Postponement of the pre-dismissal meeting due to the employee’s state of health: the employer is not required to observe a new five-working-day notice period
Soc. May 21, 2025, n°23-18.003

In the event of a postponement of the pre-dismissal meeting due to the employee’s state of health, the employer, having already complied with the statutory minimum notice period of five clear working days between the date of notification and the initial meeting, is not required to observe a new five-working-day period. The employer is merely required to inform the employee, in due time and by any appropriate means, of the new date and time of the meeting.

A decree dated 27 May 2025 strengthens, effective from 1 July 2025, the employer’s obligations with respect to the assessment and prevention of risks associated with episodes of intense heat

As of 1 July 2025, companies will be required to assess risks related to workers’ exposure to episodes of intense heat, applying four levels of vigilance according to the severity of each heatwave. They must establish measures to eliminate or reduce these risks and incorporate them into the “Papripact” or “the Duerp”. The decree of 27 May 2025 provides a non-exhaustive list of preventive measures.

The French Supreme Court has upheld the admissibility of images from a video surveillance system as valid evidence
Soc. May 21, 2025, n°22-19.925

The French Supreme Court recently accepted the use by an employer of evidence derived from the exploitation of recorded video footage, even though the images contained personal data. The Court held that the data had been collected for a specific and legitimate purpose, namely, the protection of people and property, that the processing of the data was consistent with this purpose, and that employees had been informed of the existence of the surveillance system. Consequently, this evidence was deemed admissible.

Class action: reform is enacted
Law of April 30,2025, article 16, n°2025-391

The law of April 30, 2025 broadens the scope of class action lawsuits, extends the types of damages that can be compensated, and expands the entities that can take action. As a result, class action can now be brought for all breaches by employers, and certain associations now have standing to sue. This action makes it possible to obtain the cessation of the breach and/or compensation for damages after formal notice has been given to the employer. In addition, the employer may be ordered to pay civil penalties.