Article L1225-6 of the French Labour Code
November 8, 2023
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.
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…
The provisions of this paragraph are without prejudice to the application of the provisions of articles : 1° L. 1225-4, on protection against termination of the employment contract of an employee in a medically certified state of pregnancy ; 2° L. 1225-17, relating to maternity leave; 3° L. 1225-29, relating to the ban on postnatal and prenatal employment; 4° L. 1226-2, relating to unfitness for work following a non-occupational illness…
The employer shall offer an employee who works in a job that exposes her to risks determined by regulation another job that is compatible with her condition: 1° When she is in a medically certified state of pregnancy ; 2° When she has given birth, taking into account the repercussions on her health or breastfeeding, during a period not exceeding one month after her return from postnatal leave.
The job offer is made, if necessary, by implementing temporary measures such as adapting her workstation or assigning her to another workstation. It will take into account the written conclusions of the occupational physician and the indications he provides on the employee’s aptitude to perform one of the existing tasks in the company. These temporary measures do not entail any reduction in pay.
If the employer is unable to offer the employee another job, it shall inform her and the company doctor in writing of the reasons for the temporary assignment. The employee’s employment contract is then suspended until the date of commencement of maternity leave and, where she has given birth, for the period not exceeding one month provided for in 2° of article L. 1225-12. The employee benefits from guaranteed remuneration…
The provisions of this paragraph are without prejudice to the application of articles : 1° L. 1225-4, relating to protection against termination of the employment contract of an employee in a medically certified state of pregnancy; 2° L. 1226-2, relating to unfitness for work following a non-occupational illness or accident certified by the occupational physician; 2° bis L. 1226-10, relating to unfitness following an accident at work or an occupational…
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is a Registered Trademark of
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182, rue de Rivoli
75001, Paris France
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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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