As an employer, you have the right to terminate a worker's employment if you have a legitimate basis to do so based on their conduct or capacity to manage operations. You are prohibited from terminating an employee's employment for any of the following reasons: trade union activity or membership; nationality, color, race, social origin, gender, family responsibilities, pregnancy, marital status, religion, or political opinion; exercising a mandate to represent workers; receiving a good faith complaint against you for alleged law violations; and absence for maternity leave, illness, or an ac If you terminate an employee's employment without notice or before the notice period has expired, you must compensate the employee for the remainder of the notice period's pay and benefits. A woman who has just given birth has the right to discontinue her work at any moment. She may do so without prior notification or payment of indemnification.
No statutory obligation exists for a notice period.
Severance and redundancy pay must be determined in consultation with the Consultative Council on Labor and Employment and must be proportional to the employee's tenure and position (CCTE).
There is no statutory requirement regarding probationary period.