Dismissals without carrying out the consultations of the social and economic committee provided for in Articles L. 1233-29, L. 1233-30, L. 1233-34 and L. 1233-35 are punishable by a fine of 3,750 euros, imposed as many times as there are employees affected by the offence.
Failure to comply with the deadline for sending letters of dismissal provided for in article L. 1233-39 is punishable by a fine of 3,750 euros, imposed as many times as there are employees affected by the offence.
Dismissal without notifying the administrative authority in accordance with the conditions set out in article L. 1233-46 is punishable by a fine of 3,750 euros, imposed as many times as there are employees affected by the offence.
In the event of receivership or compulsory liquidation, failure by the employer, administrator or liquidator to comply with the provisions of articles L. 1233-58 and L. 1233-60 is punishable by a fine of 3,750 euros, imposed as many times as there are employees affected by the offence.
The provisions of this Title do not apply to apprenticeship contracts or assignment contracts concluded with temporary employment agencies.
A fixed-term employment contract, whatever its reason, may not have the purpose or effect of permanently filling a job linked to the normal and permanent activity of the company.
Subject to the provisions of Article L. 1242-3, a fixed-term employment contract may only be concluded for the performance of a precise and temporary task, and only in the following cases: 1° Replacement of an employee in the event of : a) Absence ; b) A temporary change to part-time work, agreed by amendment to the employee’s contract of employment or by written agreement between the employee and his employer;…
In addition to the cases provided for in Article L. 1242-2, a fixed-term employment contract may be concluded : 1° Under legal provisions designed to encourage the recruitment of certain categories of unemployed persons ; 2° When the employer undertakes, for a period and under conditions determined by decree, to provide additional vocational training for the employee. 3° When the employer entrusts research activities to the employee and participates in…
At the end of an apprenticeship contract, a fixed-term employment contract may be concluded in the cases mentioned in articles L. 1242-2 and L. 1242-3 and, in addition, when the apprentice must fulfil national service obligations within a period of less than one year after expiry of the apprenticeship contract.
In the six months following a redundancy for economic reasons, it is forbidden to conclude a fixed-term employment contract for a temporary increase in activity, including for the performance of an occasional, precisely defined and non-permanent task that is not part of the company’s normal activity. This prohibition applies to the positions affected by the dismissal in the establishment. This prohibition does not apply 1° When the duration of the…
Our French business lawyers are here to help.
We offer a FREE evaluation of your case.
Call us at +33 (0) 1 84 88 31 00 or send us an email.
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
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
Resources
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
Useful links
Our French business lawyers are here to help.
We offer a FREE evaluation of your case.
Call +33 (0) 1 84 88 31 00 or send us an email.
All information exchanged through this website will be communicated to lawyers registered with a French Bar and will remain confidential.
