When may a worker be dismissed under Labour Law 14 of 2025, and who may impose the dismissal?

Under Labour Law 14 of 2025, dismissal is permissible only where the worker has committed a grave error. The employer’s disciplinary rules do not displace that requirement. 1

The law lists these examples of grave error:

1. The worker is proved to have impersonated someone or submitted forged documents. 2. The worker is proved to have committed an error causing serious damage to the employer, provided the employer reports the incident to the competent authorities within 24 hours of learning of it. 3. The worker repeatedly fails to follow safety instructions, provided they are written, posted visibly, and the worker has first been warned in writing. 4. The worker is proved to have disclosed the establishment’s secrets, causing serious damage to it. 5. The worker is proved to have competed with the employer in the employer’s same activity. 6. The worker is proved to have been plainly intoxicated or affected by a narcotic during working hours. 7. The worker is proved to have assaulted the employer or general manager, or seriously assaulted a superior during work or because of it. 1

Who may impose dismissal: Only the competent Labour Court has jurisdiction to impose dismissal as a disciplinary penalty. The employer, or a person delegated by the employer, may impose the other disciplinary penalties; the establishment manager may impose only a written warning or a wage deduction not exceeding three days. 1