Employers who plan to dismiss an employee for personal reasons (the employee's ability or behaviour) or for reasons associated with the operational necessities of the business are required to offer:
If the business employs more than 150 staff, the employer must invite the employee to a pre-dismissal interview using a summons adressed by registered mail or submitted in person to the employee in return for a receipt. The summons, of which a copy is submitted to the staff delegation, must indicate:
The pre-dismissal interview may take place at the earliest on the 2nd working day after the summons was sent/submitted. After the interview, the employer usually decides whether or not to dismiss the employee.
Employers who choose to dismiss their employee have to notify them of their decision:
The letter states the notice period and exemption from work, if applicable. The reasons for dismissal do not necessarily have to be stated in the letter of dismissal with notice.
In the event of dismissal not related to the employee's person, and only if the business employs at least 15 staff, the employer is required to notify each dismissal to the Economic Committee.
Employers cannot dismiss with notice:
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