatives and administrative
authorization are required for individual dismissals (table 4 deals
with collective dismissals). Finally, this table also sets out
the statutory compensation that is generally granted, and whether
reinstatement is available to unfairly or unjustifiably dismissed
employees.
Table 2 (pdf 23 KB) deals with the issue of statutory
notice requirements: the minimum period of notice, if any, provided
by statute and whether the employer can make a payment in lieu
of notice.
Table 3 (pdf 30 KB) deals with specially protected
situations in relation to dismissal, including that of trade union
representatives, women on maternity leave and other specially protected
workers, in particular workers protected by anti-discrimination
law.
Finally, Table 4 (pdf 22 KB) deals with statutory
requirements for collective dismissals. These comprise whether
an employer must consult with employee representatives and whether
administrative notification or approval is required. The table
also addresses other aspects of collective dismissals, i.e. statutory
severance pay that is due to the worker and whether a social plan
is required.
|
 |
|
|
|
