Work in Monaco

Information on Labour Code in Monaco

Law No. 629 of 17/07/1957 aimed at regulating hiring and dismissal conditions in the Principality

Article 1: No foreigner may hold a private job in Monaco without a work permit. They cannot work in a profession other than the one specified by this permit.

This obligation is independent of the form and duration of the employment contract as well as the amount and nature of the remuneration.

Any change of employer, trade, or profession must be the subject of a new work permit application.

Article 2: The issuance of the work permit provided for in Article 1 above is subject to the presentation of a certificate issued by a medical inspector appointed by ministerial decree, certifying that the individual has passed the medical examination for admission to work in the Principality.

This certificate is not required for foreigners residing in Monaco who are applying for a permit renewal:

• if they have not interrupted their work for six consecutive months
• or if they have voluntarily undergone, in the year of the application, the health examination provided for in Article 22 of Sovereign Ordinance No. 92 of 7 November 1949

Article 3: Any job offer must be declared by the employer to the Labour and Employment Department, which will provide, within four working days of the declaration, the candidate(s) for the position. If not presented within this period, the employer may propose another candidate.

However, in cases of urgency recognized by the Labour and Employment Department, this procedure will not be followed. In such cases, with prior approval, the employer may hire staff for a limited period to fill vacancies.

Hiring domestic workers will be subject to this emergency rule.

Article 4: Any employer intending to hire or rehire a foreign worker must obtain, prior to the worker’s start date, written authorization from the Labour and Employment Department.

Any employer hiring a Monegasque worker must make a written declaration to the same department upon the worker’s start date.

Article 5: (Law No. 1.091 of 26 December 1985)

For candidates possessing the necessary skills, and in the absence of Monegasque workers, the authorization provided for in the previous article is granted in the following priority order:

1. foreigners married to a Monegasque who has retained her nationality and is not legally separated, and foreigners born to a direct Monegasque parent
2. foreigners residing in Monaco who have already worked there
3. foreigners residing in neighboring municipalities and authorized to work there

Article 6: (Law No. 1.091 of 26 December 1985)

Layoffs due to job elimination or staff reduction can only be carried out, for a given professional category, in the following order:

1. foreigners residing outside Monaco and neighboring municipalities
2. foreigners residing in neighboring municipalities
3. foreigners residing in Monaco
4. foreigners married to a Monegasque who has retained her nationality and is not legally separated, and foreigners born to a direct Monegasque parent
5. Monegasques

Within each category above, seniority in the company will be considered; if the individual has worked there for at least two years, a seniority bonus of one year per dependent child is granted for applying the provisions of this article. This bonus cannot exceed five years.

When the layoff affects only one professional category, the affected employee may, upon request, be transferred to a lower category in place of another employee whose priority rank is lower than theirs. Such transfers can only occur if the individual has the necessary skills for the new job.

Article 7: An employee laid off due to job elimination or staff reduction is entitled, for six months, to priority rehire if the employer recruits staff in the same professional category.

Rehirings are carried out in the reverse order of layoffs. The rehired employee regains the seniority rank held at the time of dismissal.

The employer must notify the employee by registered letter with acknowledgment of receipt of the intention to reinstate them; the employee has four days to respond in the same form. After this period, the employee can no longer invoke the provisions of this article.

If the employee is working for another employer, the notice period is halved, and the employee is only required to resume their previous position at the end of this period.

An employer who refuses or neglects these provisions must pay the former employee the indemnity provided by Law No. 410 of 4 June 1945, amended by Laws No. 460 and 519 of 19 July 1947 and 20 June 1950, without prejudice to possible sanctions under Article 10.

However, the provisions of this article do not override the hiring priority order in Article 5 above.

Article 8: A commission on recruitment and dismissal is established under the Government Counselor for Internal Affairs, to which conflicts arising between employers and employees regarding the application of this law may be submitted.

Article 9: Any contractual clause contrary to the provisions of this law is null and void, even if included in a collective agreement extended by decree under Articles 22 and following of Law No. 416 of 7 June 1945.

Article 10: (Law No. 1.005 of 4 July 1978)

Violations of this law will be punishable by imprisonment from six days to one month and a fine provided in item 1 of Article 26 of the Penal Code, or by either penalty alone.

In case of recidivism, violations will be punishable by imprisonment from one to six months and a fine provided in item 2 of the same Article 26, or by either penalty alone.

Article 11: Sovereign ordinances will, if necessary, establish the modalities for the application of this law.

Article 12: Any provisions contrary to this law, particularly those of Law No. 376 of 21 December 1943, Sovereign Ordinance No. 2.413 of 1 March 1940, and Sovereign Ordinance No. 3.573 of 6 December 1947, are repealed.

Working in the Public Sector in Monaco

Recruitment of personnel by the Monegasque Administration is carried out either through ministerial decrees opening competitive exams, or through recruitment notices specifying the nature and characteristics of the positions to be filled as well as the conditions to be met by applicants.

For certain recruitments, the process is specific: Police Officers, Firefighters, Prince’s Guards, International Volunteers

Working in the Private Sector in Monaco

Before any hiring, a company must submit the job description to the Monegasque Employment Service, which will prioritize filling the position in the following order:

• People of Monegasque nationality
• Children or spouses of Monegasques
• Residents of Monaco
• Residents of neighboring municipalities (Cap d’Ail, La Turbie, Beausoleil, Roquebrune-Cap-Martin) who have previously worked in Monaco

Youth Employment in Monaco

The Youth Employment Unit is aimed at young people aged 16 to 26:

• Monegasques
• Spouses and children of Monegasques
• Residents of Monaco
• Residents of neighboring municipalities who have studied in the Principality

Regardless of education level or sector, it provides assistance in finding:

• First employment
• Internship
• Apprenticeship contract
• Seasonal work