在亚美尼亚，解雇必须符合《劳动法》第 113 条所列的合法理由，并遵守严格的通知、遣散费和文书规定；否则即属非法。
常见的合法解雇理由包括清算、裁员、不称职、屡次不当行为、失去信任和长期丧失能力；受保护类别（例如怀孕、工会活动）不能以这些理由解雇。
通知要求从立即（严重不当行为）到 2 个月（清算/集体裁员）不等，对于一些无过错原因，基于任期的通知期限为 14 至 60 天；如果允许，雇主可以支付代通知金。
如果解雇并非员工过错，则适用遣散费：裁员/清算时按一个月平均工资支付；否则按服务年限按比例支付 10-44 天的福利。
最终工资、未休年假、遣散费以及任何代通知金均应在最后一个工作日支付，并需妥善安排交接事宜，以避免复职和处罚。
在亚美尼亚，解雇程序上的错误代价高昂。要合法解雇员工，雇主必须选择正确的法律依据，适用适当的通知期和遣散费，并按时完成所有必要的文书工作。本指南精炼了亚美尼亚劳动法中关于解雇的规定——包括通知期、遣散费和所需文件——帮助您在亚美尼亚合法合规地解雇员工。
目录
根据《亚美尼亚劳动法》，终止雇佣关系的法律依据是什么？
亚美尼亚实行“封闭式解雇”制度：雇主只能根据《劳动法》第113条规定的法定理由解雇员工。这些理由包括：公司清算；裁员/重组；员工不适合该职位；屡次未能履行职责（纪律处分）；失去信任；长期丧失劳动能力；以及其他列举的情况，例如定期合同到期或试用期未通过。超出这些理由的解雇属于违法行为。
受保护对象：禁止理由和受保护员工类别
因违反劳动法规定的理由而解雇属于无效。劳动法禁止因参与工会活动或其他受保护理由而解雇员工，并禁止在怀孕和产假/育儿假期间解雇员工，此外还有其他保护措施。法院通常会恢复被非法解雇员工的职位并补发工资；如果无法恢复职位，则可以判给相当于1至12个月平均工资的补偿。
通知期、书面形式要求和立即解雇
通知期限取决于具体情况和员工的工龄：
- 集体裁员或清算： 至少提前两个月以书面形式通知。
- 不适宜担任职务、长期丧失工作能力以及类似的无过错理由： 根据工龄计算的通知期一般为 14 至 60 天；工龄超过 15 年的员工有权获得 60 天的通知期。
- 紧急法定案件 （例如，遗失所需许可证）：提前三天通知。
- 严重不当行为 （严重违约）：可立即终止合同——无需提前通知。
通知必须以书面形式发出，并说明法律依据和事实；缩短通知期的雇主必须为每一天的缺勤支付补偿金（即“代替通知期的工资”）。
书面形式要求和立即解雇
形式很重要。《劳动法》要求以书面形式通知，明确列明具体的法律依据和事实。最佳做法是亲自送达并要求签字，或通过挂号信/快递寄送并附送达确认，并保留送达记录。
对于某些严重理由（例如，屡次未能履行职责、严重不当行为或第 113 条允许的其他理由），立即解雇是合法的，但雇主应记录违规行为、先前的纪律处分（如有必要）和调查记录，以经得起审查。
如何合法解雇员工：分步指南
- 根据第 113 条确认法定理由，并收集客观证据（例如，重组决定、绩效记录、医疗意见）。
- 检查是否存在禁止事项（怀孕、产假/育儿假、工会活动）以及任何增加保障措施的内部政策/集体协议。
- 计算正确的通知金额，并决定是发出通知还是支付代通知金；按租期和理由记录计算结果。
- 准备并送达书面通知，说明法律条款和事实；记录送达情况并开始通知时效。
- 起草终止令（法令），援引第 113 条，生效日期，以及应付金额（最终工资、未使用的假期、遣散费和任何代替通知的工资）。
- 在最后一个工作日，结清所有款项并移交雇佣记录（包括更新和交付劳动手册/记录，如适用）。
- 如果属于大规模裁员，则至少在裁员生效前两个月通知州就业服务机构和员工代表。
- 收回公司财产，撤销访问权限，执行移交行为，并将文件（通知、命令、交付证明、计算结果）存档，以备日后检查或诉讼。
- 最终结算： 所有款项——最终工资、加班费、未使用的年假工资、遣散费以及任何代替通知的补偿——都必须在最后一个工作日支付；扣留文件或延迟支付工资可能会引发罚款和索赔。
遣散费：应得权益、按服务年限计算及例外情况
如果解雇并非员工过错，则雇主有权获得遣散费。因裁员或破产清算而被解雇的员工，至少可获得一个月平均工资的遣散费。对于其他非过错解雇（例如，长期丧失劳动能力、不胜任工作等），《劳动法》规定了根据工龄按比例发放的遣散费。
对于自愿辞职或因员工自身过错而导致的严重不当行为解雇，不支付遣散费。
按服务年限计算及例外情况
如果适用按比例分摊的解雇补偿金（无过错、非裁员原因），最低金额与在雇主处连续服务的时间挂钩：
- 不到1年： 10天平均工资
- 1至5岁： 25天平均工资
- 5至10岁： 30天平均工资
- 10至15岁： 35天平均工资
- 超过15年： 44天平均工资
不予支付遣散费的例外情况：
- 因严重不当行为而被解雇或自愿辞职，不予支付遣散费。
- 裁员/清算遵循“一个月平均工资”规则，而不是上面的按比例计算的表格。
快速矩阵：典型地通知与分割
| 陆运 | 通知 | 遣散 |
|---|---|---|
| 清算/裁员 | 2个月 | 一个月平均工资 |
| 不适宜工作/长期丧失工作能力 | 按任期计算，14-60天（如果超过15年，则为60天） | 按任期计算，10-44天 |
| 严重不当行为 | 立即（无需通知） | 无（基于故障的） |
集体裁员和大规模裁员程序
根据亚美尼亚法律，在两个月内解雇至少 10 名员工或超过 10% 的员工人数，即构成大规模裁员，这将触发额外的程序性义务。
州就业服务通知
在大规模裁员的情况下，雇主必须至少在裁员生效前两个月通知州就业服务机构和雇员代表，提供裁员原因、受影响的人数和类别以及时间表，以便采取缓解和重新部署措施。
文件清单（送达通知前）
- 起草终止令，明确援引第 113 条规定的理由和事实。
- 书面通知，说明理由、事实和生效日期；服务计划（专人递送或挂号信）。
- 证据文件：组织结构图/裁员计划；绩效记录；医疗结论；先前的纪律处分（如有）。
- 计算方法：通知期权利或代通知金；遣散费（根据工龄，一个月或 10-44 天）；未使用的假期和最终工资。
- 交接文件和资产归还清单；访问权限移除计划；劳动记录更新和最后一天的交付。
- 如果大规模裁员：提前两个月向州就业服务机构和员工代表拟定通知草案。
模板注意事项（应包含哪些内容）
- 包含员工详细信息、职位和雇佣日期的页眉。
- 法律依据：引用第 113 条的确切条款并概括事实。
- 通知条款：服刑期限或代缴款项，并计算计算方法。
- 应付款项：最终工资、未休年假、遣散费及相关金额。
- 生效日期；财产归还和交接说明；交付和确认行。
以下相关资源可帮助您在亚美尼亚构建人力资源和薪资体系： 协助您设立公司、规划工资税、管理外籍员工的签证和居留事宜。.
结语
在亚美尼亚合法解雇员工，必须依据《宪法》第113条，遵守亚美尼亚的通知期规定，准确计算遣散费，并按时完成最终工资结算和相关记录。在发出解雇通知前，对解雇理由、证据、时间节点和金额进行法律审查，可以降低员工复职和受到处罚的风险。
常見問題解答
Dismissals in Armenia must fit a legal ground listed in Article 113 of the Labour Code and follow strict notice, severance, and paperwork rules — otherwise they are unlawful and can result in reinstatement with back pay.
Procedural mistakes in dismissals are costly. To dismiss an employee lawfully, employers must select the correct legal ground, apply the right notice and severance, and complete mandatory paperwork on time. This guide covers the full process under Armenian labour law — termination grounds, notice periods, severance entitlements, protected categories, and the paperwork checklist — so you can handle 亚美尼亚的就业合规 有信心。
一目了然
- 法律基础： Only grounds listed in Article 113 of the Labour Code are lawful — the list is exhaustive
- 通知： 2 months (liquidation/redundancy), 14–60 days graduated by tenure (no-fault grounds), 3 business days (permit revocation), immediate (serious misconduct)
- 遣散费： 1 month average salary (liquidation/redundancy) or 10–44 days average salary by tenure (other no-fault grounds). No severance for misconduct or resignation
- 受保护类别： Pregnant employees, employees on leave or sick leave, employees caring for a child under 1 year, trade union representatives
- 最终结算： All payments due on the last working day — late penalty of 0.15% per day (capped at total amount owed)
- Mass layoff: Dismissal of 10%+ of workforce (minimum 10 employees) within 2 months triggers additional notification duties
在本指南中
根据《亚美尼亚劳动法》，终止雇佣关系的法律依据是什么？
Armenia is an exhaustive-list jurisdiction: an employer may dismiss only on the statutory grounds set out in Article 113 of the Labour Code. Dismissing outside these grounds is unlawful and can lead to reinstatement with back pay.
The recognised grounds include company liquidation or cessation of activity, workforce reduction or reorganisation, permanent change of employment conditions (refused by the employee), loss or change of required qualification, unsuitability for the position, health-based inability to perform duties (requires a medical-social expertise conclusion), material damage combined with loss of trust in financial or custodial roles, systematic failure to perform duties (requires two prior unexpired disciplinary penalties), serious misconduct or gross violation, unjustified absence, mutual agreement at the employer’s initiative, loss of a required license or work authorisation, force majeure, and other cases specifically provided by law.
Reaching retirement age is no longer a standalone termination ground — age-based termination is now treated as discriminatory under Armenian law.
提示： Match your draft termination order to the exact clause of Article 113 (for example, Article 113(1)(2) for staff reduction) and assemble objective evidence — organisational charts, selection criteria, performance evaluations, or medical conclusions — before serving notice.
Who is protected: prohibited reasons and safeguarded categories
Dismissals for prohibited reasons are void. Under Armenian labour law, the following categories have special protection against termination:
- 怀孕员工 — protected from the date of the medical certificate until one month after the end of maternity leave. Exceptions: liquidation, gross misconduct, loss of trust
- 休产假的员工 — same protection window and exceptions as pregnancy
- Employees caring for a child under 1 year — applies to any employee (not just mothers). Exceptions: liquidation, bankruptcy or death of the employer, and probation failure
- Employees on sick leave or temporary disability — except in cases of liquidation and gross misconduct
- Employees on any type of leave — general prohibition during the leave period, including childcare leave up to age 3
- 工会代表 — require prior consent of the state labour inspectorate before dismissal. Exception: liquidation
Courts typically reinstate unlawfully dismissed employees with back pay. Where reinstatement is not feasible, compensation of roughly 1 to 12 months’ average salary can be awarded.
刑事责任： Under the Armenian Criminal Code, ungrounded refusal to hire or dismissal of a pregnant woman (due to pregnancy) or a person with a child under 3 (for that reason) is a criminal offence. Penalties include fines, public works up to 100 hours, or disqualification for up to 3 years.
通知期、书面形式要求和立即解雇
The required notice period depends on the termination ground and the employee’s length of service:
Liquidation or redundancy: at least two months’ written notice, regardless of tenure.
No-fault, non-redundancy grounds (unsuitability, long-term incapacity, change of conditions, loss of qualification): graduated notice by tenure:
| 服务年限 | 通知期 |
|---|---|
| 小于1年 | 为期14天 |
| 1-5年 | 为期35天 |
| 5-10年 | 为期42天 |
| 10-15年 | 为期49天 |
| 超过15年 | 为期60天 |
紧急法定案件 (revocation of work authorisation or residence permit, failure to submit required documents): three business days’ notice.
严重不当行为 (gross breach, intoxication, unjustified absence, loss of trust): termination may be immediate — no notice is required.
缓刑： three days’ notice by either party.
员工辞职： 30 days’ written notice (5 days if illness or employer breach). The employee has a 3-day withdrawal right.
Notices must be in writing and state the legal ground and supporting facts. Employers who shorten notice must pay compensation for each day of the shortfall — this pay in lieu of notice is in addition to (not a substitute for) severance. During the notice period, the employee is entitled to at least 10% of daily working hours (paid at average salary) to seek new employment.
Best practice is to deliver the notice personally against signature or by registered mail with delivery confirmation, and to maintain service logs. Immediate dismissal is lawful for specified serious grounds, but the employer should document the violation, any prior disciplinary measures, and the investigation record.
How to lawfully dismiss an employee: step by step
- Confirm a statutory ground under Article 113 and collect objective evidence — an organisational decision, performance records, a medical opinion, or other supporting documentation.
- Check for prohibitions. Verify whether the employee falls into a protected category (pregnancy, maternity or parental leave, child under 1 year, sick leave, trade union activity) and review any internal policies or collective agreements that add safeguards.
- Calculate the correct notice period and decide whether to serve it in full or pay in lieu. Document the calculation by tenure and ground.
- Prepare and serve written notice stating the legal clause and the facts supporting it. Log service and start the notice clock.
- Draft the termination order (decree) citing the specific Article 113 clause, the effective date, and the amounts due — final wages, unused annual leave payout, severance, and any pay in lieu of notice.
- Settle all payments on the last working day. This includes salary, overtime, bonuses, unused annual leave compensation (standard entitlement is 20 working days per year, or 24 days for certain categories), severance, and any pay in lieu of notice. Late payment triggers a penalty of 0.15% per day, capped at the total amount owed.
- If part of a mass layoff, notify the State Employment Service and employee representatives at least two months before dismissals take effect.
- Collect company property, revoke access, execute handover acts, update and deliver the employee’s labour record, and archive the file (notice, order, delivery proofs, calculations) for potential inspection or litigation.
Severance pay: entitlements, calculation and exceptions
Severance is owed when termination is not the employee’s fault. Armenian law provides two severance regimes:
Regime 1 — flat amount: One month’s average salary. Applies to dismissals due to liquidation, redundancy, and reinstatement of a previously dismissed employee.
Regime 2 — graduated by tenure: Applies to dismissals for unsuitability, long-term incapacity, change of material conditions, and military service. Minimum amounts are tied to continuous service:
| 服务年限 | Minimum severance |
|---|---|
| 小于1年 | 10天平均工资 |
| 1-5年 | 25天平均工资 |
| 5-10年 | 30天平均工资 |
| 10-15年 | 35天平均工资 |
| 超过15年 | 44天平均工资 |
No severance is payable for voluntary resignation or for dismissals based on serious misconduct where the employee is at fault. Collective agreements may provide higher amounts than the statutory minimums.
快速矩阵：按典型地块进行通知和分割
| 陆运 | 通知 | 遣散 |
|---|---|---|
| 清算/裁员 | 2个月 | 一个月平均工资 |
| 不适宜工作/长期丧失工作能力 | 按任期计算，14-60天 | 按任期计算，10-44天 |
| Permit revocation / loss of licence | 3个工作日之内 | 视情况而定 |
| 严重不当行为 | 立即（无需通知） | 无（基于故障的） |
| 员工辞职 | 30 days (5 if illness) | 没有 |
集体裁员和大规模裁员程序
Armenian law treats as a mass layoff the dismissal of at least 10 employees, or more than 10% of the workforce, over a two-month period. This triggers additional procedural duties beyond the standard termination process.
The employer must notify the State Employment Service and employee representatives at least two months before the dismissals take effect. The notification must include the reasons for the layoff, the number and categories of employees affected (broken down by profession, gender, and age), and the planned timeline. This enables the state to organise mitigation and redeployment efforts.
During redundancy, certain categories have preferential rights to remain — including employees with military or disability-related status and families of fallen or missing servicemembers. Collective agreements may add further categories entitled to priority retention.
Wrongful termination: remedies and penalties
An employee who believes their dismissal was unlawful has two months from the date they received the dismissal order to file a claim with the Court of First Instance of General Jurisdiction. The employer effectively bears the burden of proving that the grounds were lawful and the procedure was followed correctly.
Available remedies include:
- Reinstatement with back pay for the entire forced-idleness period
- Non-reinstatement compensation of 1 to 12 months’ average salary if reinstatement is impossible
- If the employee worked elsewhere during forced idleness, compensation is capped at nine months’ previous salary plus any positive salary difference
Courts must account for the employee’s alternative employment when calculating forced-idleness compensation. Wage claims have no statute of limitations. For employers hiring foreign staff, proper 工作准证 and termination procedures are especially critical to avoid compounding compliance risks.
风险提示： If you give less notice than required and fail to pay for the missing days, you must compensate for each day short of notice. Defective grounds or procedure can result in reinstatement with back pay — a far more costly outcome than doing it right the first time.
Paperwork checklist
Before you deliver a termination notice, confirm that the following documents and calculations are prepared:
- Termination order (decree) — citing the exact Article 113 ground, supporting facts, and the effective date
- 书面通知 — stating the ground, facts, and effective date, with a service plan (hand delivery against signature or registered mail)
- 证据档案 — organisational charts or reduction plan, performance records, medical conclusions, prior disciplinary acts (if applicable)
- Financial calculations — notice entitlement or pay in lieu, severance (one month or 10–44 days by tenure), unused annual leave (20 or 24 working days), and final wages including overtime and bonuses
- 移交文件 — asset return list, access removal plan, labour record update and delivery on the last day
- 大规模裁员通知 (if applicable) — draft notices to the State Employment Service and employee representatives, to be delivered two months ahead
For companies considering an employer of record (EOR) arrangement, the EOR handles termination compliance on your behalf — but you should still understand the legal framework to make informed decisions.
如果你是 在亚美尼亚注册企业, building compliant termination procedures into your employee handbook from the start will prevent issues down the line.
