In Lebanon, labor laws permit termination of employment under certain conditions. These include economic reasons such as restructuring, financial distress, technological changes, or cessation of activities deemed essential by the employer. However, this requires approval from the Ministry of Labor. Disciplinary reasons can also lead to termination. These include serious misconduct like gross negligence, insubordination, theft, repeated absence, violence, revealing company secrets, and so on. Repeated minor misconduct after warnings and progressive sanctions can also be grounds for dismissal. Lastly, an employee's inability to perform the job due to prolonged or frequent illness, disability, or lack of qualifications can lead to termination.

Notice Requirements

The required notice period for termination in Lebanon depends on the employee's length of service. For those with less than 6 months of service, a 10-day prior notice is required. For those with 6 months to 2 years of service, a 1-month prior notice is needed. Employees with 2-5 years of service require a 2-month prior notice, while those with 5-10 years of service need a 3-month prior notice. For those with over 10 years of service, at least 3 months' notice is required, with additional days depending on the length of service. However, notice is not required in cases of serious misconduct by the employee.

Severance Pay

Upon termination, employees in Lebanon are entitled to severance pay, except in the case of serious misconduct, resignation, or short-term contracts (under 3 months). The calculation method is based on the employee's length of service and salary. For each year of service, one month's salary is given as severance pay. This amount can be higher depending on collective bargaining agreements or individual employment contracts.

In Lebanon, specific provisions against discrimination are limited, but some protections do exist. For instance, Article 7 of the Lebanese Constitution suggests equal treatment regardless of gender, stating, "All the Lebanese are equal before the law... and equally enjoy civil and political rights...". However, enforcement can be uncertain. The Lebanese Labor Code also prohibits discrimination in employment based on political opinions.

While not explicitly addressed in labor laws, discrimination based on religious affiliation is a known concern due to Lebanon's sectarian political system. However, Lebanon's laws provide little protection against discrimination based on race, disability, sexual orientation, gender identity, or age.

Redress Mechanisms

Options for pursuing redress in discrimination cases in Lebanon are limited. For claims related to gender or political affiliation, employees can lodge a complaint with the Ministry of Labor. Disputes beyond the Ministry of Labor may be taken to court, but the success of such cases depends heavily on interpretations of existing laws, which aren't specifically designed for anti-discrimination. External organizations such as Human Rights Watch and NGOs advocating for labor rights could also provide support.

Employer Responsibilities

While no specific anti-discrimination laws govern workplaces, Lebanese employers have general obligations. They are expected to provide a working environment free from unfair treatment, particularly on the limited grounds covered by current regulations. They should also establish and communicate internal procedures for handling discrimination complaints.

In conclusion, Lebanon lacks strong anti-discrimination laws. Efforts to address discrimination depend on interpretations of existing legislation and advocacy efforts by external organizations.

In Lebanon, the maximum standard workweek is 48 hours. However, overtime work is allowed, with employers required to compensate employees with additional pay. The specific overtime rates and limits are established in Article 43 of the Lebanese Labour Code. Certain industries, including those with hazardous conditions, may have reduced maximum workweek regulations outlined in the Lebanese Labour Code.

Rest Periods

Employees are entitled to a minimum rest period of at least 9 consecutive hours per day. Additionally, the Lebanese Labour Code mandates at least 24 consecutive hours of rest per week. Lebanon observes several public holidays, with employees generally receiving paid time off on these days.

Ergonomic Requirements

While the Lebanese Labour Code does not have comprehensive regulations specifically focused on ergonomics, employers have responsibilities to promote a safe and healthy work environment. This includes taking reasonable measures to reduce the risk of injuries, including those resulting from repetitive strain or poor workplace design. Employers should also consider potential workplace health hazards, including those related to ergonomics, and implement measures to protect employees' well-being.

Lebanon prioritizes worker well-being through a framework of health and safety regulations. These regulations outline the obligations of employers, the rights of employees, and the enforcement mechanisms to ensure a safe work environment.

Employer Obligations

The Lebanese Labour Code and related health and safety decrees impose several key obligations on employers:

• Provide a Safe Workplace: Employers must take all necessary measures to ensure the safety and health of their employees at work. This includes preventing accidents, occupational illnesses, and fires.

• Risk Assessments: Employers are obligated to conduct risk assessments to identify potential hazards in the workplace and implement control measures to mitigate them.

• Provide Personal Protective Equipment (PPE): When necessary, employers must provide employees with appropriate PPE for the specific hazards of their job.

• Training and Information: Employers must provide employees with training and information on health and safety risks, safe work practices, and emergency procedures.

Employee Rights

Employees in Lebanon have the following rights regarding health and safety in the workplace:

• Right to a Safe Work Environment: Employees have the right to work in a safe and healthy environment free from foreseeable risks.

• Refusal of Unsafe Work: Although not explicitly mentioned in the Labour Code, employees may have the right to refuse work that they reasonably believe presents an imminent danger to their safety or health.

• Right to Information: Employees have the right to be informed about potential hazards in the workplace and the measures taken to control them.

Enforcement Agencies

The primary enforcement agency for health and safety regulations in Lebanon is the Ministry of Labor's Department of Occupational Safety (DOSH). The DOSH conducts inspections of workplaces to ensure compliance with health and safety regulations.

While not explicitly mentioned in the Labour Code, some regulations might be established through ministerial decrees or directives. Consulting the Ministry of Labour's website or reputable legal resources in Lebanon can provide more comprehensive information.