{"id":12649,"date":"2022-12-13T10:10:31","date_gmt":"2022-12-13T10:10:31","guid":{"rendered":"https:\/\/www.alerionavocats.com\/?p=12649"},"modified":"2022-12-13T10:10:32","modified_gmt":"2022-12-13T10:10:32","slug":"french-employment-law-update-december-2022","status":"publish","type":"post","link":"https:\/\/www.alerionavocats.com\/en\/french-employment-law-update-december-2022\/","title":{"rendered":"French employment law update – December 2022"},"content":{"rendered":"\n

Keep it in mind #2: Update your company\u2019s risk assessment document<\/strong><\/p>\n\n\n\n

Employers are required to assess the occupational risks and to implement prevention activities, working methods and production to mitigate them.<\/p>\n\n\n\n

The results of this assessment are recorded in a document available to the employees, the occupational physician, the Labor Inspector and the staff representatives.<\/p>\n\n\n\n

This document must be updated every year.<\/p>\n\n\n\n

Failure to establish or to update such document is punishable by a fine of up to \u20ac 7,500.<\/strong><\/p>\n\n\n\n

Case law: Working time arrangement in days over the year does not grant total freedom to set working hours<\/strong><\/p>\n\n\n\n

Employees with a certain level of autonomy may be subject to a working time arrangement in days over the year, in which cases they benefit from a certain degree of independence to organize their working time.<\/p>\n\n\n\n

This doesn\u2019t mean a total freedom, without consideration of professional obligations, as recently ruled by the French supreme court: constraint related to the organisation of the work by the employer (such as meetings for example) shall be taken into consideration. <\/p>\n\n\n\n

French Supreme Court \u2013 22nd February 2022, n\u00b020-15.744<\/em><\/p>\n\n\n\n

New regulation on whistle blowing<\/strong><\/p>\n\n\n\n

Since 1st<\/sup> September, the whistleblowers status has been modified:<\/p>\n\n\n\n