斯里兰卡劳动法合规指南（下）

本文作者/The Authors：

吉万 · 古纳蒂勒克

Jivan Goonetilleke

纳丁 · 普维玛纳辛格

Nadine Puvimanasinghe

迪纳利 · 西扬巴拉皮蒂亚

Dinalee Siyambalapitiya

本文译者/The Translator：

段修平 Duan Xiuping

作为“一带一路”倡议在南亚的重要节点国家，斯里兰卡凭借其地缘位置、港口枢纽优势以及不断发展的服务业和制造业，持续吸引着中资企业的投资与合作。然而，在这片潜力巨大的市场中，劳动用工法律环境既有其独特性，也伴随着一定的风险与挑战——如工时与加班管理、法定休假与当地习俗、劳动争议解决与工会关系等，都对企业的合规能力提出了更高要求。

As a pivotal South Asian partner in the Belt and Road Initiative, Sri Lanka continues to attract Chinese investment and cooperation with its strategic location, port hub advantages, and the steady growth of its services and manufacturing sectors. However, within this promising market, the labor and employment law environment has its own unique characteristics and also entails certain risks and challenges—such as the regulation of working hours and overtime, statutory leave and local customs, labor dispute resolution, and trade union relations—all of which impose higher compliance requirements on enterprises.

来自D.L. & F.De Saram律师事务所的专业律师Jivan Goonetilleke、Nadine Puvimanasinghe与 Dinalee Siyambalapitiya，结合多年实务经验，系统梳理了斯里兰卡劳动法律制度的重点内容。他们的专业领域涵盖覆盖包括外国投资法、一般公司法、商业合同、特定行业的法律法规、银行和金融、基础设施和项目融资、房地产和建筑、反垄断事务、知识产权、税务和劳动相关事务。

Professional Sri Lanka lawyers including Jivan Goonetilleke, Nadine Puvimanasinghe, and Dinalee Siyambalapitiya of D.L. & F.De Saram draw on extensive practical experience to outline Sri Lanka's labor legal landscape. Their expertise covers a wide range of areas, including advising on foreign investment laws, general corporate law, commercial contracts, industry specific laws and regulations, banking and finance, infrastructure and project financing, real estate and construction, antitrust matters, intellectual property rights, tax and employment related matters.

（下文为《斯里兰卡劳动法概览》下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之斯里兰卡篇）

(The following content is excerpted from Sri Lanka Labor Law Overview - Part B. For the full version, refer to the Sri Lanka Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.

在斯里兰卡，法律对本地与外籍员工一视同仁，但外籍员工必须持有合法的居留签证/工作许可证方可就业。雇主须获得相关部门的推荐函，说明雇佣外籍员工的必要性，之后由申请人持入境签证入境，再提交材料换取居留签证/工作许可证，通常有效期一年并可续签。审批重点在于本地是否缺乏合适人选，以及企业的投资规模和对创造就业的贡献。若无证工作，雇主及外籍员工可能面临罚款、遣返及未来注册和签证申请受限等处罚。

Sri Lankan law does not differentiate between domestic and foreign employees, but expatriates must hold a valid residence visa/work permit to work legally. Employers must first obtain a recommendation letter from the relevant ministry justifying the foreign hire, after which the applicant enters with an entry visa and applies for the residence visa/work permit, usually valid for one year and renewable. Approval focuses on whether there is a lack of suitable local candidates as well as the entity's scale of operations and its contribution to local job creation. Working without a permit may result in deportation, fines, and restrictions on future registrations or visa approvals.

根据《工会条例》，工会必须依法注册方具备合法地位，否则将被视为非法组织。雇主不得阻止员工加入工会或强迫退出工会，不得因工会活动而歧视或解雇员工，也不得通过提供诱因来阻止员工入会，更不得干涉工会的内部运作。当某一工会代表至少 40% 的相关员工时，雇主必须承认该工会并与之进行集体谈判。集体谈判协议受《工业争议法案》规范，内容涵盖雇佣条件、权利与义务以及争议解决机制。一经生效，该协议对当事各方均具有约束力，并自动成为员工聘用条件的一部分。

Under the Trade Unions Ordinance, trade unions must be duly registered to acquire legal status; unregistered unions are unlawful. Employers may not prevent employees from joining or force them to withdraw from unions, dismiss employees for union activities, offer inducements to discourage union membership, or interfere with the internal administration of unions. Employers must recognize and bargain with a union that represents at least 40% of the relevant employees. Collective agreements under the Industrial Disputes Act cover terms of employment, rights and duties, and mechanisms for dispute settlement. Once in force, such agreements bind all parties and become part of employees'terms of engagement.

斯里兰卡劳动合同的解除主要受《工业争议法案》和《工人解雇特别规定法》规制，仅能在员工同意、主管部门批准或存在正当理由时实施。正当理由包括严重违纪（如旷工、盗窃、酗酒）或非纪律性原因（如能力不足、刑事定罪）。无正当理由的解雇被视为非法，员工可在六个月内申诉。若为裁员或大规模裁减，雇主须经劳动专员批准，并按 2005年3月15日发布的第1384/07号特别宪报（Extraordinary Gazette No.1384/07） 所列公式支付补偿，最高补偿额为250万卢比。部分裁员亦可通过与员工协商达成补偿协议。

Termination is governed by the Industrial Disputes Act and the Termination of Employment of Workmen Act, requiring either employee consent, prior Commissioner approval, or justifiable cause. Grounds include misconduct (e.g., absenteeism, theft, intoxication) or non-disciplinary reasons (e.g., incompetence, conviction). Unjustified dismissal is deemed wrongful, and employees may claim redress within six months. In cases of redundancy or mass retrenchment, employer approval from the Commissioner of Labor is required, with compensation calculated according to the formula set out in Extraordinary Gazette No.1384/07 dated 15 March 2005, subject to a maximum of LKR 2.5 million. Partial redundancies may also be resolved through mutually agreed severance arrangements.

在斯里兰卡，劳动争议主要包括解雇、雇佣条件及工会相关事项。员工如认为遭遇不当解雇，可向劳动专员投诉或向法院起诉；劳动法庭在裁定补偿时拥有较大自由裁量权，会依据公平合理原则判决，而不完全受合同或固定公式限制。工业争议可涵盖集体谈判、工会与雇主协会之间的冲突，劳动专员可通过调解、斡旋或在双方同意下进行仲裁，以促成争议解决。若涉及集体裁员或重大分歧，劳工部部长在特殊情况下可介入并暂缓裁员，以为双方争取进一步协商的空间。

In Sri Lanka, employment disputes mainly concern dismissals, terms of employment, and union-related issues. Employees alleging unfair termination may complain to the Commissioner of Labor or bring claims before courts, where labor tribunals exercise broad discretion in awarding relief, guided by fairness rather than rigid formulas. Industrial disputes, including collective bargaining conflicts, may be mediated, conciliated, or arbitrated by the Commissioner of Labor with the parties'consent. In cases of collective layoffs or major disputes, the Minister of Labor may intervene and suspend terminations in exceptional circumstances, allowing further negotiations between the parties.

伦敦大学法学学士，2005年；LL. B, University of London, 2005

凯拉尼亚大学文学学士，2006年；Bachelor of Arts, University of Kelaniya, 2006

冲突解决研究生文凭，科伦坡大学，2009年；Post Graduate Diploma in Conflict Resolution, University of Colombo, 2009

斯里兰卡最高法院律师，2008年；Attorney-at-Law, Supreme Court of Sri Lanka, 2008

科伦坡大学法学硕士，2022年；LL. M, University of Colombo, 2022

伦敦大学法学学士（荣誉），2013年；LL. B (Hons.), University of London, 2013

斯里兰卡最高法院律师，2015年；Attorney-at-Law, Supreme Court of Sri Lanka, 2015

伦敦大学法学学士（荣誉），2020年；LL. B (Hons.), University of London, 2020

斯里兰卡最高法院律师，2023年；Attorney-at-Law, Supreme Court of Sri Lanka, 2023

段修平 Duan Xiuping

段修平律师毕业于华东政法大学，获法学硕士学位。长期服务于大型建筑央企，深度参与业财一体化项目，积累了丰富的合规与风控经验。业务领域涵盖人力资源外包合规、劳动争议解决、涉税稽查应对等，专注于劳动、税务与企业合规管理的实务操作及争议处理。曾主导和参与多起劳动争议及合规项目，常年担任多家知名企事业单位的法律顾问，为企业提供专业、务实、全方位的法律服务与解决方案。

Duan Xiuping graduated from East China University of Political Science and Law with a Master of Laws degree. She has extensive experience serving large state-owned construction enterprises and has been deeply involved in enterprise financial-business integration projects, gaining solid expertise in compliance and risk management. Her practice areas include HR outsourcing compliance, labor dispute resolution, and tax inspection response, with a focus on labor, taxation, and corporate compliance. She has led and participated in numerous labor dispute cases and compliance projects, and has served as a long-term legal advisor for well-known enterprises and institutions, providing professional, pragmatic, and comprehensive legal services and solutions.