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ghr.fr

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Bien déclarer les avantages en nature ou risquer une note salée

💸 A salaried employee, with less than 2 years of seniority, received approximately €15,000 as a lump-sum indemnity for undeclared work due to an unreported housing benefit provided by the employer. The French Court of Cassation recognized the employer's intention to conceal this nature benefit, reinforcing the risk for employers of not declaring all benefits in kind.
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Responsabilité Elargie des Producteurs pour le Textile

🛢 France's loi Agec mandates textile waste sorting starting January 1, 2025, with decrees N° 2021-950 from July 16, 2021, and N° 2024-1166 from December 5, 2024, focusing on single-use sanitary textile waste. Producers must join an eco-organization, declare yearly textile volumes, and pay eco-contributions based on volume and type. Refashion is currently the only state-approved eco-organization for textiles; professional clothing is exempt from REP Textiles but must be recycled under European standards.
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AKTO, victime d’une intrusion de son système d’information, informe ses parties prenantes de la suspension temporaire de ses services et d’une fuite de données à caractère personnel

🔒 AKTO, an operator of professional branch services, suffered a cyberattack on a Sunday, leading to the encryption of data and extraction of technical and personal information. No funds were stolen, and there's no risk of a "virus" spreading from the attack. Legal actions include a filed complaint and ongoing investigations by the Office Anti-cybercriminalité of the DNPJ, with ANSSI being informed for support. Online services, including "Mon Espace," are suspended, with integrity tests on-going, and CNIL has been notified for GDPR compliance. AKTO is keeping stakeholders updated and will directly inform affected individuals once the extracted data's nature is fully understood.
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On ne badine pas avec les formalités d’embauche !

🛂 Employers face increased contentious actions and sanctions, necessitating thorough pre-employment formalities. Employees commence work without submitting necessary documents, forcing employers between legal obligations and operational needs. Pre-hire checks include verifying work eligibility, especially for foreign nationals, who need valid work permits. The Declaration of Prior Employment (DPAE) is mandatory before hiring to avoid penalties. Post-hire requirements include registration in the unique personnel register, preventive health visits within specific time frames, and compulsory retirement fund affiliation. At hiring, employees must receive a copy of the DPAE, contract, legal notices, and other company policies. Non-compliance risks include disguised work, contract requalification, and inability to terminate trial periods. The GHR Social Department advises on compliance and offers audits to ensure legal adherence.
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Entrée en vigueur au 1er juillet 2025 des nouveaux modèles d’attestation de suivi, avis d’aptitude et d’inaptitude

💻 During a webinar on January 30, 2025, it was discussed that the French decree from September 26, 2024, which was to modify medical follow-up document templates, would take effect in October 2024. However, due to necessary IT developments, the enforcement was delayed, leading to the September 26 decree's repeal on November 5, 2024. The revised templates, including aptitude and inaptitude notices and follow-up attestations, were published on March 15, 2025, and are set to be enforced from July 1, 2025, to allow software providers time for necessary updates.
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