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The Paris Court of Appeal has recently found a company liable for the death of an employee on a business trip who died of a heart attack while having sex with a stranger (decision no. 16/08787).

The Paris and Reims courts of appeal are expected to take a position on the Macron scale on 25 September 2019.

This week’s decision, dated 10 May 2012), concerned an employee dismissed for economic reasons who claimed unfair dismissal on the grounds that his employer had not complied with its obligation to offer him alternative positions.

On the 9th of November 2015, the French State Council ("Conseil d'Etat") admitted for the first time the possibility for an employer held liable on the grounds of inexcusable fault to take action against the State ..

Through recent case law, the French Supreme Court recalled to employers their obligations in a situation of harassment or sufferance.

France's highest court has intervened in a case involving an employee dismissed based on the geolocation information of his work vehicle.

As President Emmanuel Macron had promised, major employment reforms are under way in France and the related ordinances have been published on August 31, 2017, after ...

Until now, there has been no requirement for an employee to demonstrate any loss suffered to be entitled to damages owing to a null and void non-compete clause inserted into his or her employment contract.

The employer's use of information available on social networks is fueling increasing litigation. Whether it concerns information about the employee or comments the employee posted online ...

In a decision issued on June 29, 2022[1], the Cour de Cassation (French Supreme Court) applied for the first time the principle of "contaminating ground for dismissal" in the context...

The Paris Court of Appeal has confirmed that delivery riders are independent contractors and not employees. This article provides details of the ruling.

As a reminder, ordinance n° 2017-1387 of September 22, 2017, introduced the Macron scale of indemnification in cases alleging dismissal without real and serious cause...

This was the solution adopted by the Labour Division of the French Supreme Court in the case of an employee who had worked for a company for more than 22 years...

In France, after the signature of the agreed termination form between the employer and the employee, the parties have 15 calendar days to withdraw their consent.

The trend to a more employer-friendly approach stems from last year's decision of the French Supreme Court of 25 November 2015.

Le Conseil constitutionnel a tranché la question de la notification du droit de se taire...

The Paris Employment team would like to draw your attention to some interesting developments regarding the application of the capped damages scale applied to unfair dismissals.