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💰 The French Social Security Financing Law for 2025 modifies employer contribution relief with reforms in two stages. The decree from April 4, 2025, outlines reduced rates for health and family allowance contributions and parameters for general employer reductions starting May 1, 2025. The SMIC as of January 1, 2025, is €11.88 per hour or €1801.84 monthly for 151.67 work hours, with monthly thresholds of €4054.14 for health contributions and €5946.07 for family contributions. In 2024, the reduction on health contribution was at 2.5 SMIC (€52,416 annually), but in 2025, it's at 2.25 SMIC (€48,648.60 annually). Family contribution reduction went from 3.5 SMIC (€73,382.40 annually) to 3.3 SMIC (€71,351.28 annually) in 2025. The ceiling for the general reduction of employer contributions is now set at 1.6 SMIC (€34,595.28 annually), and the calculation for reduction Fillon changes on May 1, 2025, with the AT/MP contribution rate increasing from 0.46% to 0.50% and unemployment contributions decreasing from 4.05% to 4%. The value T for companies with fewer than 50 employees

🔒 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.

🛂 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.