Essentials of French Employment Law

Essentials of French Employment Law

Susan Hardie

Copyright © 2018 Susan Hardie

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ISBN 978 1789019 322

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A catalogue record for this book is available from the British Library.

Matador is an imprint of Troubador Publishing Ltd

Contents

1. Introduction

2. French employment law

A) Legal professionals

B) Sources of law

1) Law with national origins

2) EU sources

C) Hierarchy of sources of law

D) Code du travail

E) French courts

1) Civil jurisdictions

2) Criminal jurisdiction

3. Employment

4. Access to work

A) Bodies dealing with the search for and obtaining of work

1) Public employment service – Service public d’emploi

2) Private employment services

B) Offers of employment

1) Recruitment

2) Obtaining work

C) Formalities of the act of employing

1) Registers

2) Notices

3) Declarations

4) Rules regarding the creation of a contract

5) Contractual document rules

6) External notifications following completion of the contract

7) Modifications to the contract

D) Distance working

E) Illegal work – Travail Dissimulé (Clandestin)

5. Contract

A) General

B) Two main types of contract

6. Contract with no fixed term – Contrat de travail à durée indéterminée (CDI)

A) Common clauses

1) Object clause – Clause d’objectifs

2) Trial period – Périod d’essai

3) Guarantee of employment clause – Clause de garantie d’emploi

4) Exclusivity – Exclusivité

5) Non-competition – Non-concurrence

6) Clause for reimbursement of training costs – Clause de dédit-formation

7) Geographical mobility clause – Clause de mobilité géographique

B) Dismissal for reasons related to the individual – Licenciement pour motif personnel

1) Real and serious cause – Une cause réelle et sérieuse

2) Irregular dismissal (licenciement irrégulier) and abusive dismissal (licenciement abusive)

C) Dismissal for economic reasons – Le licenciement économique

1) Prevention of dismissals and supporting measures – Les mésures d’accompagnement

2) Procedures for proposed economic dismissal

7. Void/voidable dismissal – Le licenciement nul

8. Fixed term contract – Contrat de travail à durée déterminée (CDD)

A) Clauses

B) Trial period – Période d’essai

C) Circumstances for which a CDD may not be used

D) Circumstances where a CDD may be used

E) Determining the duration, number of renewals and delay between contracts

F) Duration of a CDD

G) Successive CDDs

H) Termination (rupture) at the end of a CDD

I) Termination of the contract before the point of its end date

J) Indemnity for employment insecurity – Indemnité de précarité

9. Some particular types of contract

A) Apprenticeship – Contrat d’apprentissage

1) Formalities

2) Length of the contract

3) Termination of the Contrat d’apprentissage

B) Work experience placement – Stage

C) Contract for professional qualification – Contrat de professionalisation

D) Contract for people aged over 57 – CDD senior

1) Conditions for use

2) Length

E) Other types of CDD

10. Temporary work contracts – Contrat de travail temporaire (intérimaire) – CTT

11. Remuneration – Rémuneration

A) Constituents

B) Setting the level of salary (salaire)

C) Non-discrimination

D) Minimum wage – Salaire minimum interprofessionnel de croissance (SMIC)

E) Any minimum set by convention collective

F) Payment of the salary

G) Union negotiation timings

H) Contractual clauses for changes to remuneration

I) Financial participation of employees – Participation financière des salariés

1) L’intéressement

12. Profit sharing – Participation aux résultats

A) Setting up the scheme

B) Calculation and sharing of the réserve spéciale de participation

1) Basic formula

2) Restriction of rights/access to funds over a certain time period

13. Work time – Durée de travail

A) Maximum working period – Durée maximale du travail

B) Supplementary hours – Heures supplémentaires

C) Part-time work – Travail à temps partiel

D) Other contracts that are not full time

E) Additional hours – Heures complémentaires

14. Organisation of periods of variable work time (Aménagement du temps de travail) over a work period greater than a week

A) Daily rest – Repos quotidien

B) Weekly rest time – Repos hebdomadaire

C) Collective agreements for allocated amounts of working time

15. Holidays/leave – Congés

A) Organisation of paid leave

B) Payment for leave

C) Leave for family events

D) Other leave

16. Bank holidays – Jours fériés; and solidarity day – la journée de solidarité

A) Day of solidarity – La journée de solidarité

B) Holiday account – Le compte épargne-temps (CET)

C) Record of voluntary work – Compte d’engagement citoyen

17. Professional development – La formation professionnelle

A) Training plan – Plan de formation

B) Individual training account – Compte personnel de formation

C) Personal leave for training – Le congé individuel de formation (CIF)

D) Validation of experience – Validation des aquis de l’expérience

E) Various other rights to time off for professional development

18. Internal rules and regulations – Le règlement intérieur

A) Control of the rule book

19. Employer’s disciplinary rights – Pouvoir disciplinaire

A) Disciplinary offences – La faute disciplinaire

B) Disciplinary penalties – Sanctions disciplinaires

C) The disciplinary procedure – Procédure disciplinaire

20. Control of the use of the internet in the workplace and cyber surveillance

21. Discrimination – La discrimination

A) Procedure

B) Burden of proof – La charge de la preuve

C) Criminal penalties for discrimination

22. Sexual harassment and bullying – Harcèlement sexuel and harcèlement moral

A) Obligations of the employer and the employees’ delegates

B) Sexual harassment

1) Definition

2) Penalties

3) Proof

C) Bullying – Harcèlement moral

1) Definition

2) Penalties and burden of proof

23. Employees’ representatives

A) Very small, and small to medium-sized businesses

B) Work union – Syndicat professionnel

1) Union delegate – Délégué syndical

2) Representative of the union section – Répresentant de la section syndicale

C) Internal representatives and representative bodies

D) Work health service – Service de santé au travail (SST)

E) Participatory interprofessional regional commissions – Commissions paritaires régionales interprofessionnelle

F) Work social service – Service social du travail

G) Protection of the representatives of the employees against dismissal

24. Collective disputes – Conflits collectifs

A) The strike – La grève

B) Protection of the right to strike

25. Breaking the contract – La rupture du contrat de travail

A) Notice periods – Délai de préavis

B) Giving notice by an employee – La démission

C) Incorrect termination of the contract by the employee – Démission abusive

26. Termination of the contract because of fault of the employer – La rupture du contrat de travail pour faute de l’employeur

A) Basis

B) Employer’s faults – Fautes de l’employeur

C) Consequences

27. Negotiated departure (le départ négocié) and transaction

A) Negotiated departure

B) La transaction

C) Termination of the contract by convention – La rupture conventionnelle

28. Appendix

1) Employees’ delegates – Délégués du personnel (DP)

2) Works council – Comité d’entreprise (CE)

3) Consolidated representative body – La délégation unique du personnel (DUP)

4) The committee for hygiene, security and work conditions – Le comité d’hygiène de sécurité et des conditions de travail (CHSCT)

References

Terminology, French–English/English–French

Notes

1. Introduction

French employment law is an extensive branch of law and it is not the purpose of this book to set out the whole of the law or the detail, but to set out the basics in a format that is comprehensible and accessible to English speakers. This book deals primarily with employment in the private sector, and not the public sector.

Substantial references are given for the relevant rules in the Code du travail or other laws/cases, to enable cross-checking and also research at source for more detail.

The French terms are used frequently (and always in italics) to introduce them for ease of comprehension of employment matters in practice in France/with French speakers. Where French terms appear for the first time in the text, a definition/explanation in English will be given. Wherever a French word appears in italics, it can also be looked up in the glossary at the end of the book to easily find the definition/explanation.

There is also an English–French glossary, which enables the French equivalent for English employment law terms to be found easily.

N.B. Recent reforms have sought to replace all the former employees’ representative bodies such as the CE (comité d’entreprise – work’s council) and the CHSCT (comité d’hygiène, de sécurité et des conditions de travail – committee for hygiene, safety and work conditions) with 1 sole body, the CSE (comité social et économique – social and economic committee). Other than where the Code is specifically dealing with the replacement of the bodies with the CSE, the Code now generally only refers to the CSE. Information relating to the previous bodies is therefore set out in an Appendix to this book, for reference purposes only.

There will be some circumstances where e.g. dismissals were already underway before recent reforms were published, and in those situations previous laws in effect at that time may apply. This book (other than the Appendix referred to above) will only deal with the new law as set out in the Code and not the previous law.

English law tends to approach whether there is a claim that can be made by an employee following a dismissal by considering possible wrongful dismissal (basically, a breach of contract) and unfair dismissal (which might for example be procedural or e.g. discriminatory), and that might involve looking at redundancy (where work positions are changing/reducing due to reduced business). Under French law the considerations, rules and principles are broadly similar but the initial approach is slightly different. There are specific procedures and principles for dismissals codified in detail in the Code du travail (the French employment law code) which vary depending largely upon whether the contract was fixed term or not (other factors may also be relevant). There is extremely limited scope for dismissal of employees on a fixed term contract. For other contracts, employees may be dismissed for reasons relating to the employee (e.g. certain disciplinary matters) or for economic reasons (which is like redundancy), but always complying with procedural rules and certain principles such as non-discrimination.

This book covers the essentials of French Employment Law (only). N.B. for legal advice in specific cases always consult the up to date complete legal sources and/or a lawyer.

2. French employment law

A) Legal professionals

In France the legal profession includes huissiers who deal with debt recovery and enforcement of judgements; avocats who carry out contentious work and advocacy, as well as company and commercial law, employment law etc; notaires who have a monopoly on some procedures relating to e.g. property transactions, and who deal with non-contentious matters including property work, company and commercial, tax, inheritance etc. There is therefore some overlap between the roles, however they are each entirely separate legal qualifications requiring different training. There is also a range of judicial roles which, when they involve a legal professional, each require their own separate training and qualification.

B) Sources of law

1) Law with national origins

a) Law created by the State

The French Constitution of 1958:

Created various economic and social rights, including the right to strike, freedom of unions, the right to work

Laws and ordinances made by the French parliament setting the underlying principles for the rights and obligations applicable to all employees and employers

Règlements and décrets relating to the application of laws.

b) Droit Conventionnel

Collective contracts and agreements made between unions of employees and of employers.

c) Contrat de Travail

Work contracts agreed between an employer and an employee setting out the terms and conditions of employment of the latter.

d) Usage professionnel

Unwritten rules (e.g. work customs and traditions/habitual arrangements) applicable in that area of work or in that particular business, which will usually tend to be incorporated into the relevant laws, conventions and collective agreements.

e) Jurisprudence

This does not mean the same as the English word jurisprudence, which relates more to the philosophy/theory behind the law.

The French word refers to the interpretation made by the courts or tribunaux of the texts of the laws and conventions during the course of court proceedings.

2) EU sources

a) EU réglements

The EU has created principles of freedom of movement for employees and the harmonisation of social legislation, which includes employment law.

b) Bilateral treaties

Treaties entered into between France and another country with mutual effect on a particular topic.

c) Conventions of the OIT

Recommendations of the International Employment Organisation (Organisation International du Travail) inviting the States that are party to it to make social reforms. These conventions only apply in a given country once that country has ratified it.

C) Hierarchy of sources of law

EU and International law

French Constitution

Laws and rules (lois et réglements)

Collective agreements (conventions colléctives)

Employment contract

D) Code du travail

The whole of French employment law is codified and gathered into 1 source, the Code du travail. This is made up of 3 parts (parties), each composed of nine books (livres).

•First part: legislation (texts législatifs) – indicated in references by an abbreviation to letter L

•Second part: rules (réglements) and decrees (décrets) from the Conseil d’État – indicated in references by an abbreviation to letter R

•Simple