A decree in the Council of State shall establish the list of industries authorised to benefit from the derogations to the weekly rest period provided for in articles L. 3132-5 to L. 3132-7 and for young employees. This decree is issued in the manner provided for in article L. 3121-67 for decrees implementing provisions relating to working hours.
The ban on working on Sundays provided for in article L. 3132-3 does not apply to apprentices under the age of eighteen employed in sectors where this is justified by the particular characteristics of the activity, a list of which is determined by decree by the Conseil d’Etat.
Young workers may not work on public holidays recognised by law.
In industrial establishments operating continuously, young workers may be employed every day of the week, subject to the minimum rest period provided for in articles L. 3132-2 and L. 3164-2.
In sectors where this is justified by the particular characteristics of the activity, a list of which is set by decree in the Conseil d’Etat, an agreement or an extended collective labour agreement or a company or establishment agreement may define the conditions under which derogations may be made to the provisions of article L. 3164-6, provided that the young workers concerned by these derogations benefit from the provisions relating…
Regardless of their length of service in the company, employees under the age of twenty-one on 30 April of the previous year are entitled, if they so request, to a holiday of thirty working days. They may not claim any holiday pay for the days of holiday that they claim in addition to those that they have acquired as a result of work carried out during the reference period.
The employer shall post the times at which work begins and ends, as well as the times and duration of rest periods. Where working hours are organised under the conditions laid down in article L. 3121-44, the posting shall include the distribution of working hours within the framework of this organisation. The individual scheduling of on-call periods is brought to the attention of each employee under conditions determined by regulation.
When all the employees working in a department or workshop do not work according to the same collective timetable, the employer draws up the documents needed to calculate the working hours, the compensatory rest earned and the actual rest taken, for each of the employees concerned. The Social and Economic Committee may consult these documents.
The employer shall make available to the labour inspection officer referred to in Article L. 8112-1 the documents required to record the working time completed by each employee. The nature of the documents and the period for which they are kept available are determined by regulation.
In the event of a dispute relating to the existence or number of hours worked, the employer must provide the court with evidence of the hours actually worked by the employee. On the basis of this information and that provided by the employee in support of his claim, the judge will form his opinion after ordering, if necessary, any investigative measures that he deems useful. If the hours worked by…
Our French business lawyers are here to help.
We offer a FREE evaluation of your case.
Call us at +33 (0) 1 84 88 31 00 or send us an email.
is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
Resources
is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
Useful links
Our French business lawyers are here to help.
We offer a FREE evaluation of your case.
Call +33 (0) 1 84 88 31 00 or send us an email.
All information exchanged through this website will be communicated to lawyers registered with a French Bar and will remain confidential.
