Apr
17
France - French Employment law - Paid holidays, RTT, day packages and Covid-19: employees what are your rights ?

Among the regulatory arsenal of March 25th, 2020 is Ordinance n°2020-323 "on emergency measures with regard to paid holidays, hours of work and days of rest" (1).

As its name suggests, it gives the possibility to "the establishment, the branch or the employer" to review unilaterally the organization of the taking of paid holidays, in particular.

The ordinance of April 1st, 2020 n ° 2020-389 (2) enriched these provisions by prescribing the obligation, for the employer, to inform the CSE and to collect its opinion.

These measures are presented in the texts as derogations from conventional and legal provisions. They are intended to be applied "when the interests of the company justify it having regard to the economic difficulties linked to the spread of covid-19".

What is it really like?

1) Paid leave (Article 1 of the Ordinance)

1.1) Over the period and taking paid holidays

The provisions of public order of the Labor Code initially provide that "the holidays are taken in a period which includes in all cases the period from May 1 to October 31 of each year" (3).

Article L. 3141-16 of the same Code states that, by agreement, or failing this, by decision of the employer, are fixed "the period of taking leave" as well as the "order of departures". Finally, the same article provides that "the order and dates of departure" cannot be changed "less than a month before the scheduled departure date" (4).

The order in question changes these rules of principle. Henceforth, and where this is provided for by means of a company agreement, or failing this, a branch agreement, “the employer is authorized […] to decide to take days of paid leave acquired by a employee, including before the opening of the period during which they normally have the vocation to be taken, or to unilaterally modify the dates of taking paid holidays ”. The system provides that this authorization is valid "within the limit of six days of leave", and "subject to respecting a notice period which cannot be reduced to less than one clear day" (5).

1.2) On the splitting (fractionnement) of paid holidays (congés payés)

In principle, the Labor Code lays down the rule according to which "the duration of leave which can be taken at one time may not exceed twenty-four working days" (6). Splitting is not applied "when the leave does not exceed twelve working days", it "must be continuous" (7). It is "when the main leave is longer than twelve working days" that "it can be split with the employee's agreement" (8).

In addition, spouses and persons linked by a PACS who work "in the same company are entitled to simultaneous leave" (9).

From now on, it is possible to derogate, by agreement, from these provisions. Indeed, an agreement "may authorize the employer to split leave without being required to obtain the agreement of the employee and to fix the dates of leave without being required to grant simultaneous leave to spouses or partners linked by a civil solidarity pact working in his business ”.

 The effect of this device is however limited in time in that "the period of leave imposed or modified [...] cannot extend beyond December 31st, 2020" (10).

2) On the variation of these mechanisms to the different modes of organization of working time (Articles 2 to 5 of the Ordinance)

Articles 2 to 4 of the ordinance also give new possibilities to the employer with regard to the granting of rest days which does not involve the use of the different methods of organization of working time, conventionally and legally contemplated by the right of work.

Constants are observed for each of the devices:

• "the period of taking rest days imposed or modified [...] cannot extend beyond December 31, 2020" (11)

• "the total number of days of rest which the employer may require the employee to take or whose date he may modify in application of articles 2 to 4 of this order may not exceed ten" (12)

2.1) In the event of working time (temps de travail) arrangements

Article 2 of the ordinances also cover the procedures for granting JRTTs and conventional days of rest, respectively:

• collective agreements and conventions “instituting a mechanism to reduce working time” (13),

• or modes of organization of working time over a period longer than the week covered by the Labor Code (over a period of three or nine weeks depending on the type of founding act used) (14).

Employees subject to this type of organization can now see "establishment or branch" or their employer:

“1 ° Impose the taking, on dates determined by him, of days of rest at the choice of the employee acquired by the latter;

2 ° Unilaterally modify the dates for taking rest days. "

The employer must however respect a notice period of “at least one clear day”, again (15).

 

 

2.2) In case of fixed price agreements (convention de forfait)

In this case there too and on the same condition of respecting a notice period of at least one clear day, "the establishment, the branch or the employer" may, with regard to its employees subject to a fixed-price agreement :

"1 ° Deciding to take, on dates determined by him, days of rest provided for by a fixed-price agreement;

2 ° Unilaterally modify the dates for taking rest days provided for by a fixed-price agreement. »(16)

2.3) In the event of the existence of a Time Savings Account within the company

By way of derogation from the conventional and legal provisions applicable within the company, the employer, in particular, may "impose that the rights affected in the employee's time savings account be used by taking days off, which he determines the dates by respecting a notice period of at least one clear day ”(17).

3)  The obligation to inform and collect the opinion of the CSE

When the employer decides to use one of the above-mentioned mechanisms, he must inform the CSE, “without delay and by any means”. (18)

The CSE, once informed, must give its opinion within one month.

This notice is not necessarily a prerequisite for the implementation by the employer of the use of the device. Indeed, the order states that the latter "may intervene after the employer has made use of this option".

Sources :

  1. Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos : https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=id

 

  1. Ordonnance n° 2020-389 du 1er avril 2020 portant mesures d'urgence relatives aux instances représentatives du personnel :
    https://www.legifrance.gouv.fr/affichTexte.do;jsessionid=C313E8BEB1C93E899C9943B071FED910.tplgfr27s_2?cidTexte=JORFTEXT000041776922&dateTexte=&oldAction=rechJO&categorieLien=id&idJO=JORFCONT000041776639

 

  1. L. 3141-13, Code du travail :  https://www.legifrance.gouv.fr/affichCodeArticle.do?idArticle=LEGIARTI000033020772&cidTexte=LEGITEXT000006072050&dateTexte=20160810

 

  1. L. 3141-16, Code du travail : https://www.legifrance.gouv.fr/affichCodeArticle.do?idArticle=LEGIARTI000035652687&cidTexte=LEGITEXT000006072050&dateTexte=20180101
  2.  

 

  1. Article 1, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :   https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i

 

  1. L. 3141-17, Code du travail : https://www.legifrance.gouv.fr/affichCodeArticle.do;jsessionid=989A07007AFE60A847C52520B6BB022F.tplgfr41s_1?idArticle=LEGIARTI000033020757&cidTexte=LEGITEXT000006072050&dateTexte=20180101&categorieLien=id&oldAction=&nbResultRech=

 

  1. L. 3141-18, Code du travail :   https://www.legifrance.gouv.fr/affichCodeArticle.do;jsessionid=989A07007AFE60A847C52520B6BB022F.tplgfr41s_1?idArticle=LEGIARTI000033020754&cidTexte=LEGITEXT000006072050&dateTexte=20180101&categorieLien=id&oldAction=&nbResultRech=

 

(8)       L. 3141-19, Code du travail :

https://www.legifrance.gouv.fr/affichCodeArticle.do;jsessionid=989A07007...=

 

  1. L. 3141-14, Code du travail : https://www.legifrance.gouv.fr/affichCodeArticle.do?idArticle=LEGIARTI000006902651&cidTexte=LEGITEXT000006072050

 

  1. Article 1, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i
  2. Articles 2 à 4, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i
  3. Article 5, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i
  4. Article 2, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i
  5. L. 3121-41 à L. 3121-47, Code du travail :    https://www.legifrance.gouv.fr/affichCode.do;jsessionid=D5789B150601C868813858BE90BB7493.tplgfr41s_1?idSectionTA=LEGISCTA000033020303&cidTexte=LEGITEXT000006072050&dateTexte=20160810 et https://www.legifrance.gouv.fr/affichCode.do?idSectionTA=LEGISCTA000033020293&cidTexte=LEGITEXT000006072050&dateTexte=20160810
  6. Article 2, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i
  7. Article 3, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos : https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i

 

  1. Article 4, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos : https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i

 

  1. Article 7, Ordonnance n° 2020-389 du 1er avril 2020 portant mesures d'urgence relatives aux instances représentatives du personnel: https://www.legifrance.gouv.fr/affichTexte.do;jsessionid=C313E8BEB1C93E899C9943B071FED910.tplgfr27s_2?cidTexte=JORFTEXT000041776922&dateTexte=&oldAction=rechJO&categorieLien=id&idJO=JORFCONT000041776639

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

 

 

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