法國勞動管理諮詢服務 par4tw -

法國勞動管理諮詢服務 par4tw

法國僱傭合約:定期，不定期; 法國員工福利:員工休假，病假，產假，陪產假，照顧假，育兒假，殤假，婚假:養卹金和社會保障: 意外補償; 法國資遣員工:預告期，遣散費，失業保險。

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France Hiring

20.10. 法國僱傭合約 Employment Contracts —

無論是否為書面，僱傭合同必須包含以下信息：

員工要完成的工作，
雇主應支付的賠償金，以及
僱員對雇主的法律從屬地位。

法律上的從屬地位將僱傭合同與其他類型（例如，董事、代理獲得的臨時工、志願者和分包商）區分開來。
書面工作合同非強制性的，除非在某些非典型情況下（例如固定期限、兼職）。
但是，書面合同可以降低潛在訴訟的風險。
合同必須用法語書寫，但外國僱員有權要求將文件翻譯成他們的語言。
如果發生衝突，則以外國版本為準。無期限合同，這是僱傭合同的標準形式。
無時間限制，只要遵守任何通知期，各方可以隨時終止合同。
為了使雇主合法終止僱傭合同，終止必須基於真實和嚴重理由。定期合同，短期合同只能用於：

替換暫時缺勤的員工，
應對暫時增加的商業活動，
季節性工作，
在傳統的固定期限合同的商業領域（旅遊、娛樂等）和
適用於實習生或學徒。

短期合同（或初始合同和一次允許續簽的合同）的最長期限為 18 個月。
在特定情況下，此期限可能會縮短至 9 個月或增加至 24 個月。
如果固定期限合同的期限無法確定——例如，當簽訂更換生病員工的合同時——它必須提供最短期限。
這種情況下，沒有最長持續時間。

如果短期合同不符合強制性的正式或法律條件，員工可以要求損害賠償或要求將合同更改為不確定狀態。
臨時工，法國法律對僱傭臨時工有嚴格規定。
臨時工最多可以僱傭 36 個月，並且必須享有與正式員工相同的權利。
臨時機構必須向臨時僱員支付特別賠償金（工作期間支付的總工資的 10%）。

試用期。
試用期內，任何一方均可隨時終止勞動合同，無需賠償。
除非集體協議或職業習慣另有規定，試用期的法定期限為：

普通員工兩個月，
中層管理人員和技術人員三個月，以及
管理人員四個月。如果僱傭合同或集體談判協議允許，試用期可以延長。

試用期和任何延期的最長合併期限為：

普通員工四個月，
中層管理人員和技術人員六個月，以及
高層管理八個月。法律要求雇主在終止試用前一天到一個月（取決於計劃的試用期）通知僱員。

流動性條款。
用人單位可以在未經勞動者同意的情況下在工作場所之間調動員工，但合同規定了有限的地域範圍，並且這種調動是公司所必需的，並且由雇主公平地實施。
修改勞動合同。未經僱員同意，雇主不得以任何必要的方式修改合同（例如，僱員職責、工資、工作場所或工作時間的變化），即使修改對僱員更有利。
但是，用人單位可以單方面改變僱員的工作條件，僱員拒絕接受這種改變是解僱的理由。

自 2020 年 7 月 30 日起，與受僱於同一活動部門的公司的員工相比，派往法國進行長達 12 個月的派遣工作的員工，在薪酬（即基本工資和所有其他工資和福利）方面必須享有在法國的同等待遇。
借調員工的雇主還必須退還借調員工在交通、膳食和住宿方面產生的相關費用。

Whether written or not, the employment contract must contain the following information:

the work to be performed by the employee,
the compensation to be paid by the employer, and
the legal subordination of the employee to the employer.
Legal subordination distinguishes the employment contract from other types (e.g., directors, agency-obtained temporary workers, volunteers, and subcontractors).
A written work contract is not mandatory except in certain atypical situations (e.g. fixed term, part-time).

However, a written contract can reduce the risk of potential litigation.
Contracts must be written in French, although foreign employees are entitled to ask for the document to be translated into their language.
In case of conflict, the foreign version would then prevail.
Indeterminate-term contracts. This is the standard form of the employment contract.

There is no time limit and each party may end the contract at any time provided any notice period is respected.
In order for the employer to lawfully terminate an employment contract, the termination must be based on genuine and serious grounds.
Fixed-term contracts. A short-term contract may only be used:

to replace an employee who is temporarily absent,
to deal with a temporary increase in business activity,
for seasonal work,
in business sectors where fixed-term contracts are traditional (tourism, entertainment, etc.) and
for trainees or apprentices.
The maximum duration of a short-term contract—or of an initial contract and the one allowable renewal—is 18 months.
In particular cases, this duration may be reduced to nine months or increased to 24 months.
If the duration of the fixed-term contract cannot be determined—for instance, when it is signed for the replacement of a sick employee—it must provide a minimum duration.

In this case, there is no maximum duration.
If the short-term contract does not comply with mandatory formal or legal conditions, the employee may claim damages or ask for the contract to be changed to indeterminate status.

Temporary workers.
The hiring of temporary workers is strictly regulated by French law.
Temporary workers can be hired for up to 36 months and must be given the same rights as permanent employees.
Temporary agencies must pay the temporary employee a special indemnity (10 percent of the gross salary paid during the assignment).

Probationary period.
During the probationary period, either party may terminate the employment contract at any moment without compensation.
Unless otherwise provided in a collective agreement or by professional custom, the legal duration of a probationary period is:

two months for rank-and-file employees,
three months for middle managers and technicians and
four months for executives. The probationary period may be extended if allowed by the employment contract or the collective bargaining agreement.
The maximum combined duration of the probationary period and any extensions is:
four months for rank-and-file employees,
six months for middle managers and technicians and
eight months for executives.

The employer is required by law to notify the employee between one day and one month (depending on the planned duration of the probation) before terminating probationary employment.

Mobility clause.
An employer may transfer employees between workplaces without the employee’s consent, provided that the contract specifies a limited geographical scope and that the transfer is necessary for the company and implemented fairly by the employer.
Amending the employment contract.
An employer may not modify the contract in any essential way (e.g., changes in employee duties, salary, workplace, or working hours) without the employee’s consent even if the modification is more favorable to the employee.
The employer may, however, unilaterally change the employee’s working conditions, and an employee’s refusal to accept such modification is grounds for dismissal.

Effective July 30, 2020, employees posted to France for detachments of up to 12 months must be given equal treatment with regard to pay (i.e. base salary and all other salary and benefits) as compared to employees employed by companies of the same branch of activity established in France.
The employer of the seconded employee must also refund the professional expenses incurred by the seconded employee relating to transportation, meals and accommodation.

20.90. Reference Citations —
Employment Contracts: French Labor Code (as amended), arts. L1221-2 to L1221-26 (French)
Restrictions on Hiring: French Labor Code (as amended), arts. L4153-1, L5212-2 (French)
Recordkeeping: French Labor Code (as amended), art. L3243-4 (French);
Guide to Security of Personal Data (as amended), 2010
Background Checks: French Labor Code (as amended), art. L1221-6 (French)
Noncompetition Agreements: Law No. 2018-670 on the Protection of Business Secrecy, 2018 (French)

法國福利Benefits

70.10.法國員工休假 Vacation —

僱員有權在 6 月 1 日至次年 5 月 31 日的參考期內，按每月 2.5 天的比率享受 5 週的年假。
勞資協議可能會給予額外的休息日。
在 5 月 1 日至 10 月 31 日之間必須至少連續休 12 天的假期。
不得強迫員工在其他時間休假。
但是，雇主可以出於合法的商業原因拒絕或推遲員工休假，除非適用的勞資協議禁止。但大多數情況下未使用的假期不能結轉。

Employees are entitled to five weeks of annual leave accrued at the rate of 2.5 days per month during a reference period from June 1 to May 31 of the following year.
Collective bargaining agreements may grant additional days off.
At least 12 consecutive days of leave must be taken between May 1 and Oct. 31.
Employees cannot be forced to take their leave in another period.
However, employers may refuse or postpone employees’ vacation for legitimate business reasons, unless prohibited by the applicable collective bargaining agreement.
Unused leave in most cases cannot be carried forward.

70.20. 法國假期Holidays —

公共假期無帶薪休假的合法權利，沒有被勞資協議涵蓋的員工，只有保證勞動節（5 月 1 日）作為帶薪假期，儘管在大多數情況下，其他公共假期也被授予帶薪假期。
法國有以下 11 個公共假期： • 1 月 1 日：元旦 • 復活節星期一 • 5 月 1 日：勞動節 • 5 月 8 日：第二次世界大戰結束 • 耶穌升天（復活節後 40 天） • 聖靈降臨節（五旬節）• 7 月 14 日：巴士底日 • 假設 • 11 月 1 日：萬聖節 • 11 月 11 日：紀念日 • 12 月 25 日：聖誕節，需要在 5 月 1 日工作的員工有權獲得 200% 的保費。
對於需要在其他公共假期工作的員工的薪酬，是否高於正常工資，法國法律則無規定。
如果公共假期在星期六，則不准休假。
此外，如果公共假期恰逢週日，員工無權將下週一作為帶薪假期。

There is no legal right to paid time off on public holidays, and employees not covered by a collective bargaining agreement are guaranteed only Labor Day (May 1) as a paid holiday, although in most cases the other public holidays are also granted.
France observes the following 11 public holidays: • Jan. 1: New Year’s Day • Easter Monday • May 1: Labor Day • May 8: End of World War II • Ascension (40 days after Easter Sunday) • Whit Monday (Pentecost) • July 14: Bastille Day • Assumption • Nov. 1: All Saint’s Day • Nov. 11: Remembrance Day • Dec. 25: Christmas.
An employee required to work on May 1 is entitled to 200 percent premium pay.

French law is silent as to whether employees required to work on the other public holidays are compensated at a higher rate than normal salaries.
If a public holiday falls on a Saturday, no time off is granted.
Also, if a public holiday falls on a Sunday, employees are not entitled to take the following Monday as a paid holiday.

70.30. 法國產假Maternity Leave —

根據法國法律，規定僱員依以下方式休產假：

Family situation 家庭情況	Before the birth (prenatal) 出生前（產前）	After the birth (postnatal) 出生後（產後）	TOTAL總計
2孩子總數達到 1 或 2	6週	10週	16週
孩子總數達到 3 個或更多	8週	18週	26週
雙胞胎	12週	22週	34週
三胞胎或更多	24週	22週	46週
醫療並發症	額外 2 週	額外 4 週

懷孕期間生病的母親有權在分娩前兩周和分娩後延長四個星期的休假。
女性僱員在整個懷孕期間（從醫生證明之日起），或在重返工作崗位後的 10 週內不得被解僱，除非有嚴重不當行為或雇主無法維持合同。
重返工作崗位時，保證母親從事相同或同等的工作。
在出生之日至少服務一年的員工，可以在孩子三歲之前休無薪假，或者以兼職方式返回工作崗位。產假則由社會保障系統支付。

Under French law, employees are required to take maternity leave applying the following formula:

Family situation	Before the birth (prenatal)	After the birth (postnatal)	TOTAL
1 child, bringing the total number of children to 1 or 2	6 weeks	10 weeks	16 weeks
1 child, bringing the total number of children to 3 or more	8 weeks	18 weeks	26 weeks
– Twins	12 weeks	22 weeks	34 weeks
– Triplets or more	24 weeks	22 weeks	46 weeks
Medical complications	2 additional weeks	4 additional weeks

Mothers who suffer an illness during pregnancy are entitled to two more weeks before childbirth and four more weeks after childbirth.
A female employee cannot be dismissed during her entire pregnancy (starting on the date of the doctor’s certificate) or during the 10 weeks following her return to work, except for gross misconduct or the employer’s impossibility to maintain the contract.

When returning to work, the mother is guaranteed the same or equivalent job.
Employees with at least one year’s service on the date of the birth can take unpaid leave up until the child’s third birthday or return to work on a part-time basis.
Maternity leave is paid by the social security system.

70.40. 法國陪產假Paternity Leave —

在職父親在孩子出生後有權享受三天假期。
此外，在孩子出生後的四個月內，他們連續獲得 11 天的帶薪陪產假（包括週末），如果是多胞胎，則為 18 天。

注意：自 2021 年 7 月 1 日起，在職父親有權在孩子出生或收養後享受 28 天的帶薪陪產假。
在多胞胎的情況下，父親則有權享受 35 天的帶薪休假。
三天陪產假由雇主支付；其餘部分則由社會保障支付。
新手父親將被要求在孩子出生後立即休假至少 7 天。陪產假由社會保障系統支付。
在出生之日至少服務一年的在職父親，可以在孩子三歲之前休無薪假，或者以兼職方式返回工作崗位。

Working fathers are entitled to three days’ leave upon the birth of their child.
In addition, they are granted 11 consecutive days of paid paternity leave (including weekends), 18 days in the event of multiple births, within the four months following a child’s birth.

Note: Effective July 1, 2021, working fathers are entitled to 28 days of paid paternity leave upon the birth or adoption of their child.
In the case of multiple births, fathers are entitled to 35 days of paid leave.
Three days of paternity leave are paid by the employer; the remainder is paid by social security.
New fathers will be required to take at least seven days of leave immediately after the birth of a child.
Paternity leave is paid by the social security system.
Working fathers with at least one year’s service on the date of the birth can take unpaid leave up until the child’s third birthday or return to work on a part-time basis.

70.50. 法國病假 Sick Leave —

僱員因病缺勤將暫停工作合同和雇主向僱員全額賠償的義務。
社會保障衛生系統向休病假的僱員支付每日福利，而法律要求雇主僅補足該福利與僱員正常薪酬之間的差額。
根據行業部門集體談判協議中更有利的規定，如果發生與工作有關的事故或疾病，則從缺勤的第一天開始計算病假工資，在所有其他情況下從缺勤的第 8 天開始計算。
在缺勤的前 30 天裡，員工將獲得如果他或她繼續工作本應獲得的總工資的 90%。
在接下來的 30 天內，員工將獲得該工資的三分之二。
這些期限在最初一年的基礎上每服務五年增加 10 天，但帶薪病假的完整期限不得超過 90 天。
這適用於（以更優惠的規定為準）員工：

在公司內服務至少一年，
已在 48 小時內通知雇主他或她的缺勤情況，並提供了醫療證明（如適用），
受社會保障覆蓋，並且
從法國或其他歐盟成員國的醫療中受益。
如果病假持續時間超過 30 天，員工必須在返回工作崗位之前進行體檢。

已請病假至少一個月的員工可出於治療原因要求逐步（兼職）重返工作崗位。
申請必須在第一個月病假結束後 60 天內提出，並附有醫生的醫療證明。
其必須認為重返工作崗位，和工作本身有可能改善員工的健康。
逐步復工必須先經用人單位批准，再經國家衛生基金批准。

其他假期——

領養假。如果只有一位家長休領養假，則他或她有權享受 10 週的假期，最長可在孩子到達家庭前 7 天開始。
如果收養使家庭中的兒童總數達到三個或更多，則休假延長至 18 週。
在多次收養的情況下，假期將進一步延長至 22 週。
如果父母雙方都休收養假，則休假增加 11 天（如果收養雙胞胎、三胞胎或更多，則增加 18 天）。

家庭事假。任何員工都可以休帶薪家庭事假：

員工她/他自己的婚禮（不區分民事或宗教儀式），4天
員工他/她自己的伴侶關係，4天
員工他/她孩子的婚禮，1天
孩子死亡，5 天（如果孩子未滿 25 歲，則為 7 天），
配偶或伴侶死亡， 3 天，
近親（父親、母親、岳父母、兄弟姐妹）去世，3天，以及
如果發生兒童殘疾，2天。

An employee’s absence due to illness suspends the work contract and the employer’s obligation to fully compensate the employee.
The Social Security Health System pays an employee on sick leave a daily benefit, and the employer is legally required only to make up the difference between that benefit and the employee’s normal compensation.
Subject to more favorable provisions in industry sector collective bargaining agreements, sick pay applies from the first day of absence if following a work-related accident or illness and from the eighth day of absence in all other cases.
Over the first 30 days of absence, the employee is paid 90 percent of the gross salary he or she would have earned had he or she continued to work.
For the following 30 days, the employee receives two-thirds of this salary.
These periods are increased by 10 days per five years’ service over and above the initial period of one year, but the full period of paid sickness absence may not exceed 90 days.
This applies (subject to more favorable provisions) where the employee: • has at least one year of service within the company, • has notified the employer of his or her absence within 48 hours and provided a medical certificate if applicable, • is covered by social security, and • benefits from medical treatment in France or another EU member state.

If sick leave lasts longer than 30 days, the employee must undergo a medical examination before returning to work.
Employees who have been on sick leave for at least one month may request a gradual (part-time) return to work for therapeutic reasons.
The request must be made within 60 days of the end of the first month of sick leave and supported by a medical certificate from a physician.
The return to work and the work itself must be deemed likely to improve the employee’s health.
The gradual return to work must be approved by first be approved by the employer, and then by the National Health Fund.

Other Leave —

Adoption leave. If adoption leave is taken by only one parent, he or she is entitled to 10 weeks’ leave which can begin up to seven days before the child arrives in the household.
If the adoption brings the total number of children in the family to three or more, the leave is extended to 18 weeks.
In cases of multiple adoption, the leave is further extended to 22 weeks.
If adoption leave is taken by both parents, the leave is increased by 11 days (or by 18 days in the case of adoption of twins, triplets or more).

Family leave. Any employee may take paid family leave of: • four days for her/his own wedding (without distinction between civil or religious ceremonies), • four days for his/her own civil union, • one day for his/her child’s wedding, • five days for the death of a child (seven days if the child is under age 25), • three days for the death of a spouse or partner, • three days for the death of a close relative (father, mother, parents-in-law, siblings), and • two days in case of occurrence of a disability of a child.

70.60. 法國養老金和社會保障Pensions and Social Security —

2020 年，法國的法定退休年齡將逐步提高到 67 歲。
由雇主和僱員支付醫療保險（包括疾病、生育、殘疾和死亡）、國家養老金計劃和失業保險的費用。

The legal retirement age in France is gradually increasing to 67 years by 2020.
Employers and employees pay contributions to health insurance (including sickness, maternity, disability, and death), the national pension scheme, and unemployment insurance.

70.70. 法國勞動賠償金Worker’s Compensation —

工傷事故和職業病津貼由當地健康保險基金支付。
任何工作事故必須在 24 小時內報告給雇主。
反過來說，雇主必須在 48 小時內向健康保險基金報告事故。
受傷的工人有權獲得事故當天的全額工資，並由雇主支付。
此後，健康保險基金向工人支付每日津貼。

Benefits for accidents at work and occupational diseases are paid by the local Health Insurance Fund.
Any accident at work must be reported to the employer within 24 hours.
In turn, the employer must report the accident to the Health Insurance Fund within 48 hours.
The injured worker is entitled to their full wage for the day of the accident, which is paid by the employer.
Thereafter, the worker is paid a daily allowance by the Health Insurance Fund.

70.90. Reference Citations —
Vacation: French Labor Code (as amended), arts. L3141-3 to L3141-8 (French)
Holidays: French Labor Code (as amended), arts. L3133-1 to L3133-12 (French)
Maternity Leave: French Labor Code (as amended), arts. L1225-1 to L1225-30 (French)
Paternity Leave: French Labor Code (as amended), arts. L1225-35 to L1225-36 (French)
Sick Leave: French Labor Code (as amended), art. L1226-1 (French);
Law of 10 August, 2018 Amending the Labor Code and Social Security Code with Regard to the Maintenance of the Contract of Employment and the Gradual Resumption of Work in the Event of Prolonged Capacity, arts. 2-5 (French)
Other Leave: French Labor Code (as amended), arts. L3142-1, L3142-4 (French)
Pensions and Social Security: French Labor Code (as amended), arts. L3511-1 to L3511-11 (French)
Workers’ Compensation: French Labor Code (as amended), arts. L1226-6 to L1226- 22 (French)

法國終止僱用Termination

100.10. 法國雇主終止Termination by Employer —

用人單位只有在確切重大事由的情況下，可單方面解除勞動合同。
無故解僱被視為濫用職權，可能導致僱員最多兩年工資的損害賠償。
解僱的正當理由可以是個人的或經濟方面。
員工可以被正當解僱的個人原因包括不服從、暴力或辱罵、盜竊、未經授權的多次休假、工作場所的不當行為、性/道德騷擾、專業不足和未實現目標。
解僱的經濟原因則包括因財務困難而取消或轉換職位，為保護公司競爭力而進行的重組，以及關閉業務。
法國法律規定了正式的終止程序，違反該程序可能使雇主對僱員的損害承擔責任。個人解僱的程序包括：

邀請員工參加解僱前會議，在會議召開前至少五天通過掛號信或專遞方式向員工發送通知，
解僱前會議本身，
在解僱前會議結束後至少兩天（如果出於經濟原因，時間更長），通過向員工發送一封掛號信來解釋解僱的原因，以通知解僱，以及
除嚴重不當行為外，工人繼續受僱的通知期，其持續時間取決於僱員的服務時間（雇主可要求僱員在通知期內不工作並支付補償金以代替注意）。

勞資協議通常會設定更高的遣散費。某些僱員被賦予“受保護”地位，這使得雇主更難解僱他們。其中，這些員工包括：

當選的員工代表，
任命的工會代表，
這些職位的候選人，
前當選代表，以及
工業法庭的非專業法官。在解僱這些僱員之前，雇主必須與僱員代表協商並獲得當地勞動監察員的解僱授權。

因僱傭合同終止而引起的任何索賠均受一年的訴訟時效限制。

員工終止 —

如果僱員清楚明確地提供辭職通知，並遵守雇主規定的任何通知期限（通常為一到三個月），則可以無故單方面終止其工作合同。
自願終止合同，並不給予僱員失業救濟金。

An employer may terminate an employment contract unilaterally only if there is a real and serious cause.
Dismissal without cause is considered abusive treatment and can result in damages of up to two years’ salary for the employee.
Just cause for dismissal can be personal or economic.

Personal reasons for which an employee can be justifiably terminated include disobedience, violence or verbal abuse, theft, repeated unauthorized leave, inappropriate behavior in the workplace, sexual/moral harassment, professional inadequacy, and nonachievement of objectives.
Economic reasons for dismissal include abolition or transformation of positions due to financial difficulties, restructuring in order to protect the company’s competitiveness, and winding up of the business.

French law establishes a formal termination process, deviation from which can make the employer liable for damages to the employee.
The procedure for individual dismissals includes:• inviting the employee to a pre-dismissal meeting by sending the employee a notice by registered letter or hand delivery at least five days before the meeting, • the pre-dismissal meeting itself, • notification of the dismissal by sending the employee a registered letter explaining the reasons for the dismissal at least two days (longer if on economic grounds) after the pre-dismissal meeting, and • except in cases of gross misconduct, a notice period during which the worker continues in employment, the duration of which depends on the employee’s length of service (the employer may ask the employee not to work during the notice period and pay compensation in lieu of notice).

Collective bargaining agreements often set higher severance compensation.
Certain employees are accorded “protected” status, making it more difficult for an employer to terminate them.
Among others, these employees include: • elected employee representatives, • appointed union representatives, • candidates for these positions, • former elected representatives, and • lay judges with the Industrial Tribunal.
Before terminating these employees, an employer must consult with employee representatives and obtain a dismissal authorization from the local Labor Inspector. Any claims arising out of the termination of an employment contract are subject to a one-year statute of limitation.

Termination by Employee — Employees may unilaterally terminate their work contracts without cause if they clearly and expressly provide notice of the resignation and abide by any notice period established by the employer, which generally will run between one and three months.
Voluntary termination of the contract does not entitle the employee to unemployment benefits.

100.20. 法國工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

若其中兩名或更多員工在 30 天內有被解僱的風險，可被視為大規模裁員。
雇主必須遵循的程序，將取決於公司的人數和面臨被解僱風險的員工人數。
一般來說，如果由於雇主的經濟困難、技術的重大變化或雇主需要重組以保持競爭力，則允許大規模裁員。

“經濟困難”的定義僅適用於雇主在法國的業務。
如果雇主至少有 50 名員工，並希望在 30 天內解僱 10 名或更多員工，則必須起草一份計劃，盡可能限制要解僱的員工人數。
該計劃必須包括雇主為將被解僱的員工，尋找替代職位的努力，並建立哪些員工將被解僱的確定標準—包括資歷、受撫養人的數量和年齡、殘疾或其他因素，使某些員工在裁員後特別難以找到其他工作。
雇主必須在製定該計劃時與其勞資委員會和商店委員會進行協商，並向他們提供諸如裁員理由、確定哪些員工將被裁員的標準，以及解僱時間表等信息，還必須將擬議的裁員通知法國勞工當局。
如果雇主沒有製定並遵守大規模裁員計劃，或者法院認為該計劃不充分，則所有裁員均無效，被解僱的員工必須恢復工作。

Dismissals can be considered mass layoffs where two or more employees are at risk of dismissal over 30 days.
The procedures that employers must follow will depend on the number of people in the company and the number of employees at risk of dismissal.
In general, mass layoffs are allowed if they result from an employer’s economic difficulties, from significant changes in technology, or from the employer’s need to restructure to remain competitive.
The definition of “economic difficulties” applies only to the employer’s operations in France.

If an employer has at least 50 employees and seeks to dismiss 10 or more within 30 days, it must draft a plan that limits as much as possible the number of employees to be laid off.
The plan must include the employer’s efforts to find alternative positions for employees who will otherwise be dismissed and establish criteria for determining which employees will be laid off—including seniority, number of dependents and age, disability, or other factors that will make it particularly difficult for certain employees to find other work following the layoff.

The employer must consult in the development of this plan with its works council and shop committees and provide them with such information as the grounds for the layoffs, the criteria to be applied to determine which employees will be laid off, and a timetable for the dismissals.
The French labor authorities must also be informed of the proposed layoffs.
If the employer does not establish and follow a plan for a mass layoff or if a court finds the plan insufficient, all layoffs are voided, and dismissed employees must be given their jobs back.

100.30. 法國終止僱用合約資遣Payment on Termination —

雇主和僱員可以同意終止工作合同，但須支付至少相當於法定解僱費的遣散費。
此使員工有權獲得失業救濟金。
為了排除終止後訴訟的可能性，雇主和僱員可以簽署和解協議，根據該協議，僱員接受更高的遣散費，以換取放棄對公司任何的法律訴訟。
因嚴重不當行為以外的原因，被解僱至少 8 個月的員工有權獲得每 10 年服務年薪的四分之一，以及超過 10 年的每年月薪的三分之一。
在不公平解僱的情況下，最低獎勵如下：

在至少有 11 名員工的公司中，為至少有兩年資歷的員工提供三個月的工資，或
在員工人數少於11 人的公司中，服務不足一年的員工半個月的工資。對於在至少有 11 名員工的公司中，服務至少 30 年的員工，不公平解僱的最高賠償為 20 個月的工資。

雇主可以決定豁免僱員履行其通知期（通常為一到三個月不等），前提是僱員在通知期結束前獲得替代報酬。

An employer and an employee can agree to terminate the work contract subject to the payment of severance at least equivalent to the statutory dismissal payment.
This option entitles the employee to unemployment benefits.
To foreclose the possibility of post-termination lawsuits, the employer and the employee can sign a settlement agreement under which the employee accepts higher severance compensation in exchange for a waiver of any legal action against the company.
Employees with at least eight months of service dismissed for a reason other than gross misconduct are entitled to one-fourth of a month’s salary per year of service up to 10 years and one-third of a month’s salary per year above 10 years.
In cases of unfair dismissal, minimum awards are as follows:

three months’ salary for employees with at least two years’ seniority in a company with at least 11 employees or
a half months’ salary for employees with less than one year of service in companies with fewer than 11 employees. Maximum damages for unfair dismissal are 20 months’ salary for employees with at least 30 years’ service at a company which has at least 11 employees.
Employers can decide to exempt employees from the performance of their notice periods (which typically vary from one to three months) provided the employee is paid in lieu until the end of the notice period.

100.40. 法國失業保險Unemployment Insurance —

失業救濟金只支付給滿足特定要求的人。
福利支付的金額和期限取決於索賠人向計劃付款的時間和已支付的付款總額。
如果雇主破產，雇主會繳納 4.05% 的承保工資，以及額外 0.15% 的承保工資，以資助僱員的工資保障。

Unemployment benefits are paid only to those persons who fulfill certain requirements.
The amount and duration of benefit payments depend upon the period during which the claimant has contributed to the scheme and the total contributions paid.
Employers contribute 4.05 percent of covered payroll wages, as well as an additional 0.15 percent of covered payroll to finance a salary guarantee for employees should the employer become bankrupt.

100.90. Reference Citations —
Termination by Employer: French Labor Code (as amended), arts. L1231-1 to L1233- 18 (French);
Ordinance No. 2017-1387 of September 22, 2017, art. 6 (French)
Termination by Employee: French Labor Code (as amended), arts. L1237-1 to 1237- 3 (French)
Plant Closings and Mass Layoffs: French Labor Code (as amended), arts. L1233-21 to L1233-45 (French)
Payment on Termination: French Labor Code (as amended), arts. L1234-1 to L1234- 13 (French);
Ordinance No. 2017-1387 of September 22, 2017, art. 2 (French)

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以上內容為永輝研發及教育中心 (簡稱:永輝RD)於2021年10月摘要。
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