Article 41 of Private Sector Labour Law

Subject to the provisions of Article (37) of this Law: a- The employer may dismiss the worker without notice, compensation, or gratuity if the worker commits any of the following acts: 1 - If the worker commits a fault resulting in a serious loss to the employer. 2 - If it is established that the worker obtained employment as a result of fraud or deceit. -3 If the worker discloses secrets pertaining to the establishment, thereby causing, or being liable to cause, a definite loss to it. b - The employer may dismiss the worker in any of the following cases: 1 - If he is convicted by a final judgment of an offence involving honour, trustworthiness, or morals. 2 - If he commits an act contrary to public morals in the workplace. -3 If he assaults a colleague, the employer, or the employer's representative during or because of work. -4 If he breaches or fails to fulfil any of the obligations imposed upon him by the terms of the contract and the provisions of this Law. e - If his repeated violation of the employer's instructions is established. In these cases, the dismissal decision shall not result in depriving the worker of the end-of-service gratuity. c - A worker dismissed for any of the cases mentioned in this Article shall have the right to challenge the dismissal decision before the competent labour circuit, in accordance with the procedures stipulated in this Law. If it is established by a final judgment that the employer acted arbitrarily in dismissing him, the latter shall be entitled to the end-of-service gratuity and compensation for the material and moral damage he sustained. Index of the Law 893 Home Page Labour Law in the Private Sector Law No. 6 of 2010 concerning Labour in the Private Sector In all cases, the employer must notify the Ministry of the dismissal decision and its reasons, and the Ministry shall notify the Manpower Restructuring Agency.