of a company
Verified 28 May 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
The {tilde over (C)} is a document prepared by the employer. It sets out the rights and obligations of employees with regard to health, safety and discipline in companies of 50 or more employees. The information is forwarded to the labor inspector. We're taking a look at the regulations.
The obligation to draw up a contract depends on the number of staff in the company:
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Company with less than 50 employees
No, the development of a is not required, but she stays always possible.
The contract must then be drawn up under the same conditions as in companies with at least 50 employees.
Company of 50 or more employees
Yes, the introduction of a is mandatory in the companies and establishments of private law as well as Epic: titleContent 50 or more employees.
The number of 50 employees must be reached during 12 consecutive months.
This obligation applies at the end of a period of 12 months from the date on which the threshold of 50 employees was reached. For example, if the threshold of 50 employees is reached for 12 consecutive months at 1er in january 2025, the employer will have to establish a {circumflex over (1)}er January 2026.
FYI
If one or more establishments of the company reach a workforce of 50 employees, it must, in principle, be established a each of them. One unique can also be set up at company level.
It is necessary to all employees of the companywhether they are hired before or after his application.
Trainees, temporary agency workers and workers from outside companies are subject to the authorization of the user company for measures concerning hygiene, safety and general discipline. However, they are not subject to the provisions concerning the nature and scale of sanctions and disciplinary proceedings.
Please note
Special arrangements may be made for a category of staff or a division of the company or establishment.
The indicated exclusively the following provisions:
- Measures in respect of health and security and in particular instructions concerning the conditions of use of work equipment, means of protection, dangerous substances and preparations
- Conditions under which employees may be called upon, at the request of the employer, to participate in the restoration of safe and healthy working conditionswhere they appear to be compromised
- General and permanent rules on discipline and in particular the nature and scale of the penalties which the employer may impose on the employee.
It also recalls the following information:
- Rights of defense of employees in disciplinary proceedings
- Psychological and sexual harassment and sexist behavior
- Protection of whistleblowers.
The Regulation specifies its date of entry into force.
The {circumflex over (B)} cannot contain the following clauses:
- Clause contrary to the laws, regulations, provisions of collective agreements and arrangements applicable in the company or the establishment, for example, infringement of the right to strike
- Clause restricting individual or collective freedoms which is not justified or proportionate to the aim pursued
- Discriminatory clause (e.g. linked to ethnic or religious affiliation, health status, disability or gender of the employee).
The employer is responsible the development or amendment of the.
The is written in french. It may be accompanied by translations into one or more foreign languages.
Yes, the employer must consult the Economic and Social Committee (EESC) if it exists.
He submits the regulation to the Commission for its opinion.
The ' applies even if the ESC has not approved it.
Warning
So that the enforceable to employees, the EESC must have been consulted.
The employer must complete the following two formalities:
- Filing from registry of the labor court on which the company depends or the establishment
- Advertising, by any means (posting, intranet for example), to all persons having access to the workplaces or premises where the hiring takes place.
These formalities shall also apply in the event of editing or withdrawal of clauses from it.
FYI
Memoranda which contain general and permanent health and safety or disciplinary obligations shall be subject to the same requirements as in regardless of their size.
Yes, the employer shall forward the in 2 copies, together with the opinion of CSE: titleContent.
This communication is made at the same time as the completion of the deposit and dissemination measures.
At any time, the labor inspector may monitor the regulation and require the withdrawal or amendment of clauses which it considers to be contrary to the provisions of the Labor Code.
The employer may also ask the labor inspector to check the conformity of the
The labor inspector shall justify his decision and the notified the employer and the members of the CSE: titleContent within 2 months from the receipt of the request.
Who shall I contact
Please note
The Regulation shall apply on the date of its entry into force even if the labor inspector has not made his observations known.
The indicates the date from which it is applicable in the company.
This date comes at least 1 month after completion of the advertising formalities.
Warning
To be enforceable to employees, the filing and dissemination formalities. The employer must prove that it has carried out these formalities in the event of a dispute.
Who can help me?
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To obtain additional information
For more information on this subject, you can contact Allô Service Public.
Please note: the service does not have access to users' personal files and therefore cannot provide information on their progress.
He does not respond questions concerning unemployment compensation and the approach to the France Labor (formerly Pôle emploi), public servants or contract workers of the fCivil Service, the amount or payment of contributions social, wage or employer.
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