As mentioned in our previous blog post on incentive schemes in France, it is settled case law that the objectives must be set at the beginning of every year. Otherwise, employees could be entitled to the payment of a full bonus and may even bring claims for constructive dismissal. This being said, when there is […]
Managing your incentive schemes (2): Adapting your objectives during the year Read More »
This article is the first in a series of articles about how to manage your incentive schemes. It is quite common for employers to award objectives-based bonuses to its employees, to get them more involved and motivated to perform according to expectations. The employees will be rewarded only if the objectives are met. For this
Managing your incentive scheme (1): Set your objectives Read More »
In France, like in other countries, employers are required to put in place measures to safeguard their employees against health and safety hazards (articles L.4121-1 onwards of the French Labour Code). The first measure to be taken by any company employing staff in France is to implement risk profiling and draft a risk assessment document
OCCUPATIONAL HEALTH AND SAFETY: FRENCH EMPLOYMENT LAW REQUIREMENTS Read More »
French employers are invited to facilitate cycling to work and have at their disposal several schemes aiming to financially encourage employees to use bikes to come to work. Legal requirement: reimbursement of the costs of renting a bike Under article L.3261-2 of the French Labour Code, employers have to reimburse their employees the costs of
CYCLING TO WORK: WHERE DOES FRANCE STAND? Read More »
With the arrival of Chat GPT, an artificial intelligence chatbot launched by OpenAI on November 30, 2022, many questioned the possibility of using this device to deal with legal issues. Indeed, you could ask Chat GPT to write a dismissal letter, by providing the AI with the name of your company and the name of
Don’t rely on Chat GPT to write your dismissal letter Read More »
Restrictive covenants are clauses in a contract which prohibit an employee from competing with their former employer for a certain period of time after the termination of their employment contract, or prevent them from soliciting or dealing with customers of their former employer by using knowledge they had access to during their prior employment. Non-solicitation,
In France, Employment Tribunals (“Conseil de prud’hommes”) have jurisdiction over all disputes arising from an employment agreement (for example, termination of the contract, unpaid salaries), similar to the Employment tribunals in the UK. However, the procedure to bring a claim before the French Employment Tribunal is different. The claim is brought before the Employment Tribunal
How to bring a claim before the French Employment Tribunal? Read More »
Young people could perform an internship within a company as part of their school or university curriculum. Subject to compliance with some legal conditions, these young people are not bound to the company by an employment contract and are therefore not employees. The French Labour Code provides for some specific legal provisions for interns regarding leave. In
Are interns entitled to leave under French Employment law? Read More »
Regardless of the number of employees that are made redundant, companies must comply with a certain number of legal requirements. The following explanations do not cover the specific process for implementing a job-protection plan which will be discussed in a separate article. i.Do you need a specific ground to make an employee redundant? Each employer
What are the legal requirements for making an employee redundant? Read More »
In addition to holiday leave, under French employment law employees may also benefit from other types of leave. What is the entitlement to holiday leave? Employees are entitled to at least 2.5 days of paid vacation for each month worked during the reference year (which usually runs from June 1st to May 31st of the
Entitlement to leave under French employment law Read More »