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Employees who cycle to work cannot be reimbursed for fuel expenses as car drivers can. However, they can benefit from an initiative known as the Forfait Mobilités Durables (FMD), which aims to encourage green mobility choices. The FMD enables employers to pay, either in full or in part, the home-to-work travel costs of employees who opt for more sustainable commuting methods than a private car. These include cycling and public transport, as well as car sharing and car-pooling. Employers may provide a tax-free sum of up to €600 per employee each year, which can cover expenses relating to cycling (such as repairs or bike-hire) or car-pooling. The amount rises to €900 when combined with a public transport subscription – excluding those subscriptions already covered at 50% by the employer. The FMD is an optional initiative and certain conditions, as well as proof of use, apply regarding its implementation in the company. Please contact us to discuss further, or to learn more about employer expenses in France: https://lnkd.in/eiPnfRUb #FrenchEmploymentLaw #EmploymentLaw #HR #HumanResources #Employees

Discover the keys to mastering HR and legal complexities in France! We invite you to join us for two free workshops designed specifically for businesses seeking practical guidance and insights into navigating France's unique HR landscape. . Friday 9th May 2025: "HR Obligations for SMEs in France" . Friday 6th June 2025: " French Employment Debunked" #HRComplianceFrance #SMEHRGuidance #NavigatingHRFrance #FrenchEmploymentTips #EmploymentLawFrance #ViridianHR

Navigating employment termination in France? Discover the essentials of "Rupture Conventionnelle", a unique process for mutual agreement between employer and employee, and learn how it compares to the UK's settlement agreements. #FrenchEmploymentLaw #HRSupportFrance #RuptureConventionnelle #ViridianHR

It’s always a pleasure to share feedback from our clients. This testimonial from Certas Energy Lubrifiants underscores our commitment to providing outstanding service. Your trust and feedback help us improve and deliver excellent service every day. #ClientFeedback #ServiceExcellence #CustomerSatisfaction #ViridianHR"

French companies must register with an occupational health provider as soon as the first employee is hired. Many choose to work with a Service de Prévention et de Santé au Travail Interentreprises (SPSTI), which provide inter-company occupational health and safety services.  Once registered, the occupational health physician will create a fiche d’enterprise for the company, which is a document that lists identified occupational hazards and the number of employees exposed to each one.  All employees must also receive an information and prevention visit (visite d’information et prevention, or VIP) within three months of starting work in the company.  Read our latest article to learn more about registering for and accessing occupational health services in France, as well as the types of visit that must take place. 🔗 https://lnkd.in/enqdvQuF Please contact us to discuss the process in detail, as part of a free initial consultation: https://lnkd.in/eiPnfRUb #FrenchEmploymentLaw #EmploymentLaw #HR #HumanResources #Employees

Join us this Friday (4th April) for our free online training workshop on "Profit Sharing Law in France". Don't wait - register now! #FrenchProfitSharingLaw #FranceHRTraining #ProfitSharingInsight #ProfitSharingFrance #LearnFrenchHR #ViridianHR

A company with over 50 employees is obliged to maintain an operating budget for its Comité Social et Économique (CSE). Additionally, a non-mandatory social and cultural activities budget is often given. The budget amounts granted depend on the size of the company and the existence of any relevant agreements in place. No CSE-related budgets are required in companies employing fewer than 50 staff. Unless there is a company agreement in place stating otherwise, CSE meetings are required to take place at least once a month in companies with between 11 and 49 employees and every two months in companies with 50 to 299 employees. Lastly, in companies with more than 50 employees at least four CSE meetings per year must be devoted to health, safety and working conditions.   The appointment of a CSE secretary is only compulsory for companies with more than 50 employees. In CSEs with fewer than 50 employees, the secretary can be appointed at each meeting but this is not ideal.   If you have more than 50 employees, you will need a CSE Règlement Intérieur. Please contact our team to discuss CSE obligations in your French company, or arrange a free initial consultation about employing people in France. Please get in touch via our website: https://lnkd.in/eiPnfRUb #FrenchEmploymentLaw #EmploymentLaw #HR #HumanResources #Employees

Join us on Friday 4th April for our free online training session to learn more about the new "Profit Sharing Law in France". Don't wait - register now! #ProfitSharingFrance #ValueSharingLaw #EmployeeEngagement #ViridianHR

Navigating HR complexities in France as a UK business? We've got you covered! Dive into our expert HR newsletter for exclusive updates on French employment law, actionable insights, and tailored guidance that will empower your business. Ensure compliance, avoid legal pitfalls, and position your company for success in the French market. Don’t miss out—subscribe to our monthly newsletter today! #FranceHR #FrenchEmploymentLaw #HRInFrance #UKBusinessInFrance #ComplianceMatters #ViridianHR

French employers are not legally obliged to evaluate their staff. However, many choose to assess their professional skills as part of an annual appraisal (entretien annuel). Note that the annual appraisal is different from the professional interview (entretien professionel). The latter is a mandatory career-focused interview, which is held every two years for each employee and for which a six-yearly summary must be completed and meet specific criteria. The annual appraisal usually involves an interview between an employee and their line manager, in which they evaluate the achievement of objectives set in the previous year. While the outcome will often be linked to salary increases, bonus payments, and/or promotion, employees cannot be downgraded in position or have their pay reduced as a result of their appraisals. Read our latest article below for a full summary of the annual performance appraisal process in France. If you have any questions, please don’t hesitate to get in touch: https://lnkd.in/eiPnfRUb https://lnkd.in/eMvHWu2V #FrenchEmploymentLaw #EmploymentLaw #HR #HumanResources #Employees