The status of white-collar or blue-collar workers, whilst often differentiated in other countries, does not exist as such under Congolese law. In fact, the Congolese Labour Code refers, from time to time, to white-collar or blue-collar workers but does not make any distinction in the applicable rules. This means that the same rules will apply to all workers of an undertaking, regardless of whether the activity they perform is more manual (“blue-collar”) or intellectual (“white-collar”).

Congolese law contemplates only one kind of employment status – that of “worker”. The terms “white-collar worker” and “blue-collar worker” have no legal definition.

Despite the fact that Congolese law does not distinguish between white-collar workers and blue-collar workers, it nevertheless makes a distinction between seven categories of workers:

• ordinary labourer;
• skilled worker;
• semi-qualified worker;
• qualified worker;
• highly qualified worker;
• foreman; and
• middle management.

These seven categories entail the application of some specific rules, mostly with regard to salary scales.

Types of Employment Contracts

Under Congolese law, a fixed-term employment contract is a contract entered into in the following cases: for a fixed period, for a specific job or to replace a worker who is temporarily unavailable. Where the contract does not fit into one of these categories, it qualifies as an open-ended employment contract.

Generally speaking, as regards working conditions, workers employed under a fixed-term contract may not be treated less favourably than comparable permanent workers solely on the ground that they are hired for a fixed period (or a specific task, or in order to replace a temporarily unavailable worker), unless difference in treatment is justified by objective reasons. Where justified, their rights may be determined in proportion to the duration of the contract.

Specific rules apply to fixed-term contracts (eg, succession of fixed-term contracts). Specific rules also apply to what is called “daily labour” under Congolese law; that is, contracts concluded on a day-by-day basis. Where such contracts are concluded for more than 22 days of work within a period of two months, the worker will be deemed to have been hired for an indefinite term.

Requirements

Congolese employment law is somewhat ambiguous as to whether there is a requirement to have contracts in writing. It seems that the legislature has left room for oral contracts since the current Labour Code (2002) mentions that a contract that is not in writing will be deemed to have been concluded for an indefinite period of time. However, a Ministerial Decree that pre-dates the current Labour Code of 2002 and was confirmed by a Ministerial Decree of 2011 requires that employment contracts be in writing. In any case, it is strongly recommended that fixed-term employment contracts be in writing in order to avoid any reclassification as open-ended (indefinite) agreements.

When in writing, the employment contracts must include at least the following:

• the name of the employer;
• the employer’s identification number at the National Social Security Institute (INSS), now the National Social Security Fund (CNSS);
• surname, given name, post-name(s) and gender of the worker;
• the worker’s identification number at the CNSS and, where appropriate, the order number assigned by the employer;
• the date of birth of the worker or, failing that, the presumed year thereof;
• the worker’s place of birth and nationality;
• the worker’s family situation;
• surname, given name, or post-name(s) of the spouse;
• surname, given name and date of birth of each dependent child;
• the nature and modalities of the work to be performed;
• the amount of the agreed remuneration and other benefits;
• the work place;
• the duration of the commitment;
• the duration of the notice period (dismissal);
• the entry into service date;
• the place and date of conclusion of the contract; and
• the ability to work duly certified by a doctor.

The draft contract must be drawn up in French and submitted to the worker at least two working days before it is signed, together with all the essential documents to which the draft contract refers. Signed copies must be given to the employer, the worker and the authority empowered to endorse the contract.

The employer is required to submit the contract to the National Employment Office (Office National de l’Emploi) for approval within 15 days from the date of signature of the contract. Failure to do so entitles the worker to terminate the employment contract at any time, without having to comply with a notice period. The worker can also claim damages. In the event the National Employment Office refuses to approve the agreement, the latter ends automatically.

Legal Working Time Limits

Maximum legal working time may not in any case exceed 45 hours per week and eight hours per day. These hours do not include the time required for the worker to travel to or from the place of work, unless this time is inherent to the work.

Possibility of Flexible Arrangements

Flexible (mutual) arrangements regarding working time are admitted, provided, however, that any hour performed beyond the maximum working hours per day/week will fall under the rules regarding overtime.

Part-Time Contracts

The Congolese Labour Code does not specifically address part-time contracts but there is, in this firm’s view, no legal restriction to the signing of a part-time contract. In this case, it is advisable to have a written contract. The general rules of the Congolese Labour Code will apply to part-time contracts.

Overtime

Hours worked in excess of the legal working hours will be considered overtime and the worker will then be entitled to overtime pay.

The overtime pay amounts to a percentage of the corresponding salary:

• 30% for each of the first six hours worked in excess of the statutory weekly working time or the period considered equivalent;
• 60% for each of the following hours; and
• 100% for each hour of overtime performed on the weekly day of rest.

Minimum Wage Requirements

The government of the Democratic Republic of the Congo set, by Decree No 25/22 of 30 May 2025, the new Guaranteed Interprofessional Minimum Wage (SMIG) at CDF21,500 (USD7.45) per day for unskilled labourers.

A transitional phase provides for a rate of CDF14,500 (USD5) per day starting in May 2025, before full implementation in January 2026. This Decree repeals all provisions of the 2018 decree, which had set the SMIG at CDF7,075 (USD2.45) per day for the same category of workers.

This new SMIG came into effect immediately upon its signing on 30 May 2025.

The tension salariale (ratio) between the ordinary labourer wage and the middle management wage is 1:10.

Thirteenth Month and Variable Remuneration

The Congolese Labour Code does not include any provisions regarding the thirteenth month, nor any specific provision regarding bonuses. Collective bargaining agreements concluded at the company level or the sectoral level may include specific provisions regarding variable remuneration. In addition, the parties to an employment contract may always negotiate their working conditions and the employer may always grant a thirteenth month and/or bonuses, having in mind that workers belonging to the same category of employment should receive the same benefits in order to avoid discrimination issues.

Government Intervention in Salary Increase

Decree No 79-2002 of 3 July 2002 establishes the legal framework for the determination and adjustment of the SMIG, minimum family allowances, and housing cost equivalents.

This Decree outlines social and economic criteria for setting the minimum wage, such as cost of living, essential worker needs, inflation (consumer price index), and employer payment capacity. It also provides a mechanism for periodic adjustments of the SMIG, particularly when inflation exceeds 50%, and mandates a tripartite commission (government, employers, and workers) to review and recommend updates annually, based on national price surveys and wage levels.

Thus, even though the Labour Code remains silent on salary increase, governmental intervention in this respect is structured by this Decree.

Vacation

Under Congolese law, the employer has the obligation to grant vacation and vacation pay to the workers. The right to vacation pay arises at the end of each year of service counted from date to date. The worker cannot renounce their vacation rights.

The vacation period must be fixed by mutual agreement at a convenient moment for both parties and fall no later than six months after the right arose. The duration of the vacation period varies in accordance with the age of the workers. For workers aged 18 and over, the vacation period must at least be equal to one working day per full month of service. For workers below the age of 18, the period is at least equal to one and a half working days per full month of service. These durations are increased by one working day for every five years of occupation with the same or a substituted employer.

Vacation pay is equal to the corresponding remuneration, all benefits included, as on the day on which they leave for holiday.

Required Leaves

Maternity leave

Maternity leave under Congolese law consists of a suspension of the employment contract during 14 consecutive weeks, of which a maximum of eight weeks can be after the delivery and six before it. During this period, the mother is entitled to two thirds of her pay (benefits included). The employer may not terminate the employment contract during this period.

While a mother is breastfeeding her child, she is entitled to two half-hour rests a day to allow her to breastfeed. These rest periods shall be remunerated as working time.

Incapacity to work

Where the worker is unable to provide their services as a result of sickness or accident, they are entitled to two thirds of their remuneration (benefits included) and to the full family allowances, throughout the period of suspension of the contract, which must not exceed six consecutive months.

Occasional Leave

The Congolese Labour Code provides for the following occasional leave:

• worker’s wedding – two working days;
• delivery of the wife – two working days;
• death of spouse or of a first-degree relative – four working days;
• child’s wedding – one working day; and
• death of a relative – two working days.

These days are not deductible from the legal minimum vacation and cannot be split. The employer must only pay for occasional leave up to a maximum of 15 working days per year.

Confidentiality and Non-Disparagement

Except for the general prohibition of disclosure of trade or business secrets, nothing is provided in respect of limitations on confidentiality or non-disparagement agreements under the Congolese Labour Code. Employers are therefore free to include such clauses in the employment contracts or settlement agreements, although it is not very frequent in practice. There is, however, a confidentiality obligation for workers’ representatives who gain knowledge of confidential information in the course of their duties.

Employees’ Liability

The Congolese Labour Code specifies three situations in which a worker can be held liable, entitling the employer to claim compensation. The first situation relates to the damage caused to the employer’s goods and the equipment made available to the worker (although the worker cannot be held responsible for normal wear and tear on the equipment). The employer may also claim financial compensation for damage resulting from a worker’s disclosure of the company’s trade or business secrets, or from an act of unfair competition. Finally, the worker can be held liable in the case of termination due to a serious breach by the worker: the employer may claim compensation from the worker for the damage directly caused by the worker’s gross negligence.

Disciplinary sanctions can also be imposed on workers, depending on the seriousness of the fault committed whilst performing the contract:

• blame;
• reprimand;
• lay-off, with a maximum of two times 15 days a year, where such a measure is provided for either in the employment contract, a collective bargaining agreement or the company work rules;
• dismissal with notice; or
• dismissal for a serious cause.

Congolese law prohibits non-compete clauses, except under the following strict cumulative conditions:

• the contract is terminated by the employer for serious cause attributed to the worker, or by the worker without serious cause attributable to the employer;
• the worker has such knowledge of their employer’s clientele or business secrets that they could cause serious harm to their former employer;
• the prohibition must relate to the type of activities carried out by the worker at the employer’s premises; and
• the duration of the clause may not exceed one year.

The non-compete clause may provide for a contractual penalty to be imposed on the worker who violates the clause.

The Congolese Labour Code does not provide for a maximum amount. It merely states that, at the request of the worker, the competent court may reduce the penalty to a reasonable amount, should it be considered excessive.

It is a common practice to include a non-compete clause in employment contracts of workers who could effectively compete with their former employers after the end of their employment contract. Generally, the provision of a penalty amount that does not exceed the equivalent of 50% of the remuneration corresponding to the non-compete period is recommended.

Nothing is set out in the Congolese Labour Code regarding non-solicitation clauses. It is, however, advisable to include such a clause, usually applicable for a standard period of 12 months following the termination of the employment contract.

The present authors’ firm has never come across such a clause, save under the more standard form of a non-compete clause.

Generally speaking, privacy is mentioned in the Congolese Constitution. Although not expressly stated, it may reasonably be assumed that this provision could be interpreted as applicable within the work sphere.

In addition, there are a few scattered provisions relating to privacy, such as the Ministerial Order of 8 October 2015, which states: “The processing of personal data concerning jobseekers must be kept secret and respectful of privacy. Processing of personal data concerning jobseekers means the collection, storage, combination and communication of all information about them.”

Since the adoption of an Ordinance-Law of 13 March 2023 establishing the Digital Code, a more structured legal framework has been put in place. This ordinance-law identifies, among other things, professional data (such as status, position held, employer, and remuneration) as personal data. Furthermore, it prohibits the processing of sensitive data, including those related to ethnic origin, political opinions, religious beliefs, sexual orientation, or health status. However, this prohibition does not apply when the processing is necessary for the fulfilment of the employer’s specific rights and obligations under labour law, thereby allowing certain justified exceptions in the professional context.

In addition to these legal instruments, the international standards – such as the Organisation pour l’harmonisation en Afrique du droit des affaires (the Organisation for the Harmonisation of Corporate Law in Africa, or OHADA) rules and those of the International Labour Organization – will apply.

Generally speaking, the Congolese Labour Code sets out that it is prohibited for a foreign or a Congolese company to have more than 15% of its total workforce be foreign workers. A Ministerial Decree of 2005 sets out the quota for the occupation of foreign workers, which varies per sector and per category of employment. The quota is generally around 2% of the total number of workers of each considered category of personnel (general classification of jobs, foremen and managers) in the undertaking.

The mining sector is a more regulated sector in this respect, with minimum quota of Congolese employees being higher than in other sectors (up to 100% depending on the phases of the mining project and on the employees’ level of qualification).

Foreigners willing to work in the DRC must be in the possession of a work permit, which will be delivered by the National Commission for the Employment of Foreigners.

There are no regulations in the DRC on mobile working, known as teleworking. Companies are therefore free to grant and organise telework as they deem appropriate. In practice, companies will include provisions regarding telework in their work rules and/or in the employment contracts. It may also be orally agreed upon between the employer and the employee.

There are no regulations on sabbatical leave in the DRC. Sabbaticals are also very rare in practice.

There are no specific regulations with respect to new manifestations in the field of “new work” in the DRC.

Role of Unions

Workers and employers have the right to form unions whose sole purpose is the analysis, defence and development of their professional interests and the social, economic and moral progress of their members. The representation of workers in undertakings is ensured by an elected trade union delegation.

Every worker or employer, without distinction of any kind, has the right to join or to leave a professional organisation of their choice. Workers enjoy an appropriate protection against all acts of discrimination tending to prejudice their freedom of association. In this respect, it is prohibited for any employer to subject an employment relationship to any limit based on an affiliation or non-affiliation to any professional organisation and to dismiss a worker or otherwise cause them harm because of their affiliation to a professional organisation and/or participation in trade union activities.

Status of Unions

As to formalities, trade unions must register with the Ministry of Labour and Social Security, and draft articles of association. The Congolese Labour Code states a specific procedure to be followed to set up trade unions.

Trade unions are considered legal entities. Registered trade unions may form a union, confederation or federation.

Competencies of the Employees’ Representative Bodies

Generally speaking, the scope of competence of the delegation extends to all working conditions in the undertaking. More specifically, the union delegation:

• is consulted in respect of the work schedules, the general criteria for hiring, dismissing or transferring workers, the remuneration and the in-house work rules;
• is informed by the employer at least every six months about the undertaking’s economic and social situation;
• participates in the solving of disciplinary issues within the undertaking;
• is allowed to propose any measure it considers necessary in the event of failure that could seriously disturb the functioning of the undertaking; and
• is allowed to propose/take measures to ensure technical safety and hygiene in the workplace, and to safeguard the health of all persons in the undertaking or establishment.

In addition, each delegate is individually competent to:

• submit to the employer any individual complaint that has not been directly addressed concerning working conditions and the protection of workers, the application of collective agreements and professional classification;
• ensure the application of the requirements relating to the health and safety of workers, and propose all appropriate measures in this regard;
• be consulted in respect of discipline at work; and
• transfer to the Labour Inspectorate any complaint or claim concerning the legal or regulatory requirements for which the Inspectorate is in charge and that the union delegation has been unable to sort out.

As to their role, the members of the trade union delegation are supervised, trained and monitored in their trade union activities within the undertaking by their respective professional organisations.

Institution of the Employees’ Representative Bodies

The Congolese Labour Code provides that the representation of workers in undertakings or establishments of any kind is ensured by an elected delegation. The mandate of the delegates is for three years and is renewable. The latest elections took place in 2023.

As to their institution, the minimum number of delegates is fixed as follows:

• from ten to fewer than 20 workers – one delegate;
• from 20 to fewer than 100 workers – three delegates;
• from 100 to fewer than 500 workers – five delegates;
• from 500 to fewer than 1,000 workers – nine delegates; and
• more than 1,000 workers – nine delegates plus a further delegate per 1,000 additional workers.

In undertakings in which there are fewer than ten workers, one of the workers may be appointed to represent the other workers.

Election of delegates

The members are elected. Any worker – without distinction as to gender, marital status, nationality or age – may be elected provided that the worker meets the eligibility criteria (inter alia, being at the service of the employer for at least six months). Delegates are elected by the personnel of the employer (there are also some particular conditions).

Elections are organised by the employer, which will first consult the trade union(s) represented in the establishment and the outgoing delegation, if any, on the elections and will take due account of any observations made by them. The election date must be announced at least three weeks in advance and 15 days before the date of the poll; the employer must draw up and post a list of the workers who do not meet the voting conditions. Should the employer fail with respect to a procedural aspect, it is the Labour Inspectorate that will set the date and, if necessary, organise the elections.

The lists of candidates must be filed not later than six working days before the date fixed for the poll.

The poll

The poll will be composed of one or two rounds as the case may be: for the first round, only the trade union or unions legally registered and whose field of activity extends to the undertaking may present candidates. Each list must indicate the name of the organisation filing the list and bear the signatures of its qualified representatives. The poll is closed if the number of valid votes cast is greater than half of the number of registered voters. If not, the election is deemed null and void, and a second ballot is to be held.

The second ballot

For the second ballot, voters may, in conjunction with the trade union, propose new candidates. To be valid, a list filed by electors must bear the names and signatures of a number of electors at least equal to three times the number of delegates to be elected by the electoral college. The election process is closed after the second ballot, irrespective of the number of votes cast.

General Principles

The collective bargaining agreement is a written agreement on the conditions and the employment relationship between one or more employers or one or more employers’ organisations and one or more workers’ organisations. It can be concluded either at a sector or at a company’s level. This agreement establishes the individual and collective relations between employers and workers within undertakings and settles the rights and duties of the contracting parties. In any company to which the collective bargaining agreement applies, the latter must be posted in the premises, in a place highly visible and easily accessible to workers.

Collective bargaining agreements may mention provisions more favourable to workers than those of the applicable law but may not derogate from the mandatory legal provisions. The provisions of a collective agreement prevail over provisions set in individual employment contracts and the in-house work rules. To be valid, a collective bargaining agreement must include some mandatory provisions set out in the Congolese Labour Code, such as its date, object and the names and capacities of the contracting parties.

It is drafted in as many originals as there are parties and must be signed by all the contracting parties. Six additional originals are subject to the visa of the Labour Inspectorate. One copy of the agreement is then filed at the clerk’s office of the labour court and one copy will be sent to the Ministry of Labour and Social Security for publication in the official gazette (journal officiel). Where a collective agreement has been published in the official gazette, the Minister of Labour and Social Security, on the Minister’s own initiative or at the request of a trade union, may extend all or some of its provisions to all employers and workers pertaining to the same professional and territorial sector.

The provisions of a collective agreement apply to all workers of the categories concerned employed in the undertaking(s) covered by the agreement, unless otherwise provided for in the collective bargaining agreement.

Remedies in Case of Breach

Breach of the agreed obligations stated in a collective bargaining agreement entitles the parties to an action for damages, the terms and limits of which may be stipulated in the collective bargaining agreement.

Under the Congolese Labour Code, an open-ended employment contract may only be terminated by the employer for a valid reason related to the employee’s conduct or ability (physical or professional), or for reasons linked to the operational needs of the enterprise, establishment, or service.

Valid grounds for dismissal include:

• acts committed by the employee on the employer’s premises in the course of performing their duties;
• acts committed outside the workplace but directly connected to the performance of their professional duties; and
• organisational or economic needs of the employer.

However, the Congolese Labour Code clearly states that certain grounds may not justify termination (see 8.1 Wrongful Dismissal).

As for fixed-term contracts, they automatically expire on the agreed termination date. Any clause allowing early termination by notice is null and void.

Finally, an employment contract may also be terminated by mutual agreement of the parties, without prejudice to other provisions of the Congolese Labour Code.

Termination Formalities

Any termination must be notified in writing by the party who takes the initiative to the other party. Where termination is at the employer’s initiative, the letter of notification must expressly state the reason for dismissal. There is no motivation regime a posteriori.

Termination of an open-ended employment contract without a valid reason entitles the worker to reinstatement. Failing this, the worker will be entitled to damages fixed by a labour court (with a maximum amount equivalent to 36 months of the worker’s net salary).

Any dismissal based on the operational needs of the company, establishment or service is subject to a specific procedure (complying with a hierarchy of dismissals, informing workers’ representatives, verifying compliance with the procedure by the Labour Inspectorate, etc).

Where the employer is considering dismissing on grounds related to the worker’s ability or conduct, the employer must, before any decision is taken, allow the person concerned to present a defence.

Collective Redundancies

A Departmental Order sets out a specific procedure to be followed in the case of collective redundancies (called “massive” redundancies in Congolese law).

A lay-off is to be considered collective if, within a period of one month, it leads to the departure of at least:

• three workers for an enterprise that employs no more than ten workers, four workers for an enterprise that employs at most 20 workers;
• ten workers for an enterprise that employs between 21 and 100 workers;
• 30 workers for an enterprise that employs between 101 and 500 workers;
• 50 workers for an enterprise that employs between 501 and 1,000 workers;
• 100 workers for an enterprise that employs between 1,001 and 2,000 workers;
• 200 workers for an enterprise that employs between 2,001 and 4,000 workers;
• 250 workers for an enterprise that employs between 4,001 and 6,000 workers; and
• 300 workers for an enterprise that employs more than 6,000 workers.

To be valid, a collective dismissal needs to be justified either by economic reasons or by the operational needs of the enterprise.

A specific procedure must be followed:

• seeking prior authorisation for the dismissal from the Minister of Labour and Social Welfare;
• consulting the union delegation; and
• following a hierarchy of dismissals where the redundancies are based on economic grounds.

Specific obligations could also be imposed by a collective bargaining agreement concluded at a sectoral and/or the company level.

General Rules Regarding Notice Periods

Notice cannot be given during the periods of suspension of the employment contract, except in the following cases:

• sickness or accident, except in the case of an accident at work or occupational disease – the employer may terminate the employment contract after six uninterrupted months of inability, in which case, the employer must pay a termination indemnity corresponding to the notice period due for the termination of open-ended employment contracts;
• exercise of public office or civic obligations – the employer may terminate the employment contract after 12 months’ suspension and pay the severance indemnity provided for in the employment contract or in the collective bargaining agreement;
• force majeure – either party may terminate the employment contract after a two-month suspension without compensation; and
• worker’s imprisonment – the employer may terminate the employment contract without compensation after three months’ suspension or if the worker is subsequently sentenced to a penalty of penal servitude of more than two months.

The termination of the employment contract must be notified in writing by the party taking the initiative to the other party. Where the termination takes place at the initiative of the employer, the letter of notification must expressly state the ground for the termination.

Duration of the Notice Period

The termination of the contract must be notified in writing by the party who takes the initiative to the other party.

Unless the parties or the collective agreement stipulate a longer period, the notice period is equal to 14 working days as from the day after the notification, where the notice is given by the employer to a personnel member of the general classification of jobs. This period is increased by seven working days per full year of continuous service, counted from date to date. For foremen, the notice period is equal to one month, increased by nine working days per full year of continuous service, counted from date to date. For managers, the notice period is equal to three months, increased by 16 working days per full year of continuous service, counted from date to date.

The notice period to be given by the worker is equal to half the notice period that the employer should have given if the employer had taken the initiative of termination. It may in no case exceed this limit.

Collective bargaining agreements concluded at sectoral and/or the company level may provide for different notice periods that are more favourable to the workers.

Parties’ Obligations During the Notice Period

During the notice period, the employer and the worker remain bound by all their contractual obligations. During the same period, the worker is entitled to one paid day off per week in order to find a new position.

Indemnity in Lieu of Notice

Termination of an open-ended contract without notice or without full observance of the notice period will entail the payment of an indemnity in lieu of notice, corresponding to the remuneration and benefits in kind that the worker would have received during the (part of the) notice period that was not granted.

Specific Procedure in Dismissals for Economic Grounds or for a Reason Linked to the Conduct or Ability of the Worker

There is a specific procedure to follow in the case of a dismissal based on economic grounds. The employer must inform the workers’ representatives and the Labour Inspectorate, which will verify the grounds for dismissal and compliance with the mandatory procedure. Such a dismissal must be authorised by the Minister of Labour.

For a dismissal based on the conduct or on the ability of the worker, it is imperative that the latter must be allowed to defend themselves against the reproaches made before any decision is taken.

Specific Procedure in Dismissals of a Workers’ Representative

The dismissal of a workers’ representative must be pre-approved by the Labour Inspectorate (see 7.5 Protected Categories of Employee).

General Principles

A party is deemed to have committed serious misconduct when the rules of good faith do not allow it to require the other party to continue to perform the contract.

The employer commits serious misconduct when they seriously breach the obligations of the contract, in particular in the following cases:

• they are guilty of an act of dishonesty, sexual or moral harassment, intimidation, assault, serious insult or tolerate similar acts by other workers;
• they intentionally cause the worker material damage during or in connection with the performance of the contract;
• the safety or health of the worker is exposed to serious dangers or when the employers’ morality is at risk;
• they unduly apply reductions or withholdings to the worker’s remuneration; or
• they persist in not applying the legal or regulatory provisions in force.

The worker commits serious misconduct when they seriously breach the obligations of the contract, and in particular when they:

• are guilty of an act of improbity, sexual or mental harassment, intimidation, assault or serious verbal abuse of the employer or their workers;
• intentionally cause the employer material damage during or in connection with the performance of the contract;
• are guilty of immoral acts during the performance of the contract; and
• jeopardise the safety of the company, the work or personnel through recklessness.

The party to the contract deciding to put an end to the employment contract for serious cause committed by the other party must notify the other party in writing of their decision within 15 working days after having gained knowledge of the facts it invokes.

For the purpose of investigation, the employer may, within two working days after having gained knowledge of the facts, notify the worker of the suspension (for a maximum of 15 days) of their duties. The notification in writing may be sent either by registered letter through the post office or delivered to the person concerned with acknowledgement of receipt, or, in the event of refusal, in the presence of two witnesses.

Consequences

The employment contract will be immediately terminated, without notice. The party terminating the employment contract for serious cause committed by the other party may seek further compensation (damages) before courts.

Any employment contract may be terminated by a mutual consent agreement. There are no specific requirements involved. There are no statutory requirements for enforceable releases or other limitations on termination agreement terms.

While there is no specific compensation regime (such as automatic lump-sum damages) for workers dismissed on protected grounds, the Congolese Labour Code does provide certain protections for specific categories of employees, particularly in relation to dismissal.

For example, women are protected against dismissal during maternity leave, and certain grounds are considered invalid for dismissal (see 7.1 Grounds for Termination), such as union membership or activities, political or religious beliefs, or HIV status.

In addition, employee representatives (both elected and substitute delegates) benefit from enhanced protection. Any dismissal or transfer that would result in the loss of representative status is subject to prior approval by the local labour inspector. If the employer alleges serious misconduct, they may suspend the delegate’s duties, but the dismissal only becomes effective after the labour inspector has issued a decision.

The employer must notify the labour inspector in writing (by hand-delivered letter or registered mail with acknowledgment of receipt). The inspector has one month from receipt to issue a decision; if no decision is issued within that timeframe, approval is presumed. The inspector’s decision is subject to judicial review under conditions set by ministerial order.

Except in cases of serious misconduct, the notice period for terminating a worker representative is twice the standard period, and not less than three months.

Further, candidates for worker representation may not be dismissed from the time of submitting electoral lists until the proclamation of election results. Unsuccessful or non-re-elected candidates continue to benefit from enhanced notice protections for a period of six months following the election.

Employees who are dismissed for unlawful reasons or in breach of these protections may claim damages for abusive dismissal, up to a maximum of 36 months’ net salary.

Grounds for a Wrongful Dismissal Claim

The Congolese Labour Code flags some invalid dismissal grounds:

• affiliation or non-affiliation to a union, or participation in union activities outside the working hours, or, with the employer’s consent, during the working hours;
• soliciting, exercising or having exercised a worker representation mandate;
• filing a complaint or participating in proceedings against an employer for alleged violation of the law, or bringing an action before the competent administrative authorities;
• race, colour, gender, marital status, family responsibilities, pregnancy, childbirth, religion, political opinion, national or social origin, ethnic group, HIV status; and
• absence from work during maternity leave.

In the event that a dismissal is based on one of these grounds, it will be deemed abusive. The list is non exhaustive, meaning that an employer must be careful when dismissing an employee and make sure that it has a valid ground for dismissal.

Consequences of a Wrongful Dismissal

In the event that an open-ended contract is terminated without valid cause, the employee is entitled to reinstatement. Failing this, the employee may claim damages, the amount of which is determined by the labour court. The court will consider factors such as the nature of the employee’s duties, seniority, age, and any acquired rights. However, such compensation may not exceed 36 months of the employee’s last net salary. In practice, labour courts often grant the maximum compensation when the dismissal is deemed abusive.

If a fixed-term contract is unlawfully terminated by the employer, the employee is entitled to damages equal to the full salary and benefits they would have received until the original end date of the contract.

The Congolese Labour Code states two particular discrimination issues: pregnancy and affiliation to a union delegation. As to pregnancy, it cannot be a source of discrimination in employment. In particular, it is prohibited to require a woman who applies for employment to submit to a pregnancy test or to present a certificate attesting the state of pregnancy, except for work that is totally or partially forbidden to pregnant or breastfeeding women, or that involves a recognised or significant risk to the health of the woman and the child.

As to the workers’ representatives, they enjoy an appropriate protection against all acts of discrimination that aim to impair their freedom of association. In this respect, it is prohibited for any employer to subject an employment relationship to a (non-)affiliation to any professional organisation and to dismiss a worker or otherwise cause that worker any harm because of their affiliation to a professional organisation and/or participation in trade union activities.

Nothing is mentioned in the Congolese Labour Code regarding the burden of proof. It may reasonably be assumed that, without any specific rule thereof, it is the worker who invokes discrimination who must prove that they are effectively a victim of discrimination.

The worker could claim compensation before courts.

There are no regulations in the DRC on the digitalisation of employment disputes. There is no possibility of recording or conducting court proceedings via video.

There are no specialised employment forms and class actions are not available as such. In the DRC, individual disputes are not admissible before the labour court unless they have first been submitted to the conciliation procedure, at the initiative of one of the parties, before the local Labour Inspectorate. Parties can always be assisted by a lawyer.

Under the OHADA Treaty and OHADA Uniform Act on Arbitration (Article 2, indent 1), “Any natural or legal person may resort to arbitration with respect to any rights that may be freely disposed of.”

It has been judged by the Appeal Court of Abidjan, Ivory Coast, that conflicts relating to the performance or termination of the employment contract may be subject to arbitration in the OHADA countries (Appeal Court of Abidjan, order number 1435, 27 March 2003 (short proceedings)). However, this decision has been criticised because “arbitration is not compatible with the mandatory rules of employment law”.

The OHADA Common Court of Justice (CCJ) found in a judgment of 28 April 2016 that the CCJ has no jurisdiction on disputes in relation to labour law. Hence, the matter is debatable. One can, however, reasonably consider that a worker is free to resort to arbitration, once the dispute has arisen (but not before).

It is worth noting that a uniform act on employment law is expected but still under discussion (which first started in 2006). This uniform act will probably address this topic.

A prevailing employee cannot be awarded attorney’s fees.