In line with its policy of full employment, the French government has temporarily reintroduced the possibility of hiring an employee on a fixed-term contract to replace several absent employees in the company. This multi-replacement contract can be used between April 13th 2023 and April 13th 2025 and only for certain areas of activity (for example: …
The new multi-replacement Fixed term contract Continue Reading »
Credit image : Drazen Zigic picture on Freepik A new collective bargaining agreement (CBA) will apply to all companies that are in the scope of the Metal industry CBA as of January 1, 2024. It will replace over 70 regional or local collective agreements in order to align the rights of all employees in the …
A NEW COLLECTIVE BARGAINING AGREEMENT IN THE METAL INDUSTRY Continue Reading »
In our previous newsletter we had informed you that the new “Labour Market” law published on December 22nd, 2022, created a new article L. 1237-1-1 in the French Labour Code. This new article provides that an employee who voluntarily abandons his/her job and does not return to work once having been given formal notice by …
The new “Labour Market” law published on December 22nd, 2022, created a new article L. 1237-1-1 in the French Labour Code. From now on, an employee who voluntarily abandons his/her job and does not return to work once having been given formal notice by the employer to justify his/her absence and to return to work, …
The law of August 2nd, 2021, applicable from March 31st, 2022, modified the rules relating to risk assessment in companies, occupational medicine, and the medical and professional monitoring of employees, and consequently the rules applicable to the single document for the assessment of professional risks (the so called “Document unique d’Evaluation des Risques Professionnels” or …
THE SINGLE DOCUMENT FOR THE ASSESSMENT OF PROFESSIONAL RISKS (“DUERP”) Continue Reading »
We would like to take this opportunity to remind you that since January 1st 2017, when an infringement is committed with a company vehicule, the employer must disclose the identity and the address of the employee who committed the infringement, otherwise the employer will be subject to pay a fine of 750 euros. – …
How European case law impacts employees not assigned to a fixed or usual place of work? A request for opinion on the situation of employees not assigned to a fixed or usual place of work was brought before the Court of Justice of the European Union (“ECJ”) by a Spanish judge (ECJ,September 10th 2015, …
Time spent travelling between home and client sites Continue Reading »
EMPLOYEES’ HEALTH MONITORING Since January 1st 2017, hiring medical examinations have been replaced by “informative and preventive visits”, except for employees with a job “at risk” who will benefit from an enhanced individual health monitoring. Furthermore, the involvement of the occupational physician is no longer systematically required. What changes from January 1st 2017 From …
Changes to occupational health monitoring procedures in France Continue Reading »
As a reminder, an annual global working day arrangement allows the calculation of working time in days over the year, rather than in hours. The maximum number of worked days is generally 218 days/year (depending on the applicable Collective Bargaining Agreement (CBA). It is only possible to agree such an arrangement in the employment contract …
Secured framework for annual working time arrangements Continue Reading »
The “Labour Law” of August 8th, 2016 has strengthened the right to disconnect for all employees in France. Although the law puts the most significant constraints on companies that have at least 50 employees, the object of this paper is to determine the precise consequences on small and medium companies (with less than 50 employees.) …
