Guiding you through the maze
French employment and social security laws are subject to constant legislative, statutory and jurisprudential changes, and are real mazes for employers and company directors. We guide you through this maze.
Social security law
Accidents in the workplace/ occupational illness
An illness or accident occurring as a result of or occurring in the workplace, which has been classed as an occupational disease, or has been recognised as such following an expert’s evaluation.
Injury sustained by the employee during the commute between the workplace and their principal residence or the place where they go for lunch.
Failure of the company in its safety obligations, especially in the case of occupational illness, giving rise to specific compensation.
Challenging the contribution rate payable for accidents at work and occupational illness.
Challenging the PPI rate before the court in charge of disability-related disputes (TCI) and the French National Disability and Work Related Insurance Court (CNITAAT).
Collective aspects of employment law
French Committee for Hygiene, Security and Work Conditions.
Committee for hygiene, safety and working conditions, mandatory in companies with at least 50 employees aiming to involve staff in prevention of occupational risks and improve working conditions committee.
Company saving scheme
Collective savings system which allows the staff of the company the right to participate in the creation of a portfolio of securities, with the help of the scheme.
French Labour Code.
A transfer, by operation of law (or when conventional legal conditions fail) of employment contracts in case of change in the legal situation of the employer, including any merger, sale or incorporation of the company etc.
Mandatory annual negotiations between the employer and the trade unions represented in the company on topics required by law such as staff salaries, working hours and organisation of working time, professional equality between men and women, employment, equal pay etc.
Plan for safeguarding jobs
Plan set out in firms employing less than fifty employees, who carry out collective redundancies for at least ten employees over the same period of thirty days.
Criminal offense constituted by hindering or interfering in any manner whatsoever (whether by act or omission), in the establishment of a representative body, its powers or its functioning.
Staff representative delegation
Possibility for companies whose workforce is between 50 and 199 employees to choose staff representatives for the workers' committee.
Voluntary resignation plan
Alternative measure to a dismissal for economic reasons organised in the framework of an agreement on management planning, employment and skills or a backup plan for employment and to downsize or change the structure of these by giving employees, who voluntarily choose to leave, including in the
Individual aspects of employment law
Termination by mutual agreement between an employee and an employer by signing an agreement subject to administrative approval.
Unequal and negative treatment towards certain individuals in particular because of their origin, name, gender, physical appearance or membership to a philosophical, political or trade union movement.
Hearing before a district court judge when two counselors from the industrial tribunal cannot agree upon a decision at a hearing in the adjudication panel.
Executives entrusted with responsibilities of a significant level of autonomy in organising their time, who are empowered to make decisions in a largely autonomous manner and who receive one of the highest salaries available for employees in the company or establishment.
Suspension of the employment contract imposed indefinitely by the employer and pending the imposition of a sanction up to and including dismissal.
Employees who benefit from special protection under the law (union stewards, staff representatives, members of the Works Council, the Committee for Hygiene, Security and Work Conditions etc.).
Repeated acts that have the purpose or effect of a deterioration of working conditions which can affect the rights and dignity of the employee alter their physical or mental health, or jeopardise their future career.
The act by which the employee communicates to their employer their decision to terminate their employment contract/immediate termination of employment contract at the employee's initiative due to of allegations against the employer.
The Lugano Convention (88/532/CE)
Convention of the European Economic Community on jurisdiction and enforcement of judgments in civil and commercial matters.
Top-hat pension plans
Supplementary pension scheme, usually for executives, in excess of what can be provided under an employer's qualified pension plan.