Références
Note: The consolidated version of the Labour Code is regularly updated.
Labour Code (2007-2008: new codification), as subsequently amended, consolidated version dated 26 March 2010<br/>(Code du travail - in French only)
Date:
21 Aug 1970;
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Champ d'application
Taille des entreprises exclues (≤): 10
There is no general exclusion based on the size of the enterprise. However, the LC provides for exemptions from some procedural requirement for enterprises employing less than 11 workers in particular with respect to sanctions in the event of non compliance with dismissal (procedural and substantive) requirements. See art. 1235-5 LC and art. 1235-14 LC (on collective dismissal).
In addition, employees' representatives ("délégués du personnel") who shall be consulted when the employer contemplates collective redundancies must be elected only in companies employing at least 11 workers.
Catégories de travailleurs exclues: fonctionnaires, police, armée, magistrature
The employment relationship of those categories is governed by public law regulations.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
See art. L 1242-1 LC to L. 1242-4 LC.
Art L 1242-2 LC: exhaustive list of situations when the use of FTC is authorized.
: 2
Art. L 1243-13 LC
Durée cumulée maximum de CDD successifs: 18mois
Art. L 1242-8 LC.
General rule: 18 months maximum.
Depending on the grounds for resorting to a FTC, it can be up to 24 months in 3 specific situations.
% de travailleurs sous CDD: 14.3
Source: Eurostat, as of first trimester 2010
The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
Eurostat data are based on the following definition:
"A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
Durée maximale de la période d'essai (en mois): 8 mois
Art. L 1221-19 LC & L. 1221-21 LC: max. 4 months renewable once.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: état matrimonial, grossesse, congé de matérnité, maladie ou accident professionel temporaire, race, couleur, sexe, orientation sexuelle, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, participation à une grève légale, dénonciation/ alerte, état de santé, congé d'adoption, information génétique, origine ethnique
Art. L 1132-1 LC: list of prohibited grounds of discrimination.
Art. L 1132-2 LC: lawful exercise of the right to strike.
Art. L1132-3 LC: whistle blowing.
Art. L1225-4 LC: dismissal is prohibited during pregnancy, where this has been medically certified, during maternity leave (whether or not the worker uses the right to take the leave). Dismissal is nonetheless permitted in case of a serious fault of the worker unrelated to pregnancy, or when the employer is unable to maintain the contract of employment for reasons unconnected with pregnancy or confinement. The same protection against dismissal applies to a employee in adoption leave (see art. 1225-38 LC)
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité
*Workers' representatives:
- Trade union representatives and other worker's representatives: art. L 2411-1 LC
- Worker's adviser: art. 1232-14 LC
* Pregnant women and women on maternity leave: art. L 1225-4 and L 1225-5 LC, employees on adoption leave: art 12225-38 LC
Dismissal is prohibited during pregnancy, where this has been medically certified, during maternity leave (whether or not the worker uses the right to take the leave) and during the period of paid adoption leave, as well as during four weeks after the end of maternity and adoption leave. Dismissal is nonetheless permitted in case of a serious fault of the worker unrelated to pregnancy, or when the employer is unable to maintain the contract of employment for reasons unconnected with pregnancy, confinement or adoption. However, the dismissal or notice of dismissal may not take place during the periods of maternity and adoption leave.
Forme de la notification du licenciement au travailleur: écrite
Letter of notification: art. 1232-6 LC.
(Mandatory oral interview prior to written notification with possible representation by an adviser: art. L 1232-2 LC.)
Délai de préavis:
According to art. L 1234-1 of the LC, the minimum mandatory notice period (excl. in cases of serious misconduct) is the following:
*1 month for tenure of more than 6 months and less than 2 years.
*2 months for at least 2 year-tenure.
*For tenure of less than 6 months, the notice period is to be defined by law, collective agreements or customs of the trade.
Note: In case of force majeure, no obligation to respect the notice period : art. L 1234-12 LC
Indemnité compensatrice de préavis: Oui
Art. 1234-5 LC
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) The labour code defines economic dismissal but not collective dismissals.<br/>However, the LC contains specific sections on the legal requirements applicable to economic dismissal concerning:<br/>1) less than 10 employees over a 30-day period;<br/>2) 10 or more employees over a 30-day period.
See: art. L 1233-3 LC, art. L 1233-8 LC, art. L 1233-21 LC
NB: Special additional category: dismissals following bankruptcy: art. L 1233-58 LC.
Notification à l'administration publique Yes
* Dismissals concerning less than 10 employees over a 30 day period: art. L 1233-8 to L 1233-10.
* Dismissals concerning 10 or more employees over a 30 day period: art. L 1233-28 to L 1233-33 LC.
(Criminal penalties for failure to observe those requirements: art. L1238-2 LC)
Notification aux syndicats (représentants des travailleurs) Yes
* Less than 10 employees over a 30 day period of time: art. L 1233-19 LC.
* 10 or more employees over a 30 day period: art. L 1233-46 LC.
+ Criminal penalties for failure to observe the notification requirement: art. L 1238-4 LC.
Notification aux représentants des travailleurs: Yes
* Less than 10 employees over 30 days: art. L 1233-8 to L 1233-10
*10 or more employees over 30 days: art. L 1233-28 to L 1233-33 LC.
Accord des syndicats (représentants des travailleurs) No
Intervention of the administration: verifies the regularity of the procedure (with regard to information to the workers' representatives, adoption of social plan) and gives advisory opinion but no power to adopt binding decisions: See L 1233-52 to L 1233-57 LC.
However approval is requested prior to dismissal of some protected workers (i.e. trade union rep. : art. L 2411-3 LC).
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) Yes
Art. L 1233-5 LC:
Criteria to be used:
1) family responsibilities
2) length of service
3) social considerations: difficult re-entry in the labour market (in particular for elderly employees and disabled persons)
4) skills.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
In case of dismissal of 10 or more employees over a 30 day period: preferential rehiring within a limit of 1 year and if requested by the employee: art. L 1235-45 LC.
See also art. L 1233-45 LC: non observance of the preferential right to re-employment entails compensation that shall amount to 2 months' wages).
Règles de priorité de réembauche Yes
Art. L 1233-4 LC (general retraining and redeployment obligation applicable to any collective dismissal)
In particular:
*Mandatory "employment safeguard plan" (plan de sauvegarde de l'emploi) for enterprises with more than 50 employees in case of a collective dismissal concerning 10 or more employees over a 30 day period: art. L 1233-61 to L 1233-64 LC.
For failure to adopt a mandatory social plan, compensation awarded by the judge cannot be less than the last 12 month's wages (art. L1235-11 LC).
(In addition, depending on the size of the company, the following measures can be mandatory: "reclassification leave" (congé de reclassement), "individual reclassification programme" (convention de reclassement personnalisée), "revitilization of the labour market area" (revitalisation des bassins d'emploi): art. 1233-65 to L 1233-90 LC).
:
Art. L 1234-9 LC (last amended by Act No 2008-596 of 25 June 2008): right to severance pay after a tenure of at least 1 year without interruption, except in case of serious misconduct.
The calculation modalities are determined by art. R 1234-2 LC:
The statutory minimum is 1/5 of monthly wages per year of service.
For employees with more than 10 years of service, 2/15 of the monthly wages multiplied by the number of years of service beyond 10 years should be added.
Ex:
Tenure of 1 year: 1/5 x 1 = 0.2
Tenure of 20 years: (1/5 x 20) + (2/15 x 10) = 5.33
: 0 mois
: 0 mois
: 0.2 mois
: 0.4 mois
: 0.8 mois
: 1 mois
: 2 mois
: 5.33 mois
:
No specific redundancy payment. Severance pay covers economic (individual and collective) dismissals (Art. L 1234-9 LC).
: 0 mois
: 0 mois
: 0.2 mois
: 0.4 mois
: 0.8 mois
: 1 mois
: 2 mois
: 5.33 mois
travailleurs miniers: Non
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Absence of serious and genuine cause:<br/>The judge awards compensation which as a minimum shall amount to 6 months' wages.<br/>
See art. L 1235-3 LC.
In addition, when the dismissal is justified by a serious and genuine cause but the employer fails to observe the prescribed procedure for individual dismissals, compensation awarded by the judge cannot exceed one month's wages (art. L 1235-2 LC).
directeurs /cadres dirigeants: Oui
Art. L 1235-3 LC :
The judge can prescribe reinstatement in case of absence of a serious and genuine cause.
police: Oui
Art. L 1411-1 LC: conciliation takes place before the conciliation section of the labour court "Conseil des Prudhommes".
Art. L 1411-1 LC
Règlement des litiges individuels par arbitrage: Non
Durée de la procédure: 10mois
This duration is not specific to litigation procedures on individual dismissal but includes all cases brought before the "Conseil des Prud'hommes" for the year 2009.
It does not include appeal procedures.
Source: http://emploi.france5.fr/emploi/droit-travail/conflits/66844361-fr.php (last accessed in February 2011)
Définition du licenciement collectif (nombre d'employés concernés): 70
Statistics for 2007 - Source: Study of the French Ministry of Justice (2009)
(See: http://www.cabinet-catry.com/statistiques-des-conseils-des-prud-hommes_ad30.html)