Title IV: Gender equality in the workplace

Subject to the specific provisions of this Code, no person may : 1° Mention or cause to be mentioned in a job advertisement the sex or marital status of the candidate sought. This prohibition applies to all forms of advertising relating to recruitment and regardless of the nature of the employment contract envisaged; 2° Refusing to hire a person, making a transfer, terminating or refusing to renew an employee’s employment…

Where membership of one sex or the other meets an essential and determining professional requirement and provided that the objective is legitimate and the requirement proportionate, the prohibitions provided for in Article L. 1142-1 do not apply. A decree of the Conseil d’Etat shall determine, after consultation with representative employers’ and employees’ organisations at national level, the list of jobs and professional activities for which membership of one or other…

No one should be subjected to sexist behaviour, defined as any behaviour related to a person’s sex, the purpose or effect of which is to undermine their dignity or to create an intimidating, hostile, degrading, humiliating or offensive environment.

Any clause in a collective labour agreement or contract of employment which reserves the benefit of any measure whatsoever to one or more employees on the grounds of sex shall be null and void. However, these provisions do not apply where the purpose of the clause is to apply provisions relating to : 1° Protection of pregnancy and maternity, as provided for in articles L. 1225-1 to L. 1225-28 ;…

The provisions of articles L. 1142-1 and L. 1142-3 do not prevent the adoption of temporary measures for the sole benefit of women aimed at establishing equal opportunities between women and men, in particular by remedying de facto inequalities affecting women’s opportunities. These measures result from : 1° regulatory provisions in the areas of recruitment, training, promotion, organisation and working conditions; 2° Or stipulations in extended branch agreements or extended…

It is the employer’s responsibility to take into account the objectives in terms of professional equality between women and men in the company and the measures enabling them to be achieved: 1° In companies without a trade union representative ; 2° In companies not subject to the obligation to negotiate under articles L. 2232-21 and L. 2232-24; 3° In companies not covered by an agreement or an extended branch agreement…

In the workplace and on the premises or at the door of the premises where recruitment takes place, the persons mentioned in article L. 1132-1 are informed by any means of the text of articles 225-1 to 225-4 of the French Penal Code.