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New measures strengthening employee rights and workplace compliance

Published on : 01/08/2025 01 August Aug 08 2025
Newsletter / New legislation
Newsletter

Enactment of a Law relating to the protection of employees who have a “parental project” 


The law aiming to protect individuals who have a parental project against discrimination in the workplace was enacted on the 1st of July 2025 and came into force the next day. 

Its objective is to allow employees who have an ongoing medically assisted procreation or adoption project, to benefit from increased legal protection and authorized absences necessary for them to attend medical and / or administrative meetings related to said project. 

Amongst the newly prohibited behaviors are the following:

• Referring to the involvement in a parental project in the context of medically assisted procreation when publishing an employment offer, 

• The refusal to hire / renew an employment contract, the decision to transfer or terminate the relationship, where such a decision is made in consideration of such a situation, 

• Any initiative relating to remuneration, professional training, posting, classification or promotions based on such grounds. 


Beyond the substantive guarantees against discrimination that were added to those that already existed, the scope of application of all the guarantees in question was expanded, as both men and individuals having an adoption project are now also beneficiaries.

With regards to authorized absences, men, women, and spouses will benefit from increased instances where they are legally entitled to not attend work to be present at medical or administrative meetings.

The philosophy underlying this legal evolution is one of social justice and equal rights. 

Increased protection for workers against heat related risks: evaluate, act in view of reducing risks, or face the Labor Inspector

Pursuant to an act emanating from the executive power dated May 27th, 2025, employers will need, as of the 1st of July 2025, to evaluate the risks related to work, whether in or outdoors, in the context of weather phenomenon such as intense heat episodes and take preventative action in view of reducing said risks. 

The act mentions a wide variety of preventative measures that may be taken. The non-exhaustive list ranges from the information and training of employees to the adaptation of the workplace and provision of both specific equipment and ample fresh water.

Employers have one month to comply with these new obligations. 

Failure to do so may lead to the Labour Inspector’s intervention. 

Non-discrimination upon hiring training: a newly published toolkit describes its contents 

In companies that have at least 300 employees within their workforce, as well as companies specialized in recruitment, regardless of the number of individuals they employ, employees tasked with recruitment duties must undergo training related to non-discrimination upon hiring at least once every five years. 

This obligation was incorporated into the French Labour Code in 2017, but its practical aspects had not been defined. This means there was no precise guidance on how the training should be organized, nor what it should cover. 

That has now been remedied via a toolkit made available on the Labour Ministry’s website which was published on the 22nd of May 2025.

Not only does this toolkit detail the objectives of the training and the methods to be employed, it also provides very practical details, such as the fact that online training is acceptable but insufficient, and must be combined with in-person sessions, the training should last a day / 7 hours at a minimum, but can be longer and composed of several sessions, etc. 

Objectives-wise, the idea is to guarantee understanding of key notions pertaining to discrimination, and provide the ability to identify not only an instance of discrimination, but also all of the associated risks. The toolkit contains a list of best practices. 

Methodology is quite varied, ranging from theoretical learning to feedback and practical exercises, as well as the presentation of operational methods and tools that may be used to help prevent discrimination.

Certain requirements also apply to the people in charge of delivering the training, namely knowledge of discrimination in the workplace.


 
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