Article L1221-1 of the French Labour Code
November 8, 2023
The employment contract is subject to the rules of ordinary law. It may be drawn up in the form that the contracting parties decide to adopt.
The employment contract is subject to the rules of ordinary law. It may be drawn up in the form that the contracting parties decide to adopt.
An employment contract of indefinite duration is the normal and general form of employment relationship. However, an employment contract may include a term fixed with precision at the time of its conclusion or resulting from the achievement of the purpose for which it is concluded in the cases and under the conditions mentioned in Title IV relating to fixed-term employment contracts.
The written employment contract shall be drawn up in French. When the job that is the subject of the contract can only be designated by a foreign term with no French equivalent, the employment contract shall include an explanation of the foreign term in French. Where the employee is a foreigner and the contract is in writing, a translation of the contract is drawn up, at the employee’s request, in…
As electronic reverse auctions are forbidden in matters of salary setting, any employment contract stipulating a salary set as a result of such a procedure is automatically null and void.
Any jurisdiction clause included in an employment contract is null and void.
The employer shall provide the employee with one or more written documents containing the main information relating to the employment relationship. An employee who has not received the information referred to in the first paragraph may only apply to the competent court to obtain this information after giving formal notice to his employer to provide him with the required documents or, where applicable, to supplement the documents provided. A decree…
The information requested, in any form whatsoever, from a job applicant may only be used to assess his/her ability to hold the post offered or his/her professional aptitudes. This information must have a direct and necessary link with the job offered or with the assessment of professional aptitude. Candidates are required to respond in good faith to such requests for information.
The information mentioned in article L. 1221-6 and communicated in writing by a job applicant may be examined under conditions that preserve his/her anonymity. The terms and conditions for the application of this article shall be determined by decree of the Conseil d’Etat.
Job applicants are expressly informed of the methods and techniques used to assist recruitment prior to their implementation. The results obtained are confidential. The methods and techniques used to assist recruitment or to evaluate job applicants must be relevant to the intended purpose.
No information concerning a job applicant personally may be collected by a system that has not been brought to the applicant’s attention beforehand.
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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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