{"id":1925,"date":"2019-03-26T11:55:22","date_gmt":"2019-03-26T10:55:22","guid":{"rendered":"https:\/\/lexcase.com\/nina-martins-iba-copy\/"},"modified":"2019-03-26T12:02:03","modified_gmt":"2019-03-26T11:02:03","slug":"nina-martins-iba-copy","status":"publish","type":"post","link":"https:\/\/lexcase.com\/en\/nina-martins-iba-copy\/","title":{"rendered":"FRENCH EMPLOYMENT LAW OVERVIEW"},"content":{"rendered":"
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Employees in France benefit from a high level of legal protection.<\/p>\n

Sources of French employment law include legislation (the Employment Code) and
\ncase law. In addition, there are collective bargaining agreements (\u201cconventions collectives\u201d or \u201cCBA\u201d), which have legal effect in most sectors of business. These are negotiated at a national, regional or company level between employers\u2019 organisations<\/p>\n

and trades unions for specific sectors of commerce and industry.<\/p>\n

In most cases, foreign companies or businesses employing staff in France cannot contract out of French employment law or the relevant collective bargaining agreement.<\/p>\n

The nature of the business activity will determine which collective bargaining agreement will apply (E.g. plastics, textiles or metallurgy depending on the composition of products). This needs to be checked before employing staff in France or setting up a representative office or business.<\/p>\n<\/div>\n

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Typically, such collective bargaining agreements cover such matters as:<\/p>\n