Part One: Individual employment relations

Each Regional Director of Companies, Competition, Consumer Affairs, Labour and Employment appoints one or more advisors to assist companies with between fifty and two hundred and fifty employees, at their request, in calculating the indicators mentioned in Article D. 1142-2 and, where necessary, in defining appropriate and relevant corrective measures.

The penalty referred to in Article L. 1142-10 may not be applied to the company until three years have elapsed from the publication of a result level of less than seventy-five points. If it achieves a result level at least equal to seventy-five points before the expiry of this period, it is granted a further period of three years to implement corrective measures from the year in which a result…

When the Labour Inspectorate monitoring officer finds that the level of results referred to in Article D. 1142-3 has been below seventy-five points for three years, he or she will send a report on this situation to the Regional Director of Companies, Competition, Consumer Affairs, Labour and Employment.

When the Regional Director of Companies, Competition, Consumption, Labour and Employment considers imposing the penalty referred to in Article L. 1142-10, he shall inform the employer, by any means which confirms receipt by the addressee, within a maximum period of two months from the date of transmission of the report referred to in Article D. 1142-9. It invites the employer to submit its observations and to justify, where applicable, the…

The Regional Director of Companies, Competition, Consumption, Labour and Employment will take into account the measures taken by the company with regard to equal pay for men and women, the employer’s good faith, as well as the reasons for its failure to comply, either to grant the employer the additional period of up to one year provided for in article L. 1142-10, to achieve the level of results referred to…

When the Regional Director of Companies, Competition, Consumption, Labour and Employment decides to grant the employer an extension, he shall notify the employer of his decision, by any means that confirms receipt by the recipient, within two months of expiry of the period provided for in the second paragraph of Article D. 1142-10.

The penalty referred to in article L. 1142-10 is calculated on the basis of business income, as taken into account to determine the basis of assessment for contributions defined in article L. 242-1 of the Social Security Code and that defined in article L. 741-10 of the Rural and Maritime Fishing Code, due during the calendar year preceding the expiry of the three-year period given to the company to comply.

The Regional Director of Companies, Competition, Consumption, Labour and Employment will send the employer, by any means that confirms receipt by the addressee, a reasoned notification of the rate of penalty applied to the employer, within two months of the expiry of the period provided for in the second paragraph of article D. 1142-10. It shall ask the beneficiary to provide the income used to calculate the penalty in accordance…

The data used to assess any gaps in representation between women and men referred to in Article L. 1142-11 are as follows: 1° The percentage of women among all senior managers within the meaning of Article L. 3111-2 ; 2° The percentage of men among all senior managers within the meaning of Article L. 3111-2; 3° The percentage of women among all members of the management bodies defined in Article…

Any gaps in representation between women and men as referred to in Article L. 1142-11 are published annually, no later than 1st March of the current year, in respect of the previous year, in a visible and legible manner on the company’s website where one exists. They may be consulted on the company’s website at least until the publication, the following year, of any differences in representation for the current…