August 15, 2022

Monthly themes: compulsory display

Employers are required to inform employees of certain information.

In order to comply with this obligation, certain information must be posted in specific locations. Other information must simply be brought to the attention of employees "by any means" (by posting, memo, e-mail, hand-delivered letter, etc.).

Please note:

In recent years, with the development of digitalization, certain notices can be replaced by " an obligation to provide information by any means " (e.g. via the company intranet) if the employer so wishes.

Document subject to information obligation by any means

Rules of procedure	It is brought to the attention of all persons with access to the workplace or premises where employees are hired.
Collective agreements	A notice containing the titles of the agreements applicable in the establishment is communicated to employees by any means. The notice specifies where the texts are available to employees in the workplace, as well as how they can consult them during their working hours.
Company referendum	The result of a referendum vote is recorded in minutes, which are made public in the company by any means.
Paid vacations	The order in which leave is to be taken is communicated by any means to each employee one month before departure. When the employer is affiliated to a paid leave fund (BTP, etc.), he will inform employees of the name and address of the paid leave fund by any available means.
Equal pay for men and women	The provisions of Articles L. 3221-1 to L. 3221-7 and R. 3221-1 to R. 3221-2 of the French Labor Code relating to equal pay for men and women are brought to the attention of all persons with access to the workplace, and to candidates for employment, by any means available.
Weekly rest	Where the weekly rest day is not Sunday, the employer shall inform employees of the weekly rest days by any means. In the event of suspension of the weekly rest day for urgent work, or for industries dealing with perishable materials, or having to respond to an exceptional increase in workload, the employer communicates to employees by any means, a copy of the information sent to the labor inspectorate The prefect may authorize a temporary derogation from Sunday rest (for industrial establishments, building and civil engineering sites, etc.) (C. trav., art. L. 31348). Employees are informed of the prefect's decision by any available means.
Temporary work	The temporary employment agency informs, by any means, the temporary employees of each establishment of the communication of nominative information contained in the statements of contracts of mission to Pôle emploi and to the director of Dreets as well as of the rights of access and rectification which the interested parties can exercise with Pôle emploi and the director of Dreets.
Elections of employee representatives	The employer must provide information on the organization and details of the elections (electoral list, date, time and place of the ballot, invitations to trade unions, minutes of failure to attend, etc.).
Fight against discrimination	The provisions of Articles 225-1 to 225-4 of the French Criminal Code concerning the prohibition of discrimination and the penalties incurred are brought to the attention of employees and candidates for recruitment or training by any means.
Combating inequality women - men	Companies with at least 50 employees must publish their gender equality index (overall score + results for each indicator) on their website by March 1 of each year. In the absence of a website, this information must be brought to the attention of employees by any other means.
Moral and sexual harassment	The provisions of articles 222-33 and 222-33-2 of the French penal code relating to sexual and moral harassment are brought to the attention of employees and trainees by all available means.
Redundancy	Employees who have exercised their right to priority re-employment are informed by any means of the positions available that are compatible with their qualifications. PSE: the employee is informed by any means of the content of the PSE (in the absence of staff representatives) and of the validation or homologation decision.
Profit-sharing	Employees are informed of the existence and content of the profit-sharing agreement by any means provided for in the agreement or, failing that, by posting.
Occupational health service	When the control committee has not been set up or renewed, the president of the occupational health department must inform employees of the minutes of the failure to set up or renew the control committee.

Documents subject to mandatory posting

Working hours	The following must be posted in the workplace: - - Collective working hours and any changes - Breakdown of working hours in the event of working hours being spread over all or part of the year, and any changes - Shift work: composition of shifts by name, including temporary workers - Daily rest period if not collective.
Social and Economic Committee (CSE)	A list of the names of the members of each CSE is posted in workplaces, indicating where they usually work and whether they sit on one or more of the committee's committees.
Health and safety	Workplaces must display: - A notice indicating how employees can access the DUERP - The address and number of the occupational physician - A ban on smoking and vaping In establishments with more than 50 employees or handling flammable substances, fire safety instructions must be posted in every room with more than 5 employees and in all rooms storing flammable substances, as well as at passageways and exit doors.
Labor inspectorate	The address, telephone number and name of the inspector in charge must be posted in the workplace.
Equal opportunity and the fight against discrimination	Displaying the contact details of the telephone hotline responsible for preventing and combating racial discrimination (number 09 69 39 00 00) in workplaces + premises where employees are hired.
Subcontracting	Display the name and address of the principal in the case of subcontractors in workshops, worksites, etc., other than those of the principal employer.
Building sites	Posting on the worksite of the preliminary worksite declaration to be drawn up by the project owner for large-scale works. Information on the rules of French labor law that apply to employees temporarily seconded to France on these sites (e.g. working hours, minimum wage, prevention of falls from height, etc.) must be posted in the workplace (checkroom) by the project owner, and translated into one of the official languages spoken in each of the countries to which the seconded employees belong.
Working from home	The wages and charges applicable to work carried out at home must be displayed in the waiting rooms, raw material delivery rooms and work acceptance rooms located at the client's premises.