Generation Z is becoming a permanent fixture in organizations. It brings new expectations—flexibility, purpose, transparency—that challenge internal practices far more than labor law itself, whose principles remain unchanged. For executives and HR directors, the real question is no longer “How can we attract Gen Z?” but “How far can we adapt without undermining fairness and legal certainty?” Flexibility, purpose, balance: high
If an employee refuses to sign the notice of the preliminary interview, does that necessarily render the procedure invalid? Mr. [V] was hired as a heavy-duty truck driver on March 30, 2015, by Mr. [S], who operated a sole proprietorship engaged in the decontamination and recycling of damaged vehicles, the rights to which were subsequently acquired by [S] Autos. The employee
Sexual Harassment: Is an Internal Investigation Required? Mr. [H] [W] was hired on September 10, 1981, as an offset clerk in the Operations Department of the Caisse Régionale de Crédit Agricole Mutuel Martinique Guyane. His most recent position was Project Manager for Real Estate, Public Authorities, and Regulations. On August 22, 2019, he was accused by Ms. [N] [R] of repeated
Current trend: The application of the hardship account was discussed by Marinette Soler, deputy secretary general of the CFDT trade union, Guillaume Verdier, partner at SCP Tuffal-Nerson Douarre & Associé, and Jean-Luc Tuffier, member of the MEDEF Ile-de-France executive committee. – Paris est à vous, December 29, presented by Karine Vergniol, on BFM Business.
Harassment: is an investigation always mandatory? No: In labor court cases, evidence is freely admissible. No provision of the Labor Code requires employers to conduct an internal investigation in cases of reported sexual harassment. It is therefore up to the judge to assess the value and scope of the evidence produced, in particular the hearings and statements produced. Cass Soc, January
Domestic violence, long perceived as a strictly private matter, is now entering the professional sphere. While gender-based and sexual violence (GSV) traditionally refers to incidents occurring in the workplace, institutional practice and recommendations now include domestic violence when it affects the health, safety, or working conditions of employees. As part of the 2023-2025 National Action Plan for the Labor Inspection System,
Can an employer contact an employee’s doctor and obtain information covered by medical confidentiality? Ms. [T] was hired as a sales assistant by Pronovias France on July 23, 2012. Believing herself to be a victim of psychological harassment, the employee, who was dismissed for genuine and serious cause on August 31, 2018, brought a claim before the labor court for the
ALIGNMENT OF FRENCH LAW WITH EUROPEAN LAW On September 13, 2023, the Court of Cassation reversed its case law, recognizing employees’ right to accrue paid leave during sick leave. The Law of April 22, 2024 reinforced this rule, which stems from European law, with a limit of 24 days per year for non-work-related sick leave. See the rest of the article
Disability, incapacity, retirement, provident funds, compensation, dismissal… Knowing your rights is essential for preparing for your return to work with peace of mind. During this webinar, Nicolas Durand-Gasselin and Guillaume Verdier, lawyers at the Paris Bar for over 20 years, will help you better understand your rights and answer all your questions. See the rest of the article
Can a manager’s inappropriate comments during working hours constitute a breach of the duty of care? Mr. [C] was hired on December 26, 2011, by Brand & Celebrities, now known as Kolsquare. His last position was sales director. He was dismissed for serious misconduct on March 6, 2019, and brought his case before the labor court, which dismissed his claims. The