With the exception of Chapter II of Title III and Titles VI and VII, this Book defines the rules of public policy, the scope of collective bargaining and the suppletive rules applicable in the absence of agreement.
Effective working time is the time during which the employee is at the employer’s disposal and complies with the employer’s instructions, without being free to pursue personal interests.
The time required for meals and breaks are considered as actual working time when the criteria defined in article L. 3121-1 are met.
The time required for dressing and undressing, when the wearing of working clothes is required by law, collective bargaining agreements, internal regulations or the employment contract and when dressing and undressing must be carried out in the company or at the workplace, is subject to compensation. This compensation is granted either in the form of rest or in financial terms.
Time spent travelling to and from the place of performance of the employment contract does not constitute actual working time. However, if it exceeds the normal commuting time between home and the usual place of work, it is compensated either in the form of rest or in financial terms. The part of this business travel time that coincides with working hours does not entail any loss of pay.
If commuting time between home and the usual place of work is increased because of a disability, this may be compensated by time off.
A company or establishment agreement or, failing that, a branch agreement or arrangement may provide for payment for the meal and break times mentioned in article L. 3121-2, even when these are not recognised as actual working time.
A company or establishment agreement or, failing that, an industry-wide agreement or arrangement provides either for compensation to be granted for the dressing and undressing times referred to in article L. 3121-3, or for these times to be treated as actual working time. A company or establishment agreement or, failing that, a branch agreement or arrangement provides for compensation when the travelling time for work purposes mentioned in article L….
In the absence of the agreements provided for in Articles L. 3121-6 and L. 3121-7 : 1° The employment contract may set the remuneration for meal and break times; 2° The employment contract provides either for compensation to be granted for the dressing and undressing times referred to in article L. 3121-3, or for these times to be treated as actual working time; 3° The compensation provided for in the…
A period of on-call duty is defined as a period during which the employee, without being at his place of work and without being permanently and immediately available to the employer, must be able to intervene to carry out work for the company. The duration of this intervention is considered as actual working time. The period of on-call duty is compensated either financially or in the form of time off….
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.
