Lawyers for labour law in France

Paris employment lawyers for international companies & individuals

Protection against dismissal, working hours or contract changes: French labour law tends to be more employee-friendly. Our Paris employment lawyers represent individuals and companies in legal disputes to ensure compliance with French labour law (Code du Travail). Alaris employment law solicitors provides advice and representation in and out of court on employment contracts, dismissal, discrimination and other employment and labour law matters.

We provide advice and litigation on collective labour law (works council rights, works council elections, collective agreements, etc.). You will benefit from our extensive experience in difficult and challenging international disputes. Alaris lawyers are familiar with labour litigation and conciliation proceedings before the French labour courts and will guide you through labour inspections in France.

Services of the lawyers for French employment & labour law

Alaris Attorneys at Law specialise in French employment law and can also assist you with all aspects of international employment law, both national and cross-border. We can advise you on the following issues

• Employment contracts & contract amendments in France
• Working hours & overtime in France
• Dismissal & dismissal protection in France
• Application of minimum wage in France
• Protection against discrimination & harassment

Alaris blog also explains the rights and obligations of employees and employers in France. These are our labour law topics:

• Labour sanctions (labour inspector)
• Dismissal agreement
• Postings etc.

Our labour lawyers advise on French employment contracts

In French labour law, there are different ways of drafting employment contracts. Disputes can arise not only when contracts are drawn up, but also when employers attempt to amend employment contracts, particularly in the event of a deterioration in working conditions or salary. In France, there is the possibility of an open-ended employment contract (CDI), a fixed-term employment contract under certain conditions and a temporary employment contract. In addition, in certain sectors there are project contracts that end at the end of the project, without the need to pay a 10% bonus as in the case of termination of a fixed-term employment contract (e.g. construction contracts after acceptance of the building).

CDD – the fixed-term contract in France

The French CDD – Contrats à Durée Déterminée – is a fixed-term employment contract. As the name suggests, its validity is limited. This must be stated in the contract, as well as the other mandatory special provisions. The legal options for signing a CDD are explicitly and bindingly defined in French labour law.

A CDD that is not terminated automatically becomes a CDI. Care should therefore be taken when formally confirming the termination of a CDD in France.

CDI – the permanent employment contract in France

A French CDI – Contrat à Durée Indéterminée – is an open-ended employment contract. Its duration is unlimited. A CDI is terminated by mutual agreement following dismissal or resignation by the employee. In France, the CDI is the standard form of employment contract under Article L1221-2 of the Labour Code. The obligations associated with the CDI are set out in French labour law.

You can find more information on French employment contracts on the Alaris blog. Do you have any questions or need legal advice?

The law on working hours in France

French labour law is very strict about maximum weekly working hours and overtime. These must be adhered to, and fixed-term employment contracts must be drawn up for managers. Care must be taken not to exceed the number of hours in an ongoing employment relationship, as the employer has a duty of care towards its employees. Legal disputes often arise over the payment of overtime or the observance of rest periods.

Working week in France

According to the French Working Time Act, it is forbidden for an employee to work more than 6 days a week. In principle, it is forbidden to work on Sundays. However, in some cases it is not possible to rest on Sunday. In such cases, the rest day can either be postponed to a day other than Sunday or shortened under certain conditions, which vary depending on the exemption.

The maximum working week is 35 hours. However, there are exceptions to this, such as 39-hour contracts and flat-rate contracts for senior managers where no overtime is paid – these are probably the rule rather than the exception.

Legal holiday entitlement in France

Every employee is entitled to at least two and a half working days of paid holiday per month, to be taken during the reference year (i.e. five weeks after one year of employment). Certain absences are taken into account in the calculation of holiday days. Collective agreements or the employment contract may provide for a more favourable holiday calculation than the statutory one.

Dismissal & dismissal protection in France

Dismissals in France must be for personal or operational reasons. In addition to the conditions for dismissal, the dismissal procedure must also be followed. In addition to the notice period in France, the employee must be invited to a dismissal interview in good time, and our employment lawyers regularly review the reasons for dismissal, accompany the dismissal process and advise on the legal requirements.

When an employee resigns, he or she must also state the reasons for dismissal in the letter of resignation and comply with certain formalities. In addition to traditional dismissal, there is also the possibility of terminating the employment relationship by mutual consent under a termination agreement. Our French employment law experts advise clients on which form of termination is advantageous or if there are problems with the termination.We have explained the necessary measures in the event of dismissal in France in the Alaris blog.

Collective redundancies are another area in which employment lawyers provide advice: Collective redundancies in France are highly formalised and also depend on the number of employees to be made redundant and the size of the company. Reorganisations and mass redundancies in France often require a social plan. Conflicts often arise over the content of the plan and compensation. Again, we are happy to advise companies on employment law in France.

Our employment lawyers can advise on pay regulations in France

Employees often sue for unpaid wages, bonuses or other benefits to which they are entitled. Issues relating to minimum wage regulations and salary increases are also typical disputes. France has what is known as the SMIC (Salaire Minimum Interprofessionnel de Croissance), which is regularly adjusted to take account of inflation and general price increases. The SMIC is currently around 11.27 euros per hour (as of 2024). The monthly minimum wage for a 35-hour week is therefore approximately 1,709 euros gross.

Alaris lawyers support employers in implementing processes for long-term compliance with the minimum wage and offer preventive compliance advice. Our aim is to achieve a legally secure and fair solution for all parties. In the event of disputes, we represent our clients before the French labour courts.

Is your company planning to post workers to France?
We provide comprehensive advice on minimum wage obligations, check pay slips for compliance and assist with labour law issues.
Please contact us!

Protection against discrimination in French labour law

Discrimination claims based on gender, age, ethnic origin, religion or disability are also common in France. Alaris lawyers assist both companies and employees in disputes arising from discrimination in recruitment, promotion or pay. Employees who have been discriminated against can take their case to the French labour court to obtain redress or compensation. In serious cases of discrimination, the company may be required to compensate the victim and those responsible may be prosecuted.

French labour law also protects employees from bullying and sexual harassment. In some cases, employers are taken to court for breaching their duty of care. The employee must provide evidence of the bullying, but can then sue for compensation.

As experienced employment lawyers based in Paris, we assist both employees and employers in disputes relating to discrimination and bullying in the workplace. Our team will inform you of your rights and obligations, help you gather and assess evidence, and advise you on the best course of action. Whether it’s filing a complaint, developing preventative measures or assisting with mediation, we are your trusted partner.

For employers, we also offer preventative advice to avoid discrimination and harassment and to create a fair and safe working environment. If litigation is unavoidable, we will represent you competently before the French Labour Court and work towards a fair and legally compliant solution.

In short: your employment lawyers in Paris, France

Our employment lawyers in France, based in Paris, can provide you with comprehensive expertise in complying with employment law requirements. Under French labour law, certain essential information must be included in the employment contract, whether it is a fixed-term, permanent or temporary contract. Our employment lawyers are specialists in French contract law and can help you with the drafting of the various types of contract in a legally compliant manner.

When posting employees to France, we can help you understand and comply with basic labour law requirements. This includes compliance with the minimum wage (SMIC) and the 35-hour working week under the French Working Time Act. We also advise companies and employees on all aspects of dismissal, including the procedures to be followed, notice periods and the calculation of severance pay. Our aim is to provide you with legally secure and solution-oriented support that best protects your interests.

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