Actualités

In a case dated 21 July 2023, the French Conseil d’Etat had to answer the following question: as part of their redeployment efforts, is the employer bound to consider positions from a higher category for an employee who has been declared unfit? Pursuant to Articles L. 1226-2 and L. 1226-10 of the French Labour Code, […]

The employer may terminate an employment contract and dismiss an employee for various reasons: for misconduct, for poor performance or for economic reasons or because they are unfit to hold their position. In some very specific situations, in case of collective redundancies for instance, the employer may make employees redundant without organizing any individual preliminary

Until 31 August 2023, employers had to pay a flat-rate contribution amounting to 20% of the severance allowance paid to employees (up to a cap set each year, i.e., €87,984 in 2023). Article 4 of the Social Security Amendment to the Financing Bill for 2023 (including the pension reform), adopted on March 20, 2023 increased

When it comes to the language in which the documents provided to French employees should be drafted, article L. 1321-6 of the French Labor Code (‘FLC’) lays down a general rule : unless they are received from abroad or are provided to a foreign-speaking employee, any document that includes an obligation for the employee or

The so-called “Value Sharing” Bill, which purports to enact the provisions of the Interprofessional National Collective Agreement signed by the main trade unions on February 10, 2023 into French law, is meant to stimulate profit-sharing in French companies without breaching the non-substitution principle, while improving employee saving and shareholding plans. This Bill contains 15 articles

In principle, an employer may not appoint a person who is not an employee or corporate officer of the company to implement disciplinary actions or notify sanctions. However, French case law introduced flexibility where the employer company belongs to a group. In a recent decision of June 28, 2023, the French Supreme Court confirmed the

According to the French Labour Code, the actual daily working time of the employee must not exceed 10 hours, except in case of derogation or emergency determined by Decree (Article L. 3121-18). The goal of this principle is to guarantee employees’ health and safety by providing them adequate rest. If an employer does not comply

In two recent decisions, the Courts of Appeal of La Réunion and Amiens respectively excluded the qualification of occupational accidents for accidents that had occured on the street outside of the teleworker’s home even if they happened during working hours or shortly after working hours. Legal background Occupational accidents are those which happen due to

Under French employment law, employers have a legal obligation to prevent and address workplace harassment, discrimination and sexism. This includes the obligation to investigate any allegations of this nature. Considering the need to fight more and more against these situations, the quality and seriousness of the investigations conducted in companies are crucial in case of

According to French law, the legal working hours for full-time employees are in principle 35 hours per week (Article L.3121-27 of the French Labour Code). Article L.3121-36 of the French Labour Code states that in the absence of a collective agreement, any extra hour worked over 35 hours per week must be considered as overtime