Part One: Individual employment relations

The employer informs and consults the social and economic committee on the conditions of implementation of the redeployment leave at the meetings provided for in articles L. 1233-8, in the event of redundancies of less than ten employees within the same thirty-day period, and L. 1233-28, in the event of redundancies of ten or more employees within the same thirty-day period.

Where the employer draws up a job protection plan, the conditions for implementing redeployment leave are set out in this plan. Where the employer is not required to draw up such a plan, it shall send the staff representatives a document specifying the conditions for implementing the redeployment leave, together with the information provided for in articles L. 1233-10, in the event of less than ten employees being made redundant…

During the preliminary interview provided for in Article L. 1233-11, in the event of redundancy of less than ten employees within the same thirty-day period, the employer informs the employee of the conditions for implementing the redeployment leave. When the employer is not obliged to call the employees to this interview, in the event of redundancies of ten or more employees within the same thirty-day period, he informs them, at…

In the letter of notification of redundancy provided for in Articles L. 1233-15, in the event of less than ten employees being made redundant within the same thirty-day period, and L. 1233-39, in the event of ten or more employees being made redundant within the same thirty-day period, the employer shall offer the employee the benefit of redeployment leave.

The employee has a period of eight days from the date of notification of the letter of dismissal to inform the employer that he accepts the reclassification leave. Failure to reply within this period is deemed to be a refusal.