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French Labour Code

Article L1 of the French Labour Code

Any reform project envisaged by the Government that relates to individual and collective labour relations, employment and vocational training and that falls within the scope of national and cross-industry negotiations is subject to prior consultation with representative employee and employer trade unions at national and cross-industry level with a view to the possible opening of such negotiations. To this end, the Government provides them with a policy document setting out…

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Article L2 of the French Labour Code

The Government submits draft legislative and regulatory texts drawn up in the field defined by Article L. 1, in the light of the results of the consultation and negotiation procedure, to the National Commission for Collective Bargaining, Employment and Vocational Training under the conditions set out in Article L. 2271-1.

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Article L3 of the French Labour Code

Each year, the Government’s policy guidelines in the areas of individual and collective labour relations, employment and vocational training, as well as the timetable envisaged for their implementation, are presented to the National Commission for Collective Bargaining, Employment and Vocational Training for the coming year. For their part, the organisations mentioned in article L. 1 present the state of progress of current cross-industry negotiations as well as the timetable for…

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Article L1111-1 of the French Labour Code

The provisions of this Book shall apply to private law employers and their employees. They shall also apply to the staff of public bodies employed under the conditions of private law, subject to the specific provisions having the same purpose resulting from the statute governing such staff.

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Article L1111-2 of the French Labour Code

For the implementation of the provisions of this code, the number of employees in the company is calculated in accordance with the following provisions: 1° Employees with permanent full-time employment contracts and home workers are taken into account in full in the company’s workforce; 2° Employees holding a fixed-term employment contract, employees holding an intermittent employment contract, employees made available to the company by an external company who are present…

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Article L1111-3 of the French Labour Code

The following are not taken into account when calculating the number of employees in the company: 1° Apprentices ; 2° Holders of an initiative-employment contract, during the period of allocation of the financial aid mentioned in article L. 5134-72; 3° (Repealed) ; 4° Holders of a contrat d’accompagnement dans l’emploi (employment support contract) during the period for which the financial aid referred to in article L. 5134-30 is allocated; 5°…

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Article L1121-1 of the French Labour Code

No one may impose restrictions on the rights of individuals or on individual and collective freedoms that are not justified by the nature of the task to be performed or that are not proportionate to the aim pursued.

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Article L1121-2 of the French Labour Code

No person may be excluded from a recruitment procedure or from access to an internship or training period in the company, no employee may be penalised, dismissed or subjected to any direct or indirect discriminatory measure, in particular with regard to remuneration, within the meaning of Article L. 3221-3, profit-sharing measures or the distribution of shares, training, redeployment, assignment, qualification, classification, professional promotion, working hours, performance assessment, transfer or renewal…

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Article L1131-2 of the French Labour Code

In any company with at least three hundred employees and in any company specialising in recruitment, the employees responsible for recruitment receive training in non-discrimination in recruitment at least once every five years.

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