ghr.fr

📋 Employers must inform employees about multiple subjects including work regulations and occupational health. Two decrees published in the Official Journal on October 22, 2016, expanded the list of mandatory postings that can be replaced by other means of communication. Mandatory documents to be posted include work schedules, health and safety notices, inspection details, and CSE members if applicable. Other documents such as collective agreements, weekly rest periods, and prevention of discrimination can be communicated by any means ensuring a definite date. In non-collective work schedules, employers must record daily and weekly hours, and provide monthly documentation detailing overtime and rest periods linked to pay slips. Documents must be accessible and visible in workplaces, and where applicable, communicated to employees.

📊 Companies with at least 50 employees must calculate and publish their gender equality index by March 1st each year. This index scores up to 100 points based on pay gaps, individual salary increases, maternity leave returns, and representation in top salaries. Firms failing to publish results by March 1st may incur penalties up to 1% of the annual wage bill. Those scoring below 85 points must set improvement targets, while scores under 75 points require corrective measures, both shared with the social and economic committee (CSE) and labor inspection via Egapro (travail.gouv.fr).

💻 Join the tech and platform discussion, focusing on cybersecurity, DMA, and GDPR, on Thursday, February 13, from 4 pm to 5 pm via video conference. To participate, register by emailing Amélie Logre at [email protected]. Follow the CHAT GHR on Instagram for more tech insights.