In the workplace and on the premises or at the door of the premises where recruitment takes place, the persons mentioned in article L. 1132-1 are informed by any means of the text of articles 225-1 to 225-4 of the French Penal Code.
The employer takes into account the objective of eliminating the pay gap between men and women.
In companies with at least fifty employees, the employer shall publish each year all the indicators relating to pay gaps between women and men and the measures implemented to eliminate them, in accordance with the procedures and methodology defined by decree. Notwithstanding articles L. 311-6 and L. 312-1-2 of the Code des relations entre le public et l’administration, all of these indicators are made public on the website of the…
In companies with at least fifty employees, when the results obtained by the company with regard to the indicators mentioned in article L. 1142-8 are below a level defined by decree, the negotiations on professional equality provided for in 2° of article L. 2242-1 also cover appropriate and relevant corrective measures and, where applicable, the annual or multi-year programming of financial measures to catch up on salaries. In the absence…
When the results obtained by the company with regard to the indicators mentioned in article L. 1142-8 are below a level defined by decree, the employer sets and publishes the targets for progress for each of these indicators, in accordance with the procedures laid down in articles L. 2242-1 and L. 2242-3 and under conditions defined by the same decree.
In companies with at least fifty employees, if the results obtained by the company, with regard to the indicators mentioned in article L. 1142-8, are below a level defined by decree, the company has three years to comply. At the end of this period, if the results obtained are still below the level defined by decree, the employer may be subject to a financial penalty. Where a penalty is applied…
In companies which, for the third consecutive financial year, employ at least one thousand employees, the employer shall publish each year any gaps in representation between women and men among senior managers within the meaning of Article L. 3111-2 of this Code, on the one hand, and members of the management bodies defined inArticle L. 23-12-1 of the Commercial Code, on the other. Notwithstanding Articles L. 311-6 and L. 312-1-2…
In order to ensure professional equality between women and men, the measures aimed at establishing equal opportunities provided for in article L. 1142-4 may be the subject of a professional equality plan negotiated within the company. These measures are taken in the light of the data mentioned in 1° bis of article L. 2323-8.
If, at the end of the negotiations, no agreement has been reached, the employer may implement the professional equality plan, subject to having first consulted and obtained the opinion of the social and economic committee.
The professional equality plan applies, unless the administrative authority objects, under conditions determined by regulation.
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is a Registered Trademark of
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182, rue de Rivoli
75001, Paris France
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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
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