Was it on your radar? Companies with at least 50 employees must imperatively publish their professional equality index by March 1, 2025 for the year 2024. Publication must be made on the company website, in a clear and accessible manner. It must also be communicated to the CSE and sent to the labor inspectorate via a dedicated platform.

A Decision 

Exemption from the obligation to redeploy an unfit employee: a sales manager is declared unfit for work. The notice of unfitness for work is drafted as follows: "unfit to resume the position held. The employee's health makes it impossible to offer him an alternative position in the subsidiary and holding company and renders him unfit for any position". The employer dismisses the employee without seeking any redeployment. The employee contested his dismissal, arguing that the medical opinion did not include the exact wording required by law (i.e. "the employee's health is an obstacle to any redeployment").

The French Supreme Court upheld the exemption to look for a new position, ruling that the wording used by the occupational physician, although not identical to that of the French Labor Code, was equivalent to it.

This decision relaxes the formal requirement that the terms of the French Labor Code be exactly reproduced in the notice of unfitness. According to the Advocate General, wording different from the French Labor Code only exempts from the need for redeployment if the notice is clear and unambiguous, and establishes either a serious risk to the employee's health, or the impossibility of keeping him employed (Cass. soc. February 12, 2025 n° 23-22.612 FS).

A News

Finance Act of February 14, 2025: The Finance Act for 2025 No. 2025-127 of February 14, 2025 was published in the Official Journal of February 15, 2025. 

The law introduces a number of social measures, the main ones being :

• the introduction of a long-term partial activity scheme ("APLD rebond");

• lower expenditure on apprenticeships and vocational training;

• the extension of temporary measures to boost purchasing power, such as the social and tax exemption for tips, the preferential tax regime for the monetization of RTT days and the one-year extension of the favorable tax and social regime for the optional payment of public transport season tickets and public bicycle rental services at between 50% and 75% of the price of the season ticket.

A Practical announcement

Recommendations of the rights defender regarding internal investigations: in its framework decision No. 2025-019 of February 5, 2025, the Rights Defender, alerted by numerous complaints, highlights the challenges of internal investigations into discrimination and harassment, in the absence of a legal framework. 

She makes 49 recommendations to ensure effective investigations that protect employees' health, compiled in a detailed report that serves as a practical guide for employers in handling reports.

In this framework decision, the Rights Defender details all the phases of the investigation: 

• Reporting; 
• The investigation process; 
• Report and sanctions. 

In particular, the Rights Defender points out that anonymous reports should not be systematically disregarded, that the employer should react to the first report, opening an internal investigation within a reasonable period of time not exceeding two months, and that the person making the report, the presumed victim and the person implicated should be informed of the opening of an investigation, unless there is a risk of pressure.