Trade union delegate
Verified 13 February 2026 - Public Service / (Prime Minister)
A trade union may set up a trade union section in the company provided that it has at least two members. The trade union may appoint a company employee to represent the trade union section. Where a trade union is representative in the company, it shall designate a shop steward (SD). What is the role and means of action of the SD in the company? The information differs according to the company's workforce. We're taking a look at the regulations.
What applies to you ?
Less than 50 employees
The shop steward (SD) ensures the link between employees and the trade union organization to which it belongs.
He leads the union section.
He represents his union with the employer and ensures the defense of employees.
It may make proposals, claims or claims.
In the absence of an existing agreementevery year, the shop steward negotiates with the employer on the following subjects:
- Salaries, duration and organization of working time
- Objectives of professional equality between men and women
- Measures concerning the integration into employment and retention in employment of disabled workers.
In the absence of an existing agreement, the employer must also enter into annual negotiations with the shop steward on the following subjects:
- Employee savings (profit-sharing or savings plan)
- Conditions for setting up a health insurance scheme
- Right of expression of employees.
The employer and the trade unions may also at any time, apart from compulsory negotiations, negotiate on topics they choose.
Age and seniority requirements
The employee who is a candidate for the position of shop steward must meet the following 3 conditions:
- Be at least 18 years old
- Working in the company since 1 year minimum (or for 4 months in case of company creation or establishment opening)
- Have not been subject to any prohibition, forfeiture or incapacity concerning his civil rights.
Selection of the designated employee
A representative trade union in the company may appoint the SD from among the members of the staff delegation to the CSE provided that the latter has a credit for hours of delegation.
The trade union is representative if it brings together all the 7 criteria following:
- Respect for republican values (e.g. respect for freedom of political opinion)
- Independence (e.g. financial)
- Financial transparency (e.g. compliance with accounting requirements)
- Minimum of 2 years of seniority in the professional and geographical field covering the level of negotiation (from the date of legal deposit of the statutes)
- Influence, determined primarily by activity and experience
- Membership numbers and membership fees (sufficient number of members to ensure that their membership fees represent the main part of their resources, thus guaranteeing the independence criterion)
- Sufficient hearing in professional elections (the union must have obtained at least 10% of the votes cast on 1er round of the last elections of incumbents to the CSE: titleContent).
The union shall inform the employer of the identity of the DM by registered letter with acknowledgement of receipt or by letter delivered against receipt.
The letter must mention the mandate entrusted to the employee and the framework within which this designation is made (company, establishment for example).
A copy of this letter is sent to the labor inspector who follows the company.
The union displays the name of the SD on the union communications panel.
FYI
In the event of replacement of the SD or termination of his/her duties during his/her term of office, the same procedure shall apply.
Each representative trade union organization may appoint a trade union representative from among the members of the staff delegation to the CSE: titleContent provided that the latter has a credit for hours of delegation.
The shop steward does not have an hours credit of delegation. A collective agreement may provide for the allocation of a delegation time credit.
The shop steward shall use the credit for hours he receives as part of his mandate as a staff representative in the CSE to carry out its tasks.
In the performance of his duties, the shop steward may travel outside the company during his hours of delegation.
He can move freely within the company and make the necessary contacts to carry out his mission.
They can also contact an employee at their workstation. This should not hinder the work of employees.
The term of office shall end automatically at the latest on 1er round of the next professional elections, regardless of the size of the company.
It may also end in the following cases:
- Withdrawal by the union of DS's mandate from the employee it had designated
- Resignation of his mandate
- Termination of the employment contract (e.g. resignation from employment).
Yes the shop steward is protected against dismissal. His dismissal may take place after authorization by the labor inspector.
The status of protected employee ensures that the dismissal of the employee is not related to his duties as a shop steward. This protection is intended in particular to protect him from possible reprisals by the employer.
There are 2 periods during which the DS is protected against dismissal:
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During the mandate
The protection shall apply throughout the term of office of the trade union representative.
After the termination of the mandate
At the end of the term of office, the trade union representative has a protection against dismissal set at 6 months.
From 50 to 499 employees
The shop steward (SD) ensures the link between employees and the trade union organization to which it belongs.
He leads the union section.
He represents his union with the employer and insured the defense of employees.
The RO makes proposals, claims or claims to the employer.
The employer must negotiate with the unions. This negotiation covers certain topics. The frequency of negotiations may be determined by agreement between the employer and the trade unions. This frequency varies depending on whether or not an agreement has been reached with the trade unions.
Répondez aux questions successives et les réponses s’afficheront automatiquement
Agreement between employer and trade unions
An agreement between the trade unions and the employer may provide for the timetable, periodicity, themes and conditions of negotiation. The periodicity of this agreement may not exceed 4 years.
Negotiations include the following:
- Salaries
- Duration and organization of working time
- Employee savings
- Professional equality between women and men
- Quality of life at work.
In the absence of an agreement between the employer and the trade unions
The topics of the negotiation differ depending on the company's size:
Company with less than 300 employees
In the absence of an agreement, the union representatives negotiate annually with the employer on the following subjects:
- Salaries
- Duration and organization of working time
- Employee savings
- Professional equality between women and men
- Quality of life at work.
Company of more than 300 employees
In the absence of an agreement, the union representatives negotiate annually with the employer on the following subjects:
- Salaries
- Duration and organization of working time
- Employee savings
- Professional equality between women and men
- Quality of life at work
- Agreement on the forward-looking management of jobs and skills.
The employer and the trade unions may also at any time, apart from compulsory negotiations, negotiate on topics they choose.
Age and seniority requirements
The employee who is a candidate for the position of shop steward must meet the following 3 conditions:
- Be at least 18 years old
- Working in the company since 1 year minimum (or for 4 months in case of company creation or establishment opening)
- Have not been subject to any prohibition, forfeiture or incapacity concerning his civil rights.
Selection of the designated employee
A representative trade union in the company shall designate the SD from among the candidates in the professional elections who have obtained in their personal capacity and in their college at least 10% of the votes cast in 1er tour of the last elections in CSE.
The union shall inform the employer of the identity of the DM by registered letter with acknowledgement of receipt or by letter delivered against receipt.
The letter must mention the mandate entrusted to the employee and the framework within which this designation is made (company, establishment for example).
A copy of this letter is sent to the labor inspector who follows the company.
The union displays the name of the SD on the union communications panel.
FYI
In the event of replacement of the SD or termination of his/her duties during his/her term of office, the same procedure shall apply.
Trade union delegate
Only 1 shop steward may be designated by each representative trade union having established a trade union section.
Central trade union delegate
In a company having at least 2 establishments of 50 employees each, each representative trade union may designate one of its trade union representatives as the central company trade union representative.
Depending on the size of the company, the shop steward has a certain number of hours of delegation to devote to the performance of his duties.
This time is considered as working time.
Trade union delegate
The hours credit differs according to the size of the company:
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Company of 50 to 150 employees
The shop steward's hours credit is equal 12 hours per month.
Companies from 151 to 499 employees
The shop steward's hours credit is equal 18 hours per month.
Central trade union delegate
The central shop steward does not benefit from a specific hours credit.
Yes, the shop steward can hold multiple mandates.
Warning
In a company with fewer than 300 employees, the shop steward is automatically a trade union representative at the CSE. When the SD is elected to the CSE, he must make a choice. Indeed, the mandate of trade union representative at the CSE is not compatible with that of an elected member of the CSE.
In the performance of his duties, the shop steward may travel outside the company during his hours of delegation.
He can move freely within the company and make the necessary contacts to carry out his mission.
They can also contact an employee at their workstation. This should not hinder the work of employees.
The term of office of the shop steward shall end automatically at the latest on 1er round of the next professional elections, regardless of the size of the company.
It may also end, in particular:
- If the company's workforce falls permanently below 50 employees. In this case, either an agreement is negotiated between the employer and all the representative trade union organizations, or Dreets: titleContent take a decision after verification in the absence of agreement.
- If the union withdraws the DS mandate from the employee it had designated
- Following the resignation of his mandate
- In the event of a breach of the employment contract (resignation of employment, for example).
Yes the shop steward is protected against dismissal. His dismissal may take place after authorization by the labor inspector.
The status of protected employee ensures that the dismissal of the employee is not related to his duties as a shop steward. This protection is intended in particular to protect him from possible reprisals by the employer.
There are 2 periods during which the DS is protected against dismissal:
Répondez aux questions successives et les réponses s’afficheront automatiquement
During the mandate
The protection shall apply throughout the term of office of the trade union representative.
After the termination of the mandate
At the end of the term of office, the shop steward shall be protected against dismissal for a period of 12 months, provided that he has held office for at least one year.
From 500 to 1999 employees
The shop steward (SD) ensures the link between employees and the trade union organization to which it belongs.
He leads the union section.
He represents his union with the employer and insured the defense of employees.
The RO makes proposals, claims or claims to the employer.
The employer must negotiate with the unions. This negotiation covers certain topics. The frequency of negotiations may be determined by agreement between the employer and the trade unions. This frequency varies depending on whether or not an agreement has been reached with the trade unions.
Répondez aux questions successives et les réponses s’afficheront automatiquement
Agreement between employer and trade unions
An agreement between the trade unions and the employer may provide for the timetable, periodicity, themes and conditions of negotiation. The periodicity of this agreement cannot be more than 4 years old.
Negotiations include the following:
- Salaries, duration and organization of working time and employee savings
- Gender equality in the workplace and quality of life at work.
In the absence of an agreement between the employer and the trade unions
Each year, union representatives negotiate with the employer on the following subjects:
Salaries, duration and organization of working time and employee savings
- Gender equality in the workplace and quality of life at work
- Agreement on the forward-looking management of jobs and skills.
The employer and the trade unions may also at any time, apart from compulsory negotiations, negotiate on topics they choose.
Age and seniority requirements
The employee who is a candidate for the position of shop steward must meet the following 3 conditions:
- Be at least 18 years old
- Working in the company since 1 year minimum (or for 4 months in case of company creation or establishment opening)
- Have not been subject to any prohibition, forfeiture or incapacity concerning his civil rights.
Selection of the designated employee
A representative trade union in the company shall designate the SD from among the candidates in the professional elections who have obtained in their personal capacity and in their college at least 10% of the votes cast in 1er tour of the last elections in CSE.
The union shall inform the employer of the identity of the DM by registered letter with acknowledgement of receipt or by letter delivered against receipt.
The letter must mention the mandate entrusted to the employee and the framework within which this designation is made (company, establishment for example).
A copy of this letter is sent to the labor inspector who follows the company.
The union displays the name of the SD on the union communications panel.
FYI
In the event of replacement of the SD or termination of his/her duties during his/her term of office, the same procedure shall apply.
Trade union delegate
The number of shop stewards each representative trade union having established a trade union section, depends on the size of the company or the establishment.
This number is determined for each union section.
Staff of the company | Number of trade union delegates |
|---|---|
From 50 to 999 employees | 1 |
1,000 to 1,999 employees | 2 |
Additional trade union delegate
A representative union may designate an additional shop steward if the following two conditions are met:
- To have obtained one or more elected representatives in the college of workers and employees at the election of the CSE: titleContent
- Have at least 1 elected member in one of the other 2 colleges (master's and executive).
This SD is chosen from among the candidates in the professional elections. These candidates must have collected at least 10% of the votes cast in 1er round of the last elections of incumbents to the CSE: titleContent.
Central trade union delegate
In a company having at least 2 establishments of 50 employees each, each representative trade union may designate one of its trade union representatives as the central company trade union representative.
Depending on the size of the company, the shop steward has a certain number of hours of delegation to devote to the performance of his duties.
This time is considered as working time.
Trade union delegate
The shop steward's hours credit is equal 24 hours per month.
Additional trade union delegate
The additional shop steward shall receive a credit of 24 hours per month.
Central trade union delegate
The central shop steward does not benefit from a specific hours credit.
Yes, the shop steward can hold multiple mandates.
In the performance of his duties, the shop steward may travel outside the company during his hours of delegation.
He can move freely within the company and make the necessary contacts to carry out his mission.
They can also contact an employee at their workstation. This should not hinder the work of employees.
The term of office of the shop steward shall end automatically at the latest on 1er round of the next professional elections, regardless of the size of the company.
It may also end, in particular:
- If the company's workforce falls permanently below 50 employees. In this case, either an agreement is negotiated between the employer and all the representative trade union organizations, or Dreets: titleContent take a decision after verification in the absence of agreement.
- If the union withdraws the DS mandate from the employee it had designated
- Following the resignation of his mandate
- In the event of a breach of the employment contract (resignation of employment, for example).
Yes the shop steward is protected against dismissal. His dismissal may take place after authorization by the labor inspector.
The status of protected employee ensures that the dismissal of the employee is not related to his duties as a shop steward. This protection is intended in particular to protect him from possible reprisals by the employer.
There are 2 periods during which the DS is protected against dismissal:
Répondez aux questions successives et les réponses s’afficheront automatiquement
During the mandate
The protection shall apply throughout the term of office of the trade union representative.
After the termination of the mandate
At the end of the term of office, the shop steward shall be protected against dismissal for a period of 12 months, provided that he has held office for at least one year.
2000 employees and more
The shop steward (SD) ensures the link between employees and the trade union organization to which it belongs.
He leads the union section.
He represents his union with the employer and insured the defense of employees.
The RO makes proposals, claims or claims to the employer.
The employer must negotiate with the unions. This negotiation covers certain topics. The frequency of negotiations may be determined by agreement between the employer and the trade unions. This frequency varies depending on whether or not an agreement has been reached with the trade unions.
Répondez aux questions successives et les réponses s’afficheront automatiquement
Agreement between employer and trade unions
An agreement between the trade unions and the employer may provide for the timetable, periodicity, themes and conditions of negotiation. The periodicity of this agreement cannot be more than 4 years old.
Negotiations include the following:
- Salaries, duration and organization of working time and employee savings
- Gender equality in the workplace and quality of life at work.
In the absence of an agreement between the employer and the trade unions
Each year, union representatives negotiate with the employer on the following subjects:
- Salaries, duration and organization of working time and employee savings
- Gender equality in the workplace and quality of life at work
- Agreement on the forward-looking management of jobs and skills.
The employer and the trade unions may also at any time, apart from compulsory negotiations, negotiate on topics they choose.
Age and seniority requirements
The employee who is a candidate for the position of shop steward must meet the following 3 conditions:
- Be at least 18 years old
- Working in the company since 1 year minimum (or for 4 months in case of company creation or establishment opening)
- Have not been subject to any prohibition, forfeiture or incapacity concerning his civil rights.
Selection of the designated employee
A representative trade union in the company shall designate the SD from among the candidates in the professional elections who have obtained in their personal capacity and in their college at least 10% of the votes cast in 1er tour of the last elections in CSE.
The union shall inform the employer of the identity of the DM by registered letter with acknowledgement of receipt or by letter delivered against receipt.
The letter must mention the mandate entrusted to the employee and the framework within which this designation is made (company, establishment for example).
A copy of this letter is sent to the labor inspector who follows the company.
The union displays the name of the SD on the union communications panel.
FYI
In the event of replacement of the SD or termination of his/her duties during his/her term of office, the same procedure shall apply.
Trade union delegate
The number of shop stewards each representative trade union having established a trade union section, depends on the size of the company or the establishment.
This number is determined for each union section.
Staff of the company | Number of trade union delegates |
|---|---|
From 2,000 to 3,999 employees | 3 |
4,000 to 9,999 employees | 4 |
Over 9,999 employees | 5 |
Additional trade union delegate
A representative union may designate an additional shop steward if the following two conditions are met:
- To have obtained one or more elected representatives in the college of workers and employees at the election of the CSE: titleContent
- Have at least 1 elected member in one of the other 2 colleges (master's and executive).
This SD is chosen from among the candidates in the professional elections. These candidates must have collected at least 10% of the votes cast in 1er round of the last elections of the incumbents to the CSE.
Central trade union delegate
In a company with at least 2 establishments with 50 employees each, each representative trade union may designate a central SD different from the shop stewards.
Depending on the size of the company, the shop steward has a certain number of hours of delegation to devote to the performance of his duties.
This time is considered as working time.
Trade union delegate
The shop steward's hours credit is equal to 24 hours per month.
Additional trade union delegate
The additional shop steward has a credit of 24 hours per month.
Central trade union delegate
The central shop steward shall have a credit of 24 hours per month.
If the central shop steward is already an establishment shop steward, his hours credit shall be increased to 24 hours if he does not already reach them as part of his mandate as shop steward.
Example :
In a company with 3,000 employees and 2 establishments (one with 2,700 employees and one with 300 employees), the shop steward (300 employees) benefits from a credit of 18 hours per month. This credit will be increased to 24 hours if designated as the company's central union representative (18 hours + 6 hours).
Yes, the shop steward can hold multiple mandates.
In the performance of his duties, the shop steward may travel outside the company during his hours of delegation.
He can move freely within the company and make the necessary contacts to carry out his mission.
They can also contact an employee at their workstation. This should not hinder the work of employees.
The term of office of the shop steward shall end automatically at the latest on 1er round of the next professional elections, regardless of the size of the company.
It may also end, in particular:
- If the company's workforce falls permanently below 50 employees. In this case, either an agreement is negotiated between the employer and all the representative trade union organizations, or Dreets: titleContent take a decision after verification in the absence of agreement.
- If the union withdraws the DS mandate from the employee it had designated
- Following the resignation of his mandate
- In the event of a breach of the employment contract (resignation of employment, for example).
Yes the shop steward is protected against dismissal. His dismissal may take place after authorization by the labor inspector.
The status of protected employee ensures that the dismissal of the employee is not related to his duties as a shop steward. This protection is intended in particular to protect him from possible reprisals by the employer.
There are 2 periods during which the DS is protected against dismissal:
Répondez aux questions successives et les réponses s’afficheront automatiquement
During the mandate
The protection shall apply throughout the term of office of the trade union representative.
After the termination of the mandate
At the end of the term of office, the shop steward shall be protected against dismissal for a period of 12 months, provided that he has held office for at least one year.
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The informants who answer you belong to the ministry responsible for labor.
Conditions of age and seniority to be a trade union representative
Appointment of shop stewards in companies with 50 or more employees
Trade union representative in companies with less than 50 employees
Mandate of the shop steward
Hours of steward delegation
Additional allocations in companies with fewer than 300 employees
Conditions for the appointment of shop stewards in companies with 50 or more employees
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