Employee representation is taken seriously in France, with representatives playing an important role in the outcome of significant business issues. However, small companies (those with fewer than 11 employees) do not have many legal obligations to meet regarding official employee representation.
Companies that employ 11 or more people must set up a works council, known as the Comité Social et Économique (CSE).
CSE members are elected by employees for a four-year term, with the number of members rising in line with the company’s headcount. For example, one CSE member is required in companies with 11-24 employees, two in companies with 25-49 employees, and so on. In larger companies, representative trades unions may also appoint delegates to join the CSE.
In companies with fewer than 50 employees, the role of the CSE involves:
- Presenting individual or collective workplace issues to the employer.
- Promoting health, security, and better working conditions.
- Investigating work accidents or work-related illnesses.
- Where relevant, referring employer breaches to the Work Inspector.
The employer must also allow CSE members necessary time to carry out their duties.
In companies with fewer than 50 employees, this is 10 hours per month, rising to 16 hours per month in larger companies. CSE members must also receive the training required to carry out their committee duties effectively.
The CSE must meet every month, or every two months in companies employing between 50 and 300 employees.
What further obligations apply to larger companies?
As the company grows, its CSE-related obligations increase. Companies with 50 or more staff must ensure that the collective employee voice is heard when making decisions. The CSE must also be consulted on subjects including the general running of the company, structural changes including redundancy, and employee monitoring.
In turn, the CSE assumes greater responsibility within the company, participating in the analysis of professional risk and suggesting ideas to prevent all forms of workplace harassment.
In companies with 50 – 1,999 employees, the employer must also provide a running budget to the CSE. This should total 0.2% of its annual gross salary bill, with the money used for organising social and cultural activities.
Can we help with employee representation in your French workplace?
Our bilingual team can offer experienced HR support that answers your questions and ensures your company is legally compliant with French employment legislation.
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