FAQ
What if hiring is more complex than we think?
DISCRIMINATION IN EMPLOYMENT: BEWARE!
Company Y intends to recruit a new employee as part of its development. However, the employer is concerned about including language that could be perceived as discriminatory.
The Labour Code prohibits the employer from introducing discriminatory references related to age, sex, nationality or disability.
Sexist statements also remain prohibited.
During a recruitment procedure, the employer may not reject a candidate on the grounds of age, pregnancy, religion, sexual orientation, morals, sex, origin or family status.
This type of discrimination is also punishable under the Criminal Code and applies from the time the offer of employment is made until the decision to hire is made.
During the interview phase, questions should only be related to the position to be filled and should not relate to any of the grounds for discrimination that may be exercised by the future employer.
In particular, it is not allowed to ask questions about the applicant's family situation or plans for pregnancy.
With regard to the final hiring decision, the refusal to hire a candidate should be based on his or her unsuitability for the position and not on a discriminatory ground.
The employer should never indicate that the refusal of employment is related to religion or sexual orientation, which has happened in the past.
In order to avoid the refusal of employment being characterised as discrimination, the employer should make sure that the offer is formulated in great detail so that the refusal is based on the stated requirements.
It will be up to the applicant to bring all the objective and concrete elements proving that he or she has been discriminated against.
Do it yourself be accompanied by an expert lawyer to avoid any difficulties related to hiring an employee.
Frequently asked questions
Quelles sont les étapes d’une embauche en France ?
L’embauche comprend la rédaction du contrat de travail, la déclaration préalable à l’embauche (DPAE), l’affiliation à la mutuelle et à la prévoyance, et la remise des documents obligatoires (contrat, règlement intérieur). Chaque étape a des délais légaux.
Puis-je embaucher un salarié sans contrat écrit ?
Pour un CDI à temps plein, le contrat écrit n’est pas obligatoire mais fortement recommandé. Pour un CDD ou un temps partiel, le contrat écrit est obligatoire sous peine de requalification en CDI.
Quels sont les délais pour effectuer la DPAE ?
La DPAE doit être faite au plus tôt 8 jours avant l’embauche et au plus tard le premier jour de travail. Un retard peut entraîner des pénalités.
Quels sont les coûts liés à l’embauche d’un salarié ?
Les coûts incluent le salaire, les charges sociales (environ 30-40% du salaire brut), la mutuelle, la prévoyance, et les éventuelles cotisations à la formation professionnelle. Un avocat peut vous aider à estimer ces coûts.
Que faire si je me trompe dans les formalités d’embauche ?
Vous pouvez régulariser rapidement. En cas d’erreur grave (absence de DPAE, contrat non conforme), vous risquez des sanctions. Consultez un avocat spécialisé pour corriger la situation.
