Working Laws In France (PART 1)

It might be difficult to start a new work while also grasping the French labor rules. What you need to understand about working in France is outlined here.

French labor laws provide substantial and long-standing protection for employees, from navigating employment contracts through maternity leave, unions, and retirement. Indeed, a 35-hour workday and a higher-than-average minimum pay are standard in France. It is, nevertheless, critical that you are aware of your rights and duties. We’ll cover everything from discrimination and dismissal to training and growth in this overview of French labor law.

An overview of French labor legislation

The Labour Code

Individuals, trade unions, and businesses all have rights and obligations under the French Labor Code. Employee safeguards in France are generally strong.

Employers in France, for example, find it more difficult to fire employees than in many other nations. In 2017, France enacted a “right to disconnect” directive, which gives employees the legal freedom to ignore business contact after hours.

Before starting work in France, you should read the whole employment contract like in any other country. This is the greatest spot to get a quick summary of your specific circumstances and better to prepare yourself for your new job. It’s also a good idea to save copies of any employment contracts you sign, as well as any other paperwork connected to your job.

In France, like in the rest of the European Union, your ability to work is primarily determined by your citizenship. Because of the two-tier arrangement, EU citizens may work in France with little difficulty. You will, however, require a work permit if you are not. Likewise, citizens of European Economic Area/European Free Trade Area (EEA/EFTA) nations are affected.

Following the United Kingdom’s exit from the European Union in 2021, nationals of the United Kingdom will also require a work permit to lawfully work in France. It’s worth noting that UK citizens who lived in France before January 1, 2021, did not lose their right to remain in the country and work.

Although there are alternative options for obtaining a work permit, this is the simplest. If you are not a citizen of the EU, EEA, or EFTA, your best choice is to locate a sponsoring employer. Your employer will, after that, handle the process for your residence permit.

Type Of Contracts Employment In France

Type Of Contracts

Because employment contracts in France can be confusing, do your homework and know your rights. Make sure you receive a written contract and read it through thoroughly. Before you sign it, ask any questions you may have. You have the option of having your employment contract translated into a language of your choice, but in the event of a disagreement, the French version will prevail.

Fixed-term contract (CDD)

The start and termination dates of fixed-term contracts are mentioned. In most cases, the maximum term is 18 months. Under some conditions, this can be extended to 24 months. Contracts for a set period must be written down. Keep in mind that neither side has the right to terminate the contract before the conclusion of the term.

Permanent Employment Contract (CDI) 

 Agreements to labor for an indeterminate time are known as permanent employment contracts. They might be part-time or full-time, and the contract normally specifies the conditions and working hours. So, if you’re an employee who wants to leave, you must offer sufficient notice. Your contract will specify the notice period. Similarly, an employer must follow established termination procedures. To put it another way, if they wish to let you go, they must show cause for dismissal.

 Agreements on collective bargaining

In France, several sectors are covered by collective bargaining agreements. As a result, this might impact some aspects of your contract or your job. Trial periods or termination methods are examples of this.

There are many more employment laws in France that you should know if you are willing to work there. We have a lot more to cover from sick pay, employee protection, and training; let us know in the comments if you are willing to work in France. Read part two for more information…