French Employment Laws
Employment laws differ from one country to another. In France there are government statutory agencies that must be informed of---and in some cases may even authorize or reject---the firing of employees. French laws are more favorable to the employee to some degree. For instance, when an employee is dismissed by an employer, it is easy for such an employee to file a court case against the employer. The cost to the employee rarely carries more than minimal costs, and it may even be free.
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35 Hours per Week
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France has introduced a shorter work week of 35 hours per week. In most countries in the world, the standard is 40 hours per week. Nevertheless this new French schedule does not include employees who are not subject to close monitoring of their work, such as employees and staff in sales. Under such cases, French laws require additional remunerated time off in compensation to such employees. New court rulings in France also require substantial payment to the former employee for a post-employment, non-competition period.
Eligibility
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French employment provisions require that French companies registered to do business in France are the only companies to hire employees in France. The law specifically prevents foreign companies from directly employing and recruiting French citizens resident in France for employment purposes. This means in simple terms that if a foreign company is interested in employing a French citizen who resides in France, such company must have to establish and register their company in France in order to do so. The only exception to this rule allows a foreign employer to recruit a sales employee for direct sales, working from their home.
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Consultants
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In French law, the word consultant is a tricky word. When French laws determine that the business relationship existing between a company and an individual is in fact that of a consultant, such a relationship then triggers enforcement of French labor laws and principles. The company in question must make statutory contributions on behalf of the consultant. If any of the companies violates these standards, French authorities may file charges against that company.
Employment Agreement
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When a French company hires a new employee, existing French laws require the employer to file an employment agreement to document the terms and conditions of such employment. Such a document must be executed as a written document in French language. It must also include any details required: if the employment is for a probationary period, such a period must be specified. The compensation must be included, and if no compensation is required, the document must specify that as well. This agreement form must be filed at the appropriate labor office.
Employee Dismissal Laws
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Prior to actual termination of employment, French laws require that employers must follow the authorized process prior to dismissing the employee. This process includes a pre-termination meeting with the employee and notices are required in French language informing the employee of the required waiting periods. The employee must also be served with a notice of termination or payment in lieu, in line with the government's provisions. French law also requires compensations to be paid to the employee for cases of unjust terminations, and also if the termination was abrupt in nature.
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