No employer may terminate an employee’s employment contract during the ten weeks following the birth of the child. However, the employer may terminate the contract if he can prove that the employee is guilty of serious misconduct or that it is impossible to continue the contract for reasons unrelated to the arrival of the child.
No employer may terminate an employee’s employment contract during the thirteen weeks following the death of the employee’s child under the age of twenty-five or of the person under the age of twenty-five for whom the employee has actual and permanent responsibility. However, the employer may terminate the contract if it can prove that the employee is guilty of serious misconduct or that it is impossible to continue the contract…
No employer may terminate an employee’s employment contract during the ten weeks following a medically certified spontaneous termination of pregnancy between the fourteenth and the twenty-first week of amenorrhoea inclusive. However, the employer may terminate the contract if he can prove that the employee is guilty of serious misconduct or that he is unable to continue the contract for a reason unrelated to the spontaneous termination of pregnancy.
No employer may terminate an employee’s employment contract during the parental presence leave provided for in article L. 1225-62 or during periods worked if the parental presence leave is split or taken on a part-time basis. However, the employer may terminate the contract if it can prove that the employee is guilty of serious misconduct or that it is impossible to continue the contract for a reason unrelated to the…
An employee’s dismissal is cancelled if, within fifteen days of being notified of the dismissal, she sends her employer a medical certificate stating that she is pregnant, in accordance with the conditions determined by regulation. These provisions do not apply when the dismissal is for serious misconduct unrelated to the pregnancy or because it is impossible to continue the contract for a reason unrelated to the pregnancy or childbirth.
The provisions of articles L. 1225-4, L. 1225-4-3 and L. 1225-5 do not prevent the expiry of a fixed-term employment contract.
A pregnant employee may be temporarily assigned to another job, on her own initiative or that of the employer, if her medically certified state of health so requires. In the event of disagreement between the employer and the employee or where the change is made at the employer’s initiative, only the occupational physician may establish the medical necessity of the change of job and the employee’s fitness to occupy the…
When the employee returns to work after maternity leave and if, during her pregnancy, she has been subject to a change of assignment under the conditions provided for in this paragraph, she shall be reinstated in the job held prior to that assignment.
An employee who is medically certified to be pregnant or who has given birth and who works night shifts under the conditions set out in article L. 3122-5 shall, at her request, be assigned to a day shift for the duration of her pregnancy and during the period of postnatal leave. She shall also be assigned to a day shift for the duration of her pregnancy if the occupational physician…
If the employer is unable to offer another job to the employee working at night, it shall inform her in writing, and the occupational physician, of the reasons for not doing so. The employee’s employment contract is then suspended until the date of commencement of the statutory maternity leave and possibly during the additional period following the end of this leave in application of article L. 1225-9. The employee benefits…
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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
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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
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