French Employment Law Services
for International Employers
From hiring your first employee in France to managing complex restructurings, we provide end-to-end legal support tailored to the needs of international companies.
Employment Contracts & Hiring
French employment law imposes strict requirements on how employment contracts are drafted, what clauses they must contain, and which type of contract may be used. Getting it wrong from the start can expose your company to significant liability. We draft, review, and negotiate all types of employment contracts, ensuring full compliance with the Code du travail and applicable collective bargaining agreements.
- CDI (permanent) and CDD (fixed-term) contracts
- Posted workers compliance and declarations
- Executive and senior management contracts
- Non-compete and confidentiality clauses
- Mobility and telework clauses
- Collective agreement identification and application
Termination & Restructuring
Terminating an employee in France is heavily regulated and procedurally complex. Whether you are dealing with a single dismissal for cause or a large-scale redundancy plan, every step must follow precise legal requirements. We guide international employers through the entire process, minimizing litigation risk and ensuring compliance with French procedural safeguards.
- Dismissal for personal cause and gross misconduct
- Economic redundancy and PSE (Plan de Sauvegarde de l'Emploi)
- Rupture conventionnelle (settlement agreements)
- Protected employees (CSE members, pregnant employees)
- Transaction agreements and litigation avoidance
- Site closures and workforce reorganisation
M&A Labour Due Diligence
Cross-border mergers and acquisitions involving French entities require careful assessment of employment law risks. Article L.1224-1 of the Code du travail mandates the automatic transfer of employment contracts in the event of a business transfer, bringing with it obligations that can have a material impact on deal value. Our team conducts thorough social audits and advises on post-acquisition integration.
- Article L.1224-1 automatic transfer analysis
- Social audits and employment risk mapping
- Employee consultation obligations (CSE information-consultation)
- Works council (CSE) management during transactions
- Collective agreement harmonisation post-acquisition
- Vendor and buyer employment warranties
Compliance & Investigations
French law imposes robust obligations on employers regarding workplace safety, harassment prevention, and data protection. When allegations arise, employers must respond swiftly and methodically. We conduct and supervise internal investigations, advise on corrective measures, and help build compliant internal policies that meet both French and international standards.
- Internal investigations (harassment, misconduct)
- Discrimination prevention and response
- Whistleblower protection (Loi Sapin II / EU Directive)
- GDPR and employee data protection
- Internal rules (reglement interieur) drafting
- Labour inspectorate (DREETS) interactions
Collective Labour Relations
France has one of the most structured systems of collective labour relations in Europe. Employers with 11 or more employees must organise CSE elections and engage in mandatory annual negotiations. Understanding the dynamics between employers, trade unions, and employee representatives is essential. We advise on every aspect of collective labour relations, from elections to strikes.
- CSE elections organisation and disputes
- Collective bargaining agreements (accords d'entreprise)
- NAO (Mandatory Annual Negotiations)
- Strike management and minimum service
- Trade union relations and negotiations
- Information-consultation procedures
Need guidance on French employment law?
Contact us for a free initial assessment. We will review your situation and provide clear, actionable advice tailored to your company's needs.
Contact us for a free initial assessment
Social Security & Benefits
The French social security system is complex and costly, with employer contributions often exceeding 40% of gross salary. Navigating AT/MP (occupational accident and illness) claims, mandatory health insurance, and retirement schemes requires specialist knowledge. We help international employers optimise their social security obligations and manage claims efficiently.