1. How is teleworking defined and agreed upon in France?
In France, teleworking is voluntary work performed outside the employer’s premises using communication technologies. It can be established through a collective agreement, employer charter, or mutual agreement. Employees with disabilities or caregiving responsibilities must receive a justified explanation if refused. Teleworkers must receive equal rights compared to on-site employees, including protections for work-related accidents.
2. What must a teleworking agreement or charter include in France?
In France, the agreement or charter must specify conditions for moving into or out of telework, acceptance procedures, workload monitoring, contact hours, and access rules for disabled, pregnant, or caregiving employees. These requirements ensure teleworking is organized transparently and safely, protecting working conditions and setting predictable frameworks for daily operations.
3. What rights do teleworkers have in France compared to on-site employees?
In France, teleworkers must receive the same rights as employees working on-site. Employers must justify any refusal of teleworking for eligible positions. Refusing a teleworking arrangement cannot justify termination. Accidents that occur at the teleworking location during professional activity are presumed work-related, ensuring equal social protection and safety coverage.
4. What obligations do employers have toward teleworkers in France?
In France, employers must inform teleworkers about restrictions on equipment use, offer priority for equivalent non-teleworking roles, and conduct annual interviews addressing workload and working conditions. Employers must also ensure teleworking arrangements replace conflicting contract clauses unless the employee formally objects. These obligations help maintain fairness, safety, and communication in remote work settings.
5. When can teleworking be imposed in France due to exceptional circumstances?
In France, teleworking may be imposed when exceptional circumstances occur, such as epidemics or force majeure events. It becomes a necessary adjustment to maintain business operations and protect employees. Pre-existing contract clauses may be overridden by updated teleworking rules unless the employee refuses within the allowed timeframe after communication of the new framework.
6. Who can request a period of safe voluntary mobility in France?
In France, employees with at least twenty-four months of seniority in companies or groups with three hundred or more employees may request safe voluntary mobility. With employer agreement, they can work temporarily in another company while their original contract is suspended. After two refusals, the employee becomes eligible for specific leave supporting professional development.
7. What must the mobility addendum include in France?
In France, the mobility addendum must outline the purpose, duration, start and end dates, and the deadline for informing the employer of a decision not to return. It must also specify rules for early return. This ensures clarity for both parties regarding expectations and the employee’s rights during the temporary mobility period.
8. What happens when employees return from safe voluntary mobility in France?
In France, employees returning from mobility must be reinstated in their previous role or a similar one with equivalent pay and qualifications. They retain their job classification and receive a professional development interview. This ensures continuity of rights and supports reintegration after gaining external experience through secure mobility arrangements.
9. What happens if an employee chooses not to return after mobility in France?
In France, if an employee decides not to return during or after voluntary mobility, their employment contract ends and is treated as a resignation. The only notice obligation is what was specified in the mobility addendum. This gives employees flexibility to continue with their new role without standard resignation procedures.
10. What must employers report about mobility requests in France?
In France, employers must provide the social and economic committee with a list of mobility requests every six months, including outcomes. This ensures transparency in how requests are handled, helps monitor fairness, and gives employee representatives visibility into mobility opportunities and employer decisions across the organization.
