{"id":58350,"date":"2026-05-22T13:52:13","date_gmt":"2026-05-22T10:52:13","guid":{"rendered":"https:\/\/ambylegal.by\/services\/termination-and-redundancy-disputes-in-belarus\/"},"modified":"2026-05-22T13:52:13","modified_gmt":"2026-05-22T10:52:13","slug":"termination-and-redundancy-disputes-in-belarus","status":"publish","type":"services","link":"https:\/\/ambylegal.by\/fr\/services\/termination-and-redundancy-disputes-in-belarus\/","title":{"rendered":"Litiges de licenciement et de restructuration en Bi\u00e9lorussie"},"content":{"rendered":"<section class=\"first-screen\">\r\n\t<img decoding=\"async\" width=\"2560\" height=\"1440\" src=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/bg-scaled.webp\" class=\"first-screen__bg\" alt=\"bg\" fetchpriority=\"high\" srcset=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/bg-scaled.webp 2560w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/bg-300x169.webp 300w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/bg-1024x576.webp 1024w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/bg-768x432.webp 768w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/bg-1536x864.webp 1536w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/bg-2048x1152.webp 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/>\r\n    <div class=\"container\">\r\n        <div class=\"first-screen__content\">\r\n\t                 \r\n\t\t\t                <h1 class=\"first-screen__title\">Litiges de licenciement et de restructuration en Bi\u00e9lorussie<\/h1>\r\n\t\t\t\t\t\t\r\n\t\t\t                <div class=\"first-screen__description\">\r\n\t\t\t\t\tLes avocats d&#039;AMBY Legal conseillent les employeurs sur les proc\u00e9dures de licenciement r\u00e9guli\u00e8res et repr\u00e9sentent tant les employeurs que les salari\u00e9s dans les litiges de licenciement devant les tribunaux bi\u00e9lorusses, y compris les demandes en r\u00e9int\u00e9gration et le recouvrement des indemnit\u00e9s de d\u00e9part impay\u00e9es.                <\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t                <div class=\"first-screen__action\">\r\n                    <a href=\"#contacts\" class=\"first-screen__button btn btn--secondary\" target=\"_self\">\r\n\t\t\t\t\t\tNous contacter                        <span class=\"btn__icon btn__icon--arrow\"><\/span>\r\n                    <\/a>\r\n                <\/div>\r\n\t\t\t        <\/div>\r\n    <\/div>\r\n<\/section>\r\n\n\n\r\n<section class=\"para-brands\">\r\n    <div class=\"container\">\r\n        <h2 class=\"clients-slider__title\">Nos clients<\/h2>\r\n        <div class=\"para-brands__grid\">\r\n            <!-- Slots injected via JS -->\r\n        <\/div>\r\n    <\/div>\r\n    <script>\r\n        document.addEventListener( 'DOMContentLoaded', () => {\r\n            const brandsData = 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'resize', () => {\r\n                clearTimeout( resizeTimer );\r\n                resizeTimer = setTimeout( () => {\r\n                    const newCount = getSlotsCount();\r\n                    if ( newCount !== slotsCount ) {\r\n                        initGrid();\r\n                        clearInterval( intervalId );\r\n                        if ( brandsData.length > newCount ) {\r\n                            intervalId = setInterval( swapRandomLogo, 2500 );\r\n                        }\r\n                    }\r\n                }, 200 );\r\n            } );\r\n        } );\r\n    <\/script>\r\n<\/section>\n\n<div class=\"content-wrapper content-wrapper--lg wp-block-custom-container\"><div class=\"container\">\n<div class=\"yoast-breadcrumbs\"><span><span><a href=\"https:\/\/ambylegal.by\/fr\/\">Home<\/a><\/span> <i class=\"sep\"><\/i> <span><a href=\"https:\/\/ambylegal.by\/fr\/services\/\">Services<\/a><\/span> <i class=\"sep\"><\/i> <span class=\"breadcrumb_last\" aria-current=\"page\">Litiges de licenciement et de restructuration en Bi\u00e9lorussie<\/span><\/span><\/div>\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<h2 class=\"wp-block-heading\">Cessation de la relation de travail en Bi\u00e9lorussie<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La cessation de la relation de travail en Bi\u00e9lorussie constitue une proc\u00e9dure formelle r\u00e9gie par le Code du travail. Les motifs de licenciement sont d\u00e9finis par la loi : un employeur ne peut pas simplement d\u00e9cider de mettre fin \u00e0 une relation de travail sans fondement l\u00e9gal. La proc\u00e9dure doit \u00eatre scrupuleusement respect\u00e9e et le solde de tout compte doit \u00eatre vers\u00e9 le dernier jour travaill\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Toute erreur commise \u00e0 l&rsquo;une ou l&rsquo;autre de ces \u00e9tapes engendre une exposition juridique. Un licenciement fond\u00e9 sur un motif ill\u00e9gal, ou entach\u00e9 d&rsquo;un vice de proc\u00e9dure, peut \u00eatre annul\u00e9 par un tribunal, ce qui entra\u00eene la r\u00e9int\u00e9gration du salari\u00e9, le versement des salaires moyens pour toute la p\u00e9riode d&rsquo;absence forc\u00e9e, ainsi qu&rsquo;une indemnisation pour pr\u00e9judice moral. Le co\u00fbt d&rsquo;un licenciement mal g\u00e9r\u00e9 est consid\u00e9rablement plus \u00e9lev\u00e9 que celui d&rsquo;une proc\u00e9dure correctement men\u00e9e d\u00e8s l&rsquo;origine.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">AMBY Legal conseille les employeurs sur les proc\u00e9dures de licenciement r\u00e9guli\u00e8res et repr\u00e9sente tant les employeurs que les salari\u00e9s dans les litiges relatifs aux cong\u00e9diements, depuis l&rsquo;\u00e9valuation initiale jusqu&rsquo;aux instances judiciaires et \u00e0 l&rsquo;ex\u00e9cution.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\">Motifs de licenciement \u00e0 l&rsquo;initiative de l&#8217;employeur<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le droit bi\u00e9lorusse \u00e9nonce les motifs pour lesquels un employeur peut r\u00e9silier un contrat de travail ou un kontrakt. Les motifs les plus fr\u00e9quents en vertu de l&rsquo;article 42 du Code du travail sont les suivants.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Liquidation de l&rsquo;organisation : <\/strong>Lorsque la soci\u00e9t\u00e9 fait l&rsquo;objet d&rsquo;une liquidation totale. Tous les salari\u00e9s sont soumis au licenciement pour ce motif, sans exception. Un pr\u00e9avis de deux mois est requis.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Licenciement \u00e9conomique (r\u00e9duction des effectifs ou des postes) : <\/strong>Lorsque l&#8217;employeur doit r\u00e9duire le nombre de salari\u00e9s ou supprimer des postes sp\u00e9cifiques. L&#8217;employeur doit respecter le droit de priorit\u00e9 au maintien en poste pour certaines cat\u00e9gories de salari\u00e9s : ceux b\u00e9n\u00e9ficiant d&rsquo;une productivit\u00e9 ou de qualifications sup\u00e9rieures sont prioritaires. Un pr\u00e9avis de deux mois s&rsquo;applique et des indemnit\u00e9s de licenciement sont obligatoires.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Inaptitude au poste : <\/strong>Lorsque le salari\u00e9 ne satisfait pas aux exigences de sa fonction, ce qui est confirm\u00e9 par une proc\u00e9dure de certification. L&#8217;employeur doit proposer au salari\u00e9 tout autre poste disponible avant de proc\u00e9der au licenciement sur cette base.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Manquement syst\u00e9matique aux obligations professionnelles sans motif valable : <\/strong>Lorsque le salari\u00e9 a d\u00e9j\u00e0 fait l&rsquo;objet d&rsquo;une sanction disciplinaire et commet une nouvelle infraction. Chaque \u00e9tape disciplinaire doit \u00eatre document\u00e9e de mani\u00e8re irr\u00e9prochable.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Faute lourde unique : <\/strong>Un manquement grave et ponctuel justifiant un licenciement imm\u00e9diat : absence injustifi\u00e9e du poste pendant plus de trois heures au cours d&rsquo;une journ\u00e9e de travail, pr\u00e9sentation au travail en \u00e9tat d&rsquo;ivresse, vol et agissements similaires. La proc\u00e9dure de constatation et de prononc\u00e9 de la sanction disciplinaire doit \u00eatre strictement observ\u00e9e.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Perte de confiance : <\/strong>Applicable aux salari\u00e9s manipulant directement des fonds ou des biens mat\u00e9riels (caissiers, magasiniers) dont le comportement s\u00e8me le doute sur leur probit\u00e9. Les faits doivent \u00eatre \u00e9tablis et consign\u00e9s par \u00e9crit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Dans le cadre des kontrakty : <\/strong>Des motifs additionnels de r\u00e9siliation anticip\u00e9e peuvent \u00eatre stipul\u00e9s dans le kontrakt lui-m\u00eame, tels que l&rsquo;atteinte insuffisante d&rsquo;indicateurs de performance convenus. Ces motifs doivent \u00eatre clairement d\u00e9finis dans le kontrakt pour \u00eatre opposables.<\/p>\n\n<\/div><\/div>\n\n<section class=\"hcta hcta--dark \" style=\"--bg-image-desktop: url('https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/cta-bg-scaled.webp');--bg-image-tablet: url('https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/03\/3-t.webp');--bg-image-mobile: url('https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/03\/3-m.webp');--bg-image: url('https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/02\/cta-bg-scaled.webp');\">\n\t            <div class=\"hcta__inner\">\n                <div class=\"container\">\n\t\t\t\t\t                    <h2 class=\"hcta__title h3\">Litiges du travail en Bi\u00e9lorussie<\/h2>\n                    <p class=\"hcta__snippet\">Assistance juridique professionnelle dans les litiges du travail en Bi\u00e9lorussie.<\/p>\n\t\t\t\t\t                        <div class=\"hcta__action\">\n                            <a href=\"https:\/\/ambylegal.by\/fr\/services\/litigation-and-dispute-resolution-in-belarus\/labor-disputes\/\" target=\"\" class=\"btn btn--dark\">\n\t\t\t\t\t\t\t\tEn savoir plus                                <span class=\"btn__icon btn__icon--arrow\"><\/span>\n                            <\/a>\n                        <\/div>\n\t\t\t\t\t                <\/div>\n            <\/div>\n<\/section>\n\n\n<section class=\"htextimg htextimg--right\">\r\n    <div class=\"container\">\r\n        <div class=\"htextimg__wrapper\">\r\n            <div class=\"htextimg__image\">\r\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"1000\" height=\"700\" src=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-1-1.png\" class=\"attachment-full size-full\" alt=\"image 67 (1)\" srcset=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-1-1.png 1000w, https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-1-1-300x210.png 300w, https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-1-1-768x538.png 768w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>            <\/div>\r\n            <div class=\"htextimg__entry\">\r\n                <h2 class=\"htextimg__title title h3\">R\u00e9siliation par accord mutuel<\/h2>\r\n                <div class=\"htextimg__snippet\"><p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">La voie la plus nette et la plus souple pour mettre fin \u00e0 une relation de travail est l&rsquo;accord mutuel (\u0441\u043e\u0433\u043b\u0430\u0448\u0435\u043d\u0438\u0435 \u0441\u0442\u043e\u0440\u043e\u043d). Les deux parties conviennent de la date de cessation et de toute condition accessoire (indemnit\u00e9 de d\u00e9part sup\u00e9rieure au minimum l\u00e9gal, lib\u00e9ration des obligations post-professionnelles ou autres modalit\u00e9s convenues). L&rsquo;accord doit \u00eatre \u00e9tabli par \u00e9crit afin de pr\u00e9venir tout litige ult\u00e9rieur.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">L&rsquo;accord mutuel peut \u00eatre \u00e0 l&rsquo;initiative de l&#8217;employeur ou du salari\u00e9. Il n&rsquo;existe aucun d\u00e9lai de pr\u00e9avis obligatoire : les parties conviennent de la date. Les conditions peuvent \u00eatre librement n\u00e9goci\u00e9es, dans le respect des limites du Code du travail.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Nous conseillons sur la structuration de r\u00e9siliations par accord mutuel qui soient nettes, document\u00e9es et ex\u00e9cutoires, sans g\u00e9n\u00e9rer de passifs non intentionnels.<\/p>\n<\/div>\r\n\t\t\t\t            <\/div>\r\n        <\/div>\r\n    <\/div>\r\n<\/section>\r\n\n\n<section class=\"htextimg htextimg--left\">\r\n    <div class=\"container\">\r\n        <div class=\"htextimg__wrapper\">\r\n            <div class=\"htextimg__image\">\r\n\t\t\t\t<img width=\"1000\" height=\"700\" src=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-2.png\" class=\"attachment-full size-full\" alt=\"image 67 (2)\" srcset=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-2.png 1000w, https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-2-300x210.png 300w, https:\/\/ambylegal.by\/wp-content\/uploads\/2023\/11\/image-67-2-768x538.png 768w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" loading=\"lazy\" decoding=\"async\" \/>            <\/div>\r\n            <div class=\"htextimg__entry\">\r\n                <h2 class=\"htextimg__title title h3\">Licenciement \u00e9conomique : la proc\u00e9dure ad\u00e9quate<\/h2>\r\n                <div class=\"htextimg__snippet\"><p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Le licenciement pour motif \u00e9conomique (\u0441\u043e\u043a\u0440\u0430\u0449\u0435\u043d\u0438\u0435 \u0447\u0438\u0441\u043b\u0435\u043d\u043d\u043e\u0441\u0442\u0438 \u0438\u043b\u0438 \u0448\u0442\u0430\u0442\u0430) est l&rsquo;une des proc\u00e9dures de licenciement les plus exigeantes en droit bi\u00e9lorusse. La proc\u00e9dure correcte est la suivante.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">D\u00e9cision et documentation : L&#8217;employeur prend une d\u00e9cision formelle de r\u00e9duire les effectifs ou de supprimer des postes, formalis\u00e9e par un ordre de service.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">\u00c9valuation du droit de priorit\u00e9 : L&#8217;employeur identifie les salari\u00e9s b\u00e9n\u00e9ficiant d&rsquo;un droit de priorit\u00e9 au maintien en poste (ceux ayant une productivit\u00e9 ou des qualifications sup\u00e9rieures). Lorsque la productivit\u00e9 et les qualifications sont \u00e9gales, des crit\u00e8res additionnels s&rsquo;appliquent : salari\u00e9s ayant deux personnes \u00e0 charge ou plus, salari\u00e9s constituant l&rsquo;unique soutien de famille, salari\u00e9s ayant subi un accident du travail aupr\u00e8s de cet employeur, et autres.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Pr\u00e9avis de deux mois :<\/strong> Les salari\u00e9s d\u00e9sign\u00e9s pour un licenciement \u00e9conomique doivent recevoir une notification \u00e9crite au moins deux mois avant la date de cessation effective.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Proposition de postes alternatifs :<\/strong> L&#8217;employeur est tenu de proposer aux salari\u00e9s concern\u00e9s tout autre poste vacant correspondant \u00e0 leurs qualifications. Le licenciement ne peut intervenir qu&rsquo;en l&rsquo;absence de poste appropri\u00e9 ou en cas de refus du salari\u00e9.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Information du syndicat :<\/strong> En pr\u00e9sence d&rsquo;une organisation syndicale, celle-ci doit \u00eatre inform\u00e9e au moins deux mois \u00e0 l&rsquo;avance.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Indemnit\u00e9 de licenciement :<\/strong> Les salari\u00e9s licenci\u00e9s pour motif \u00e9conomique ont droit \u00e0 une indemnit\u00e9 de d\u00e9part d&rsquo;au moins trois mois de salaire moyen.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Notification au service de l&#8217;emploi :<\/strong> L&#8217;employeur doit notifier le licenciement \u00e9conomique aux services de l&#8217;emploi.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Toute irr\u00e9gularit\u00e9 commise \u00e0 l&rsquo;une de ces \u00e9tapes conf\u00e8re au salari\u00e9 le droit de contester son licenciement.<\/p>\n<\/div>\r\n\t\t\t\t            <\/div>\r\n        <\/div>\r\n    <\/div>\r\n<\/section>\r\n\n\n\r\n<section class=\"features-grid\">\r\n    <div class=\"container\">\r\n        <div class=\"features-grid__header\">\r\n            <h2 class=\"features-grid__title\">Nos prestations<\/h2>\r\n\t\t\t        <\/div>\r\n\t\t\r\n\t\t            <div class=\"features-grid__list\">\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Conseil en mati\u00e8re de licenciement<\/h3>\r\n                        <div class=\"feature-card__text\">Nous conseillons les employeurs sur le motif et la proc\u00e9dure appropri\u00e9s pour r\u00e9silier un contrat de travail ou un kontrakt, avant toute mesure effective.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Structuration d&#039;accords mutuels<\/h3>\r\n                        <div class=\"feature-card__text\">Nous r\u00e9digeons les actes de r\u00e9siliation par accord mutuel en veillant \u00e0 ce que les termes soient clairs, contraignants et protecteurs des int\u00e9r\u00eats de l&#039;employeur.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Gestion de la proc\u00e9dure de licenciement \u00e9conomique<\/h3>\r\n                        <div class=\"feature-card__text\">Nous g\u00e9rons l&#039;int\u00e9gralit\u00e9 de la proc\u00e9dure de licenciement \u00e9conomique, depuis la d\u00e9cision initiale et l&#039;\u00e9valuation des droits de priorit\u00e9 jusqu&#039;au pr\u00e9avis, aux propositions de postes de remplacement et au solde de tout compte.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Calcul du solde de tout compte<\/h3>\r\n                        <div class=\"feature-card__text\">Nous calculons le montant exact du r\u00e8glement final (incluant l&#039;ensemble des composantes obligatoires) et conseillons sur la proc\u00e9dure de versement.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">D\u00e9fense des salari\u00e9s<\/h3>\r\n                        <div class=\"feature-card__text\">Nous repr\u00e9sentons les salari\u00e9s dans les actions pour licenciement abusif : \u00e9valuation des motifs de contestation et saisine des tribunaux bi\u00e9lorusses aux fins de r\u00e9int\u00e9gration ou d&#039;indemnisation.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">D\u00e9fense des employeurs<\/h3>\r\n                        <div class=\"feature-card__text\">Nous repr\u00e9sentons les employeurs dans les demandes en r\u00e9int\u00e9gration et les litiges pour licenciement abusif intent\u00e9s par d&#039;anciens salari\u00e9s : pr\u00e9paration de la d\u00e9fense et repr\u00e9sentation aux audiences judiciaires.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Conseil en proc\u00e9dure disciplinaire<\/h3>\r\n                        <div class=\"feature-card__text\">Nous conseillons les employeurs sur la proc\u00e9dure correcte de prononc\u00e9 des sanctions disciplinaires afin de garantir que la documentation \u00e9taye un \u00e9ventuel licenciement ult\u00e9rieur si n\u00e9cessaire.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t            <\/div>\r\n\t\t\t\r\n\t\t\t                <div class=\"features-grid__footer\">\r\n                    <button type=\"button\" class=\"features-grid__toggle btn btn--outline-invert\" data-features-grid-toggle=\"\">\r\n                        <span class=\"btn__text\">Plus<\/span>\r\n                        <span class=\"btn__icon btn__icon--arrow\"><\/span>\r\n                    <\/button>\r\n                <\/div>\r\n\t\t\t\t\t    <\/div>\r\n    <script>\r\n        ( function () {\r\n            const initFeaturesGrid = () => {\r\n                document.querySelectorAll( '.features-grid' ).forEach( grid => {\r\n                    if ( grid.dataset.featuresGridInit ) return;\r\n             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'none';\r\n                            }, 400 );\r\n                        }\r\n                        else {\r\n                            list.style.maxHeight = list.scrollHeight + 'px';\r\n                            list.offsetHeight;\r\n\r\n                            const h = getCollapsedHeight();\r\n                            if ( h ) {\r\n                                list.style.maxHeight = h + 'px';\r\n                            }\r\n                            btnText.textContent = 'Plus';\r\n                        }\r\n                    } );\r\n\r\n                    window.addEventListener( 'resize', updateHeight );\r\n                    setTimeout( updateHeight, 100 );\r\n                    updateHeight();\r\n                } );\r\n            };\r\n\r\n            if ( document.readyState === 'loading' ) {\r\n                document.addEventListener( 'DOMContentLoaded', initFeaturesGrid );\r\n            }\r\n            else {\r\n                initFeaturesGrid();\r\n            }\r\n        } )();\r\n    <\/script>\r\n<\/section>\n\n\r\n<section class=\"features-grid\">\r\n    <div class=\"container\">\r\n        <div class=\"features-grid__header\">\r\n            <h2 class=\"features-grid__title\">Pourquoi nous choisir<\/h2>\r\n\t\t\t        <\/div>\r\n\t\t\r\n\t\t            <div class=\"features-grid__list\">\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Ma\u00eetrise du Code du travail<\/h3>\r\n                        <div class=\"feature-card__text\">Nous ma\u00eetrisons les motifs et proc\u00e9dures de licenciement pr\u00e9vus par le Code du travail bi\u00e9lorusse, y compris les r\u00e8gles sp\u00e9cifiques applicables aux kontrakty et aux cat\u00e9gories prot\u00e9g\u00e9es de salari\u00e9s.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Repr\u00e9sentation des deux parties<\/h3>\r\n                        <div class=\"feature-card__text\">Nous repr\u00e9sentons tant les employeurs que les salari\u00e9s dans les litiges de licenciement, ce qui nous conf\u00e8re une vision globale des arguments de chaque partie.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Sp\u00e9cialisation employeurs \u00e9trangers<\/h3>\r\n                        <div class=\"feature-card__text\">Nous conseillons r\u00e9guli\u00e8rement des entreprises \u00e9trang\u00e8res sur le licenciement de salari\u00e9s bi\u00e9lorusses, notamment sur l&#039;articulation entre la rupture du contrat et l&#039;annulation du permis de travail pour les salari\u00e9s \u00e9trangers.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">Gestion \u00e0 distance<\/h3>\r\n                        <div class=\"feature-card__text\">Nous conseillons les employeurs \u00e9trangers enti\u00e8rement \u00e0 distance, par procuration et consultation vid\u00e9o si n\u00e9cessaire.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t                    <article class=\"feature-card\">\r\n                        <h3 class=\"feature-card__title h5\">\u00c9quipe anglophone<\/h3>\r\n                        <div class=\"feature-card__text\">Nous travaillons en anglais et en russe, ce qui est indispensable pour les employeurs \u00e9trangers confront\u00e9s \u00e0 une proc\u00e9dure se d\u00e9roulant exclusivement en bi\u00e9lorusse et en russe.<\/div>\r\n\t\t\t\t\t\t\r\n\t\t\t\t\t\t                    <\/article>\r\n\t\t\t\t            <\/div>\r\n\t\t\t\r\n\t\t\t                <div class=\"features-grid__footer\">\r\n                    <button type=\"button\" class=\"features-grid__toggle btn btn--outline-invert\" data-features-grid-toggle=\"\">\r\n                        <span class=\"btn__text\">Plus<\/span>\r\n                        <span class=\"btn__icon btn__icon--arrow\"><\/span>\r\n                    <\/button>\r\n                <\/div>\r\n\t\t\t\t\t    <\/div>\r\n    <script>\r\n        ( function () {\r\n            const initFeaturesGrid = () => {\r\n                document.querySelectorAll( '.features-grid' ).forEach( grid => {\r\n                    if ( grid.dataset.featuresGridInit ) return;\r\n                    grid.dataset.featuresGridInit = 'true';\r\n\r\n                    const toggleBtn = grid.querySelector( '[data-features-grid-toggle]' );\r\n                    const list      = grid.querySelector( '.features-grid__list' );\r\n                    if ( ! toggleBtn || ! list ) return;\r\n\r\n                    const btnText  = toggleBtn.querySelector( '.btn__text' );\r\n                    let isExpanded = false;\r\n\r\n                    const getCollapsedHeight = () => {\r\n                        const items = list.querySelectorAll( '.feature-card' );\r\n                        if ( items.length <= 3 ) return null;\r\n\r\n                        const thirdItem = items[ 2 ];\r\n\r\n                        return thirdItem.offsetTop + thirdItem.offsetHeight;\r\n                    };\r\n\r\n                    const updateHeight = () => {\r\n                        if ( window.innerWidth < 768 ) {\r\n                            if ( ! isExpanded ) {\r\n                                const h = getCollapsedHeight();\r\n                                if ( h ) list.style.maxHeight = h + 'px';\r\n                            }\r\n                        }\r\n                        else {\r\n                            list.style.maxHeight = 'none';\r\n                        }\r\n                    };\r\n\r\n                    toggleBtn.addEventListener( 'click', () => {\r\n                        if ( window.innerWidth >= 768 ) return;\r\n\r\n                        isExpanded = ! isExpanded;\r\n                        grid.classList.toggle( 'is-expanded', isExpanded );\r\n\r\n                        if ( isExpanded ) {\r\n                            const fullHeight     = list.scrollHeight;\r\n                            list.style.maxHeight = fullHeight + 'px';\r\n                            btnText.textContent  = 'Moins';\r\n\r\n                            setTimeout( () => {\r\n                                if ( isExpanded ) list.style.maxHeight = 'none';\r\n                            }, 400 );\r\n                        }\r\n                        else {\r\n                            list.style.maxHeight = list.scrollHeight + 'px';\r\n                            list.offsetHeight;\r\n\r\n                            const h = getCollapsedHeight();\r\n                            if ( h ) {\r\n                                list.style.maxHeight = h + 'px';\r\n                            }\r\n                            btnText.textContent = 'Plus';\r\n                        }\r\n                    } );\r\n\r\n                    window.addEventListener( 'resize', updateHeight );\r\n                    setTimeout( updateHeight, 100 );\r\n                    updateHeight();\r\n                } );\r\n            };\r\n\r\n            if ( document.readyState === 'loading' ) {\r\n                document.addEventListener( 'DOMContentLoaded', initFeaturesGrid );\r\n            }\r\n            else {\r\n                initFeaturesGrid();\r\n            }\r\n        } )();\r\n    <\/script>\r\n<\/section>\n\n    <section class=\"hfaq\">\n        <div class=\"container\">\n            <div class=\"hfaq__wrapper\">\n                <h2 class=\"hfaq__title title title-lg\">Questions fr\u00e9quentes<\/h2>\n                <div class=\"hfaq__items\">\n\t\t\t\t\t                        <div class=\"accordion\">\n                            <div class=\"accordion__head\">Un employeur en Bi\u00e9lorussie peut-il licencier un salari\u00e9 sans motif pr\u00e9cis ?<\/div>\n                            <div class=\"accordion__body\">\n                                <div class=\"accordion__inner\"><p>Non. Les motifs de licenciement \u00e0 l&rsquo;initiative de l&#8217;employeur sont limitativement d\u00e9finis par la loi. Un employeur ne peut rompre une relation de travail sans motif l\u00e9gal, f\u00fbt-ce avec le versement d&rsquo;indemnit\u00e9s de d\u00e9part g\u00e9n\u00e9reuses. Tout licenciement d\u00e9pourvu de fondement l\u00e9gal est abusif et peut \u00eatre annul\u00e9 par un tribunal.<\/p>\n<\/div>\n                            <\/div>\n                        <\/div>\n\t\t\t\t\t                        <div class=\"accordion\">\n                            <div class=\"accordion__head\">Quel est le d\u00e9lai de pr\u00e9avis en cas de licenciement \u00e9conomique en Bi\u00e9lorussie ?<\/div>\n                            <div class=\"accordion__body\">\n                                <div class=\"accordion__inner\"><p>Deux mois \u00e0 compter de la r\u00e9ception par le salari\u00e9 de la notification \u00e9crite. Durant cette p\u00e9riode, le salari\u00e9 continue \u00e0 travailler et per\u00e7oit son salaire int\u00e9gral. L&#8217;employeur est \u00e9galement tenu de lui proposer des postes de rechange pendant ce laps de temps.<\/p>\n<\/div>\n                            <\/div>\n                        <\/div>\n\t\t\t\t\t                        <div class=\"accordion\">\n                            <div class=\"accordion__head\">Quelles indemnit\u00e9s de d\u00e9part sont dues en cas de licenciement \u00e9conomique ?<\/div>\n                            <div class=\"accordion__body\">\n                                <div class=\"accordion__inner\"><p>Au moins trois mois de salaire moyen. Des montants sup\u00e9rieurs peuvent \u00eatre pr\u00e9vus par le contrat ou la convention collective. Le calcul s&rsquo;\u00e9tablit sur la base des gains mensuels moyens per\u00e7us au cours des deux mois pr\u00e9c\u00e9dents.<\/p>\n<\/div>\n                            <\/div>\n                        <\/div>\n\t\t\t\t\t                        <div class=\"accordion\">\n                            <div class=\"accordion__head\">Une salari\u00e9e enceinte peut-elle \u00eatre licenci\u00e9e en Bi\u00e9lorussie ?<\/div>\n                            <div class=\"accordion__body\">\n                                <div class=\"accordion__inner\"><p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Pas \u00e0 l&rsquo;initiative de l&#8217;employeur, sauf en cas de liquidation totale de l&rsquo;organisation. Le licenciement d&rsquo;une salari\u00e9e enceinte pour tout autre motif (y compris \u00e9conomique ou disciplinaire) est strictement prohib\u00e9 et sera annul\u00e9 par un tribunal.<\/p>\n<\/div>\n                            <\/div>\n                        <\/div>\n\t\t\t\t\t                        <div class=\"accordion\">\n                            <div class=\"accordion__head\">Que se passe-t-il si l&#8217;employeur retarde le versement du solde de tout compte ?<\/div>\n                            <div class=\"accordion__body\">\n                                <div class=\"accordion__inner\"><p>L&#8217;employeur est redevable d&rsquo;une indemnit\u00e9 pour chaque jour de retard calcul\u00e9e sur la base des gains journaliers moyens, en sus des sommes d\u00e9j\u00e0 dues. Aucun motif ne saurait justifier un retard : l&rsquo;insuffisance de tr\u00e9sorerie, le refus du salari\u00e9 d&rsquo;accomplir les formalit\u00e9s de passation de consignes ou toute autre raison ne sauraient excuser une tardivet\u00e9 de paiement.<\/p>\n<\/div>\n                            <\/div>\n                        <\/div>\n\t\t\t\t\t                        <div class=\"accordion\">\n                            <div class=\"accordion__head\">De quel d\u00e9lai dispose un salari\u00e9 pour contester un licenciement abusif ?<\/div>\n                            <div class=\"accordion__body\">\n                                <div class=\"accordion__inner\"><p>Un mois \u00e0 compter de la date \u00e0 laquelle le salari\u00e9 a re\u00e7u l&rsquo;arr\u00eat\u00e9 de licenciement ou le livret de travail comportant l&rsquo;inscription y aff\u00e9rente. Ce d\u00e9lai est strict : les r\u00e9clamations d\u00e9pos\u00e9es apr\u00e8s un mois sont rejet\u00e9es, \u00e0 moins de circonstances exceptionnelles justifiant le retard.<\/p>\n<\/div>\n                            <\/div>\n                        <\/div>\n\t\t\t\t\t                <\/div>\n            <\/div>\n        <\/div>\n\t\t\t\t        <script>\n\t\t\tdocument.addEventListener('DOMContentLoaded', function(){\n\t\t\t\tdocument.querySelector( 'body' ).addEventListener( 'click', function ( e ) {\n\t\t\t\t\tif ( e.target.classList.contains( 'accordion__head' ) ) {\n\t\t\t\t\t\tlet root = e.target.closest( '.accordion' );\n\t\t\t\t\t\tlet body = e.target.nextElementSibling;\n\n\t\t\t\t\t\tif ( body.style.maxHeight ) {\n\t\t\t\t\t\t\tbody.style.maxHeight = null;\n\t\t\t\t\t\t\troot.classList.remove( 'accordion--expanded' );\n\t\t\t\t\t\t}\n\t\t\t\t\t\telse {\n\t\t\t\t\t\t\tbody.style.maxHeight = body.scrollHeight + 'px';\n\t\t\t\t\t\t\troot.classList.add( 'accordion--expanded' );\n\t\t\t\t\t\t}\n\t\t\t\t\t}\n\t\t\t\t} );\n\t\t\t});\n        <\/script>\n\t\t    <\/section>\n\n\n<section class=\"blogg blogg--3\">\n    <div class=\"container\">\n        <h2 class=\"blogg__title\">Actualit\u00e9s<\/h2>\n\n        <div class=\"blogg__grid\">\n\t\t\t<article class=\"news-card\">\n    <a href=\"https:\/\/ambylegal.by\/fr\/news\/belarusian-debtor-bankrupt-foreign-creditor-guide\/\" class=\"news-card__image\">\n\t\t<img width=\"2000\" height=\"1333\" src=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/11\/15392.jpg\" class=\"news-card__img wp-post-image\" alt=\"Faillite de votre d\u00e9biteur bi\u00e9lorusse en 2026 : le guide de survie du cr\u00e9ancier \u00e9tranger\" srcset=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/11\/15392.jpg 2000w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/11\/15392-300x200.jpg 300w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/11\/15392-1024x682.jpg 1024w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/11\/15392-768x512.jpg 768w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/11\/15392-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 2000px) 100vw, 2000px\" loading=\"lazy\" decoding=\"async\" \/>    <\/a>\n    <div class=\"news-card__content\">\n        <a href=\"https:\/\/ambylegal.by\/fr\/news\/belarusian-debtor-bankrupt-foreign-creditor-guide\/\" class=\"news-card__title\">Faillite de votre d\u00e9biteur bi\u00e9lorusse en 2026 : le guide de survie du cr\u00e9ancier \u00e9tranger<\/a>\n        <div class=\"news-card__excerpt\"><p>Pour un cr\u00e9ancier \u00e9tranger, le mot \u00ab faillite \u00bb associ\u00e9 au nom d&rsquo;un d\u00e9biteur bi\u00e9lorusse est un coup dur. Le premier r\u00e9flexe est souvent de consid\u00e9rer que l&rsquo;argent est perdu et que la porte s&rsquo;est d\u00e9finitivement referm\u00e9e sur les sommes dues. Cette r\u00e9action est totalement erron\u00e9e et c&rsquo;est pr\u00e9cis\u00e9ment ainsi que les cr\u00e9anciers perdent ce [&hellip;]<\/p>\n<\/div>\n\t\t\n        <div class=\"news-card__meta\">\n            <div class=\"news-card__author\">\n\t\t\t\t                <span class=\"news-card__name\">Par <strong>AMBY Legal Team<\/strong><\/span>\n            <\/div>\n            <span class=\"news-card__date\">30.10.2026<\/span>\n        <\/div>\n    <\/div>\n<\/article>\n<article class=\"news-card\">\n    <a href=\"https:\/\/ambylegal.by\/fr\/news\/asset-freezes-interim-measures-belarus\/\" class=\"news-card__image\">\n\t\t<img width=\"2000\" height=\"1333\" src=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/7717.jpg\" class=\"news-card__img wp-post-image\" alt=\"Gel des avoirs et mesures conservatoires en Bi\u00e9lorussie en 2026 : s\u00e9curiser les actifs du d\u00e9biteur avant le jugement\" srcset=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/7717.jpg 2000w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/7717-300x200.jpg 300w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/7717-1024x682.jpg 1024w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/7717-768x512.jpg 768w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/7717-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 2000px) 100vw, 2000px\" loading=\"lazy\" decoding=\"async\" \/>    <\/a>\n    <div class=\"news-card__content\">\n        <a href=\"https:\/\/ambylegal.by\/fr\/news\/asset-freezes-interim-measures-belarus\/\" class=\"news-card__title\">Gel des avoirs et mesures conservatoires en Bi\u00e9lorussie en 2026 : s\u00e9curiser les actifs du d\u00e9biteur avant le jugement<\/a>\n        <div class=\"news-card__excerpt\"><p>Au c\u0153ur du contentieux du recouvrement de cr\u00e9ances r\u00e9side une dure v\u00e9rit\u00e9 que les cr\u00e9anciers d\u00e9couvrent souvent trop tard : obtenir gain de cause n&rsquo;a d&rsquo;int\u00e9r\u00eat que s&rsquo;il reste des actifs sur lesquels ex\u00e9cuter la d\u00e9cision. Un demandeur qui consacre un an et des sommes consid\u00e9rables \u00e0 obtenir un jugement, pour s&rsquo;apercevoir que le d\u00e9biteur [&hellip;]<\/p>\n<\/div>\n\t\t\n        <div class=\"news-card__meta\">\n            <div class=\"news-card__author\">\n\t\t\t\t                <span class=\"news-card__name\">Par <strong>AMBY Legal Team<\/strong><\/span>\n            <\/div>\n            <span class=\"news-card__date\">28.10.2026<\/span>\n        <\/div>\n    <\/div>\n<\/article>\n<article class=\"news-card\">\n    <a href=\"https:\/\/ambylegal.by\/fr\/news\/foreign-will-belarusian-assets\/\" class=\"news-card__image\">\n\t\t<img width=\"2000\" height=\"1167\" src=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/2193.jpg\" class=\"news-card__img wp-post-image\" alt=\"Un testament \u00e9tranger est-il valable pour des biens en Bi\u00e9lorussie en 2026 ? Que deviennent vos biens en Bi\u00e9lorussie\" srcset=\"https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/2193.jpg 2000w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/2193-300x175.jpg 300w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/2193-1024x598.jpg 1024w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/2193-768x448.jpg 768w, https:\/\/ambylegal.by\/wp-content\/uploads\/2026\/10\/2193-1536x896.jpg 1536w\" sizes=\"auto, (max-width: 2000px) 100vw, 2000px\" loading=\"lazy\" decoding=\"async\" \/>    <\/a>\n    <div class=\"news-card__content\">\n        <a href=\"https:\/\/ambylegal.by\/fr\/news\/foreign-will-belarusian-assets\/\" class=\"news-card__title\">Un testament \u00e9tranger est-il valable pour des biens en Bi\u00e9lorussie en 2026 ? Que deviennent vos biens en Bi\u00e9lorussie<\/a>\n        <div class=\"news-card__excerpt\"><p>C&rsquo;est l&rsquo;une des id\u00e9es les plus naturelles qu&rsquo;un testateur puisse se faire au sujet de son testament : je l&rsquo;ai sign\u00e9 en bonne et due forme chez moi, il indique qui re\u00e7oit quoi, donc c&rsquo;est ce qui se passera partout et pour tout ce que je poss\u00e8de. Pour l&rsquo;essentiel d&rsquo;une succession, dans la plupart des [&hellip;]<\/p>\n<\/div>\n\t\t\n        <div class=\"news-card__meta\">\n            <div class=\"news-card__author\">\n\t\t\t\t                <span class=\"news-card__name\">Par <strong>AMBY Legal Team<\/strong><\/span>\n            <\/div>\n            <span class=\"news-card__date\">26.10.2026<\/span>\n        <\/div>\n    <\/div>\n<\/article>\n        <\/div>\n\t\t\n\t\t            <div class=\"news__more blog-view-more\">\n                <a href=\"\/fr\/news\/\" class=\"btn btn--primary\">\n\t\t\t\t\tVoir plus                    <span class=\"btn__icon btn__icon--arrow\"><\/span>\n                <\/a>\n            <\/div>\n\t\t    <\/div>\n<\/section>\n","protected":false},"featured_media":0,"parent":0,"menu_order":0,"template":"page-templates\/template-canvas.php","class_list":["post-58350","services","type-services","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Litiges de licenciement et de restructuration en Bi\u00e9lorussie | AMBY Legal<\/title>\n<meta name=\"description\" content=\"Les avocats d&#039;AMBY Legal conseillent sur le licenciement et la restructuration en droit bi\u00e9lorusse : cong\u00e9diement r\u00e9gulier, solde de tout compte, actions en r\u00e9int\u00e9gration, litiges de licenciement abusif. 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