[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 […]
Is your company compliant with gender equality rules? It’s the moment of truth if you have 50 or more employees.
[credit image par Catherine de Pixabay] In France, before March 1st of each year, employers with at least 50 employees are obliged to calculate and publish indicators determined in the framework of a gender professional equality index score which, if below a specified threshold, result in the obligation to implement corrective measures. Indicators taken into account For
The new obligations of an employer offering an indefinite-term contract to an employee on a fixed-term or temporary contract
[Credit Image : Photo de Gabrielle Henderson sur Unsplash] Since January 1st, 2024, employers (or user companies in the case of temporary work) offering an indefinite-term contract (“CDI” in French) at the end of a fixed-term contract (“CDD” in French) (or temporary work contract called “intérim” in French) have a new dual obligation: – to
[Credit Image : National Cancer Institute from Unsplash] Employers in France must take measures to secure their employees’ mental and physical Health at work. This is not an obligation of results but means. As part of this obligation, whenever a new employee is hired in France, a medical monitoring exam must be organized by the
[Credit image vectorjuice from Freepik] Since September 9th, 2023, collective bargaining agreements (CBA) providing a longer duration than the legal maximum probationary period durations no longer apply. As of this date, the maximum probationary period durations applicable to employees hired under an indefinite-term contract are as follow: Employee’s professional category Maximum duration of the initial
[Credit image pch.vector from Freepik] When it comes to changing an employee’s salary (including an increase), French regulations require the employee’s prior consent, which means the signing of an amendment to the employment contract between the employer and the employee. In a ruling dated June 21st, 2023, the French Supreme Court reminded us of the
[Credit image storyset from Freepik] When a company opens a new worksite (office, store, shop, restaurant etc.), it is mandatory to register this new establishment with the French Trade Registry (“Registre du Commerce et des Sociétés”). Each new establishment, once registered, will be given a new SIRET number (company’s establishment identification number). It is only
[Credit Image from Freepik] In three rulings pronounced on September 13th 2023 the “French High Court” aligned its position on paid leave with EU law. With these rulings, it called into question the provisions of the Labor Code that exclude or limit the accrual of paid leave for employees on sick leave and also developed
Welcome Bonus: The employment contract may make the definitive award of a welcome bonus subject to the employee’s presence at work… under certain conditions!
[Image par Moondance de Pixabay] In a recent case, the French High Court ruled that a clause agreed upon by the parties may condition the definitive award of the full amount of a welcome bonus to the employee’s presence in the company during a defined amount of time and stipulate an obligation for the employee to reimburse a
Reminder on the Workload Monitoring Interview(s) for employees with a working time arrangement in days
[Credit image Gerd Altmann from Pixabay] As a reminder, the standard working week in France is 35 hours, but different working time arrangements are available under certain conditions. One of these working time arrangements is the global working day arrangement, whereby the employee’s working time is not counted in hours but in days. The validity of such