Actualités

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When public policy rules regarding working time and flexible work organization clash

The Directive 2003/88/EC of the European Parliament dated November 4, 2003 has unified the rules applicable throughout the European Union concerning the organization of working time. Among other things, this directive has inter alia created guidelines regarding minimum resting periods as well as daily and weekly maximum working time. The rules enacted by the European …

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Le contenu d’un agenda électronique installé sur un ordinateur professionnel est présumé professionnel

De jurisprudence constante, les fichiers créés par le salarié à l’aide de l’outil informatique mis à sa disposition par l’employeur pour les besoins de son travail sont présumés avoir un caractère professionnel. Le seul moyen pour le salarié de protéger ces informations est de les identifier comme étant personnelles. A défaut, l’employeur est en droit …

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Rappel : jusqu’au 31 décembre 2022, possibilité de déblocage des sommes issues de la participation et de l’intéressement portées sur un plan d’épargne

L’Urssaf rappelle que, afin d’améliorer leur rémunération et leur pouvoir d’achat, la loi portant mesures d’urgence pour la protection du pouvoir d’achat permet aux salariés et anciens salariés de débloquer, à titre exceptionnel, certaines sommes issues de la participation et de l’intéressement placées sur un plan d’épargne (PEE, PEI, etc.). Ce déblocage exceptionnel doit permettre …

Rappel : jusqu’au 31 décembre 2022, possibilité de déblocage des sommes issues de la participation et de l’intéressement portées sur un plan d’épargne Read More »

Employment within a group: the parent company may be considered joint employer along with the French subsidiary

In a recent decision of November 23, 2022, the French Supreme Court reminded of the risks pertaining to the involvment of a parent company in the management of its French subsidiary. In this case, an employee was hired by a company which was then integrated to an international group. After being made redundant by the …

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Job abandonment and resignation presumption: a new French law makes the link

Until now, when an employee abandoned their job, it generally required the employer to take the initiative to terminate the employee’s contract through a disciplinary dismissal procedure. A new law voted by French Parliament on November 17, 2022 states that an employee abandonning their job should be presumed resigning. The objective of this law is …

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The French Strike

According to French law, a strike is a collective and concerted cessation of work by the employees of one or more companies in order to make professional claims. When a strike falls under this definition, employees are, to some extent, protected against any sanction or dismissal action. If there is an abuse in the exercise …

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Do I have to pay my employees if there is a transport strike and they cannot come to work?

Given the recent events happening in France, from petrol shortages to transport strikes, employers might wonder if they have to pay their employees who cannot come to work because of a transport strike. First of all, if employees find themselves in a situation where they cannot come to work because of a transport strike, they …

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In a reduction-in-workforce, one individual redeployment opportunity may be offered to several employees impacted

In a decision dated May 11, 2022 (n°21-15250), the French Supreme Court again held very clearly that one same individual redeployment opportunity may end up being offered to several employees impacted by a reduction-in-workforce. The Court heeded the employer’s argument, i.e., although the employer is bound to grant the employee impacted by a redundancy project …

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