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INFORMATION TO BE GIVEN TO EMPLOYEES ON THE OCCASION OF HIRING AND ON SECONDMENT ABROAD / NAVIGATING PARIS OLYMPICS RESTRICTIONS

Published on : 30/07/2024 30 July Jul 07 2024
Newsletter / New legislation

Due to the dissolution of the French Parliament which took place on 9 June 2024 and the ongoing electoral process, legislative work is suspended and there is no specific new legislation in Labour law for the moment. However, some decrees and orders have been recently published on the following topics:  
 

INFORMATION TO BE GIVEN TO THE EMPLOYEE ON THE OCCASION OF HIRING

Since a decree of October 30th, 2023, which entered into force on November 1st, 2023, employers are required to provide each of their employees with a list of information relating to the key elements of their employment relationship. 

The decree lists the 8 items of information to be communicated by the employer to the employee, no later than the 7th day from the date of hiring, notably the identity of the parties to the contract, the place of work, the duties to be performed by the employee, the hiring date, the terms and conditions of the potential trial period, the employee’s remuneration, his working hours and, in case of a fixed-term contract, the contemplated end date (or the minimum duration).

Other information must be communicated to employees within 30 days after hiring, namely the training initiatives programs, the duration of paid leave, the procedures to be observed in the event of termination of the employment relationship, the applicable collective agreements, the mandatory complementary health and contingency schemes and, for temporary work, the name of the user company.

Recently, an order dated June 3rd, 2024 has set out 5 template documents including the pieces of information abovementioned to be provided to employees. These models are intended to help the employer respect his obligation. 
 

INFORMATION TO BE GIVEN TO EMPLOYEES ON SECONDMENT ABROAD

Employees on secondment abroad should receive, on top of the information mentioned above, additional information specific to their employment relationship performed in a foreign country, in particular the country in which the work is carried out, the currency used to pay the remuneration, the remuneration to which the employee is eligible in the country where the secondment is performed and whether a repatriation is organized and the conditions under which the employee will be repatriated.

A template document including this information has also been made available to employers by the French government. 

The employer must update the information communicated to the employees whenever changes are made to legislation, regulations, or agreements. 
 

TRAFFIC REGULATIONS APPLICABLE TO EMPLOYEES AND THEIR STAFF REPRESENTATIVES DURING THE PARIS OLYMPIC GAMES

The Paris Olympic Games (from July 26th to August 11th, 2024) and the Paralympic Games (from August 28th to September 8th, 2024) may disrupt the work organization in France, mainly in Paris and its region (“Ile-de-France”). 

In this respect, the French Labour Ministry has published a Q&A dedicated to understanding the rules that will be implemented for the access of employees and staff representatives in territories where the Olympic and Paralympic Games will be held. In particular, employees will have to connect to the “pass-jeux.gouv.fr” website to obtain a QR code, proving the reason for traveling or for making deliveries in the scope of their work. 
 
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