A settlement agreement following an employee’s report of sexual harassment is invalid / Paid leave: who bears the burden of proof?
A settlement agreement following an employee’s report of sexual harassment is invalid
The French Supreme Court ruled that when an employee has reported being subject to sexual harassment, the settlement agreement signed by the employee is invalid if the employer has not taken any measures to protect the employee.
In this decision dated November 4th 2021, the court held that the employee had signed the settlement agreement under duress because she did not have any other choice in order to protect her health.
For memory, employers in France must take measures to prevent sexual harassment. This includes policies, training and in some cases naming a “sexual harassment” contact person. Also, all claims of sexual harassment must be investigated.
Paid leave: who bears the burden of proof?
A recent decision by the French Supreme Court offers a reminder on employers’ obligations in enabling employees to take their paid leave entitlements and the importance of documenting this.
After the termination of his employment contract, an employee working as a sports instructor, claimed compensation for paid holidays which he argued he had not taken. The employer, on the other hand, argued that the employee had already taken his paid leave from 9 to 30 June 2014, as was mentioned on his pay slip. The employee provided certificates from two of his colleagues stating, among other things, that he was present at the stadium on 28 June. The employee's claims were dismissed by the Court of Appeal which considered that the documents did not provide "sufficient evidence of work during this period", as the two certificates stating that the employee was present at the stadium on 28 June, i.e. on a weekend, could just as well relate to a voluntary participation to follow his team.
The Supreme Court struck down the appellate decision, criticizing the court of appeal for having reversed the burden of proof in terms of taking paid leave and reiterated that it is the employer who must prove that paid leave was actually taken, and not the employee. In the event of a dispute, employers cannot simply show that they have paid their employee (by producing pay slips). They must also prove that they have taken the necessary measures to ensure that employees actually takes their paid leave.
History
-
Dismissal of an employee's refusal to adhere to the "fun and pro" culture of his employer ruled null and void | Transfer of professional emails to personal email | Employees’ travel time can be effective working time
Published on : 10/01/2023 10 January Jan 01 2023Newsletter / Recent Case LawDismissal of an employee refusing to adhere to the "fun and pro" culture of h...
-
Employee's setting of residence far away from workplace
Published on : 04/10/2022 04 October Oct 10 2022Newsletter / Recent Case LawFrench law provides for a legal duty to reimburse 50% of the employee’s subsc...
-
Drivers platforms: still complex!
Published on : 04/07/2022 04 July Jul 07 2022Newsletter / Recent Case LawTwo recent court decisions, one criminal, the other civil, discussed subordin...
-
Prohibiting alcohol | Post-termination non-competition clause
Published on : 01/04/2022 01 April Apr 04 2022Newsletter / Recent Case Law1) Prohibiting alcohol Internal regulations (so called “réglement intérie...
-
A settlement agreement following an employee’s report of sexual harassment is invalid / Paid leave: who bears the burden of proof?
Published on : 31/12/2021 31 December Dec 12 2021Newsletter / Recent Case LawA settlement agreement following an employee’s report of sexual harassment is...
-
Employers must react when alerted to threats to employee’s safety. Failure constitutes an inexcusable fault
Published on : 30/09/2021 30 September Sep 09 2021Newsletter / Recent Case LawIn case of an accident at work (or an occupational disease), the employer com...
-
In brief: The Islamic Veil cannot be banned without a neutrality clause, even for commercial reasons
Published on : 01/07/2021 01 July Jul 07 2021NewsNewsletter / Recent Case LawIn 2017, the French Supreme court recognized the possibility, expressed in ar...
-
False accusations of discrimination justify a disciplinary dismissal
Published on : 02/04/2021 02 April Apr 04 2021NewsNewsletter / Recent Case LawAn employee who denounces or reports acts of discrimination benefits from dis...
-
Does a new Supreme Court decision allow partially illicit evidence to be submitted?
Published on : 19/01/2021 19 January Jan 01 2021NewsNewsletter / Recent Case LawA recent decision of the French Supreme Court of 25 November 2020 creates a s...
-
This month recent case laws
Published on : 02/10/2020 02 October Oct 10 2020NewsNewsletter / Recent Case LawTransfers of undertakings to more than one business A recent surprising dec...