[et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”4.19.5″ custom_margin=”||0px||false|false” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.19.5″ _module_preset=”default” background_enable_mask_style=”on” background_mask_style=”wave” background_mask_color=”rgba(0,0,0,0.08)” custom_padding=”||6px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_circle_counter title=”Estimated reading time (in minutes)” number=”2″ percent_sign=”off” _builder_version=”4.19.5″ _module_preset=”default” title_font=”Amiri||||||||” max_width=”137px” global_colors_info=”{}”][\/et_pb_circle_counter][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.19.5″ _module_preset=”default” custom_margin=”||0px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_divider _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_divider][et_pb_image src=”https:\/\/gregorydamy.niceavocats.fr\/wp-content\/uploads\/2023\/06\/business-report-graphs-charts-business-concept.jpg” title_text=”business-report-graphs-charts-business-concept” _builder_version=”4.21.0″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Text” _builder_version=”4.21.0″ text_font=”Amiri||||||||” header_2_font=”Amiri||||||||” header_3_font=”Amiri||||||||” background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
There is an observation that resurfaces constantly and tirelessly in our country: although no one is supposed to ignore the law, what no one ignores today is that the complexity and instability of labor legislation seem to have no limits.<\/span><\/p>\n Initially set for 1 January, but postponed due to significant and foreseeable difficulties, the entry into force of a minimum duration of part-time work took place a few years ago.<\/span><\/p>\n Considered by the\u00a0<\/span>law of June 14, 2013<\/span><\/a>\u00a0on job security, such a measure, consisting in establishing a minimum weekly working time of twenty-four hours, really seems to be an ill-advised idea.\u00a0Further complicating and rigidifying employment conditions in France, it is easy to predict, even without a first assessment, that the real effect will be far from that initially anticipated, sadly continuing the trend of a government apparently incapable of drawing lessons from past mistakes.<\/span><\/p>\n Admittedly, the desire to systematically link part-time work to the employee’s choice is undeniably laudable, because it pursues a fundamental objective of combating precariousness.\u00a0However, hastily constructing a framework with multiple gaps is immediately much less defensible, since the resulting doubts will harm both employers, who will certainly find it difficult to clearly understand their new rights and obligations, and employees, who will directly suffer the consequences of the concerns and uncertainties of the former.<\/span><\/p>\n Some could perhaps argue that the legislator was not guilty of excessive ideological rigidity with such a reform, because he did not omit to associate the objective of security with that of flexibility, thus coveting the symbol of French-style “flexi-security” capable of offering him a slight respite in the polls.<\/span><\/p>\n And it is true that the principle is very far from taking on an absolute scope \u2013 and that is very fortunate:<\/span><\/p>\n But here it is: the extent of such derogations highlights not only the fact that the need to establish a threshold of this type was perhaps not absolute;\u00a0combined with the innumerable flaws from which the text suffers, it purely and simply announces the worst.<\/span><\/p>\n First of all, no clarification has been provided on the subject of the “personal constraints” that an employee can invoke, and it is very likely that, concerning facts relating to the private life of such an actor, the employer will have to choose between exposing himself to the risk of being accused of an invasion of the privacy of his staff or derogating from minimum working hours on the basis of fanciful or non-existent criteria.<\/span><\/p>\n Then, what happens when an employee invokes the disappearance of said constraints?\u00a0Does the employer have an immediate obligation, regardless of their own ability, to extend the working time of the affected individual to twenty-four hours a week, or could they simply consider the employee’s request within the framework of the priority right of article L3123-8 of the Labor Code?<\/span><\/p>\n Last but not least, the question also arises as to what working time should be taken into account when replacing an employee who, at his request, has a working time of less than twenty-four hours.\u00a0The risk is a priori high for the employer, because one can easily imagine that the replacement, recruited by means of a fixed-term contract for a longer period than that of the incumbent, plays the card of the request for requalification of the contract into a permanent contract, arguing that the replacement of the absent employee was only a fictitious reason for resorting to the fixed-term contract.<\/span><\/p>\n In conclusion, you will have understood: the remedy, if it can indeed be qualified as such, is clearly worse than the disease.\u00a0Employers, great vigilance will be necessary in the months to come.<\/span><\/p>\n DAMY law firm<\/span><\/a>\u00a0, May 30, 2022<\/span><\/p>\n<\/div>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.19.5″ _module_preset=”default” custom_margin=”||0px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_divider _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" \u00a0 There is an observation that resurfaces constantly and tirelessly in our country: although no one is supposed to ignore the law, what no one ignores today is that the complexity and instability of labor legislation seem to have no limits. Complexity and Instability of Labor Legislation Initially set for 1 January, but postponed due […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" by\u00a0<\/span>admin<\/span><\/a><\/span>\u00a0|\u00a0<\/span>May 30, 2014<\/span><\/span>\u00a0|\u00a0<\/span>News in labor law<\/span><\/a>\u00a0,\u00a0<\/span>b<\/span><\/a>\u00a0|\u00a0<\/span>0 comments<\/span><\/a><\/span><\/p>\r\n\r\n<\/div>\r\nComplexity and Instability of Labor Legislation<\/span><\/h2>\n
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Among these imperfections, several immediately caught our attention, although the list is not exhaustive.<\/span><\/h2>\n
\r\n\r\nIl est un constat ressurgissant imperturbablement et inlassablement dans notre pays : si nul n\u2019est normalement cens\u00e9 ignorer la loi, ce que nul n\u2019ignore en r\u00e9alit\u00e9 plus aujourd\u2019hui, c\u2019est que la complexit\u00e9 et l\u2019instabilit\u00e9 de la l\u00e9gislation du travail ne semble pas avoir de limite.<\/h1>\r\n\u00a0\r\n\r\nInitialement fix\u00e9e au premier janvier dernier, mais report\u00e9e en pr\u00e9sence de difficult\u00e9s aussi importantes que pr\u00e9visibles, l\u2019entr\u00e9e en vigueur d\u2019une dur\u00e9e minimale de travail \u00e0 temps partiel est entr\u00e9e en vigueur il y a quelques ann\u00e9es.\r\n
Pr\u00e9vue par la loi du 14 juin 2013 relative \u00e0 la s\u00e9curisation de l\u2019emploi, une telle mesure, consistant en l\u2019instauration d\u2019un horaire plancher de principe fix\u00e9 \u00e0 vingt-quatre heures par semaine, a d\u00e9cid\u00e9ment tout d\u2019une fausse bonne id\u00e9e. Venant encore un petit peu plus complexifier et rigidifier les conditions d\u2019emploi en France, il para\u00eet fort ais\u00e9 de pr\u00e9dire, en l\u2019absence m\u00eame d\u2019un premier bilan, que l\u2019effet produit sera bien \u00e9loign\u00e9 de l\u2019effet originellement escompt\u00e9, ce qui tend (tristement) \u00e0 devenir une habitude pour un gouvernement semblant dans l\u2019incapacit\u00e9 totale de tirer les enseignements de ses erreurs pass\u00e9es.<\/h2>\r\n
Certes, la volont\u00e9 de lier syst\u00e9matiquement travail \u00e0 temps partiel et choix du salari\u00e9 est \u00e9videmment d\u00e9fendable, en ce qu\u2019elle poursuit un objectif fondamental de lutte contre la pr\u00e9carit\u00e9. Pour autant, la d\u00e9marche consistant \u00e0 \u00e9chafauder \u00ab \u00e0 la va-vite \u00bb un dispositif souffrant de multiples lacunes l\u2019est imm\u00e9diatement beaucoup moins, dans la mesure o\u00f9 les multiples sources de doute qui en r\u00e9sulteront nuiront aussi bien aux employeurs, qui auront \u00e0 coup s\u00fbr bien du mal \u00e0 cerner avec clart\u00e9 leurs nouveaux droits et obligations, qu\u2019aux salari\u00e9s, qui feront directement les frais des craintes et incertitudes des premiers.<\/h3>\r\n\u00a0\r\n\r\nSome will perhaps reply that the legislator was not guilty of an excess of ideological rigidity by such a reform, in that he did not omit to associate the objective of security with that of flexibility, thus coveting the symbol of a French-style \"flexi-security\" capable of offering him a slight respite in the polls.<\/span>\r\n
And it is true that the principle is very far from taking on \u2013 and this is very fortunate \u2013 an absolute scope:<\/span><\/h4>\r\n\u00a0\r\n\r\n\u2013 Firstly, individual employers will not be affected by such a period, thanks to the operation of Article L 221-2 of the Labor Code;<\/span>\r\n\r\n\u2013 Secondly, any employee will be entitled to make a written and reasoned request aimed at determining a weekly working time of less than twenty-four hours, in order to cope with \u201cpersonal constraints\u201d or to combine several activities;<\/span>\r\n\r\n\u2013 Thirdly, students will be automatically excluded from the scope of the system;<\/span>\r\n\r\n\u2013 Fourthly, the professional branches have the possibility of concluding derogatory agreements.<\/span>\r\n\r\nBut here it is: the extent of such derogations not only highlights the fact that the need to establish a floor of this type was perhaps not absolute;\u00a0combined with the innumerable flaws from which the text suffers, it purely and simply portends the worst.<\/span>\r\n\r\nAmong such imperfections, several immediately caught our concern, although the list is by no means exhaustive.<\/span>\r\n\r\nFirst of all, no clarification has been made on the subject of the \"personal constraints\" that an employee may put forward, and it's a safe bet that, in all likelihood concerning facts relating to the private life of a such an actor, the employer will have to choose between exposing himself to the risk of being charged with an intrusion into the privacy of his staff or that of derogating from the minimum working hours on the basis of fanciful or non-existent criteria.<\/span>\r\n\r\nThen, what about the situation in which an employee invokes the disappearance of the said constraints?\u00a0Would the employer have an immediate obligation, independently of his own abilities, to extend the working time of the individual concerned to twenty-four hours per week, or could he alternatively simply examine the employee's request within the framework of the priority right of article L3123-8 of the Labor Code?<\/span>\r\n\r\nFinally, last but not least, the question also arises of knowing what working time should be taken into consideration in the event of the replacement of an employee who, at his request, has a working time of less than twenty- four hours.\u00a0The risk here is a priori high for the employer, since one can quite imagine that the replacement, recruited by means of a fixed-term contract for a period longer than that of the incumbent, plays the card of the request for requalification of the contract into a permanent contract, arguing that the replacement of the absent employee was only a fictitious reason for recourse to the fixed-term contract<\/span>\r\n\r\nIn conclusion, you will have understood: the remedy, if indeed it can be qualified as such, is clearly worse than the disease.\u00a0Employers, the greatest vigilance will be required over the coming months.<\/span>\r\n\r\nDAMY law firm May 30, 2022<\/span>\r\n\r\n<\/div>","_et_gb_content_width":"","footnotes":""},"categories":[308],"tags":[],"class_list":["post-2276","post","type-post","status-publish","format-standard","hentry","category-labour-law"],"yoast_head":"\n