As a reminder, smoking is prohibited in all enclosed and covered areas that are open to the public or constitute workplaces. The employer has an obligation to display visible signage reminding people of the smoking ban in the workplace. A ministerial decree issued at the end of July 2025 reinforced and extended the ban on […]
Single Document of Occupational Risks Assessment – New update Obligations and Heatwave Risk Prevention Effective July 1, 2025 Dear Clients, In response to the increasing frequency of intense heatwaves and pursuant to Decree No. 2025-482 dated May 27, 2025, employers are now required to include heat-related risks in the Single Document of Occupational Risk Assessment (“DUERP”).
As a reminder, a “return to work” medical appointment is a compulsory appointment that must be organized as soon as possible after the end of an employee’ sick leave and at the latest 8 days following the return to work after: an extended sick leave (more than 60 days) 30 days sick leave for an
Since summer 2024, the French government has experienced a degree of instability, resulting in the failure to vote on the 2025 budget. This situation has led to some uncertainties regarding various temporary social and tax schemes that were announced to be abolished but were finally renewed by the legislator at the last minute. This article
Overview of what’s new in 2025 and clarifications Continue Reading »
Last year, we shared a reminder about the gender equality index obligations in France. As we approach the annual deadline once again, we wanted to reiterate these requirements—especially for companies that have recently reached or exceeded the 50-employee threshold. In France, before March 1st of each year, employers with at least 50 employees are obliged
The French Labor Code is quite clear: any document containing obligations for employees or provisions that they need to know in order to perform their job must be written in French (article L. 1321-6 of the French Labor Code). This applies to employment contracts, any amendments thereto and any document setting employees’ targets on which
As a reminder, an annual global working time arrangement in days is only available to employees meeting certain criteria, and its validity is subject to several strict conditions, such as the obligation for the employer to organize a meeting with the employee once a year to discuss his/her workload (which must be reasonable), the organization
For financial years beginning on or after January 1, 2025, companies with at least 11 employees that are not obliged to set up a profit-sharing bonus (i.e. mainly companies with between 11 and 50 employees) will be required to set up a value-sharing scheme as soon as they achieve a net taxable profit equal to
Enacted on April 15th, 2024, a new law aimed at enhancing volunteerism and simplifying the operations of non-profit organizations has come into effect. This legislation introduces several provisions to promote volunteer work and streamline the functioning of non-profits, particularly in financial matters. One significant provision of this law is the addition of Article L.3142-131 to
[credit image Ricarda Mölck de Pixabay] In a recent decision of the French High Court “Cour of Cassation” on 15 November 2023, employers were reminded of the need to demonstrate the achievability of the targets set for each financial year when paying the variable part of an employee’s salary. In this case, the employee received, in addition
VARIABLE REMUNERATION: Employers must prove that the targets are achievable. Continue Reading »
