Employment Law in Lebanon

The Ministry of Labour is responsible for labour and employment issues.

Labour inspections are the responsibility of the Department of Labour Inspection, Prevention and Safety (DLIPS) under the Labour Relations Authority of the Ministry of Labour.

The National Social Security Fund (NSSF) carries out inspection services to verify social security contributions.

Law that covers organisation and functional composition:

• Lebanese Labour Law of 1946 and its amendments, in particular 1962

• Decree No. 3273 of 26 June 2000 on labour inspection

• Decree No. 112 of 12 June 1959 regarding status of public officials

• Order No. 161/1 of 18 February 1999 concerning the re-evaluation of transport indemnities

• Decree No. 128/ 2 of 17 February 2001 relating to the elaboration of inspection programmes.

Lebanese Labour Law is applicable to all employees and employers except for domestic and agricultural workers, enterprises limited to family members and public servants.

The Department of Labour Inspection, Prevention and Safety supervises the implementation of all laws, regulations, decrees and rules pertaining to the terms and conditions of employment, and the protection of workers in the workplace, including the provisions of international Labour Conventions approvals. Labour inspectors ensure the supervision of compliance with regulations in relation to conditions of employment and protection of workers including occupational health and safety. In addition, they monitor whether the trade unions and occupational associations comply with relevant laws, monitor compliance with protection and safety measures in family enterprises and the work of private employment agencies.

Under their functions they also investigate collective labour disputes. They are also involved in conciliation and the control of work permits for foreign workers.

Among the labour inspectors, some of them are generic who oversee inspecting conditions and others are occupational health and safety inspectors.

The Department of Labour Inspection, Prevention and Safety is the central authority of labour inspection, but from the legal and practical points of view, all labour inspection activities are decentralised in the provinces. The Department of Labour Inspection, Prevention and Safety acts as a regional department in charge of labour inspection activities within the capital and the other regional departments independent of it.

The inspection activities in the country do not follow any clear policy or strategy and there is an absence of collaboration among the different concerned institutions. The regional inspection activities are not under the supervision or control of a central authority of labour inspection. Inspection visits are carried out according to an annual labour inspection programme, and monthly work report with results on labour inspection activities have to be prepared. However, the labour inspection activities are not planned at the national level.

There is no co-ordination between the National Social Security Fund and the Ministry of Labour.

The objectives of the Ministry of Labour is to reform the labour law to comply with the international standards and conventions, including the provisions related to labour inspection and to expand the labour and occupational safety and health inspection and services to ensure the compliance of the enterprises in the private sector with the labour legislations.

• Probationary periods, during which the employer or employee may terminate the employment contract without notice. The duration is for three months non-renewable. Probationary Periods

• An employment contract is defined as an agreement between an employer and an employee, whereby the latter commits to working for, and under the management and supervision of, the former in return for a wage. Employment Contract

• All employees must have a standard-format written employment contract, containing specified minimum information. Employment Contract

• The maximum duration of a fixed-term contract is one year automatically renewed. Types of Contract

• The minimum wage is 675,000 Lebanese Pounds. Pay and Benefits

• Working hours must not exceed 48 hours per week. Working Hours and Days

• Employees are generally entitled to a one-hour break after five hours' work and to a weekly rest day, usually on Sundays. Rest Breaks and Rest Periods

• Employees are entitled to paid annual leave after they have completed one year's service. Paid annual leave varies depending upon total number of years completed service. Annual Leave

• Employees are entitled to a Schooling Allowance as per the National Social Security Fund (NSSF) for children aged between 3–21 years of age. Parenthood and Work-life Balance

• Pregnant employees are entitled to 70 days of maternity leave on full pay. An employer must not dismiss a pregnant employee nor send any notice during the pregnancy or maternity leave. Parenthood and Work-life Balance

• Employees are entitled to sick leave after successful completion of their probation period. Sick Leave

• The employer may not discriminate between working men and women in regard to: type of work, amount of wage or salary, employment, promotion, professional qualifications and apparel. Equality and Discrimination

• There is a general, non-specific ban on any discrimination that prejudices equal opportunity employment, equal access to jobs, equal continuity of employment or equal enjoyment of rights, and on discrimination between employees with the same work duties. Disability is the only grounds on which discrimination is specifically prohibited. Equality and Discrimination

• Employers must provide employees with adequate means of protection against hazards of occupational injury and disease that may occur during work. They also have a range of specific obligations in this area.

• In principle, an employer may dismiss an employee at any time providing the required official written warnings registered at the Ministry of Labour. Other reasons of termination will lead to unlawful termination and full end-of-service gratuity. Disciplinary Matters