Workplace accident / occupational disease: the CPAM’s decision is not binding on the labour court
Soc., September 10, 2025, no 24-12.900 and Soc, September 24, 2025, no 22-20.155

The Supreme Court points out that neither an employee’s application to the CPAM for recognition of an accident at work or occupational disease, nor a decision by the CPAM to cover an accident at work or occupational disease, is sufficient to automatically trigger protection against dismissal for victims of accidents at work or occupational diseases. In fact, under the principle of autonomy between the CPAM and the labour courts, it is up to the labour court to assess, at its sole discretion, whether the employee’s sick leave was work-related by examining all the evidence presented. These rulings therefore urge employers, on the one hand, to be prudent about whether to dismiss an employee in such circumstances, depending on the strength of the grounds for dismissal, and, on the other hand, to contest the occupational origin of the reported accident at work or occupational disease from the outset of the proceedings by producing evidence to support their challenge.

Teleworking: teleworkers are entitled to restaurant vouchers (“titres-restaurant”)
Soc., October 8, 2025, no 24-12.373 and no 24-10566

In two rulings on October 8, 2025, the Supreme Court settled an issue that had divided the courts since the Covid crisis. It affirmed that an employer cannot refuse to grant restaurant vouchers to an employee solely because they work remotely. If employees working on site are entitled to it, teleworkers must also be entitled toit, in accordance with the principle of equal treatment.

Preliminary interview: the employee does not have the right to remain silent
Constitutional Council, QPC, September 19, 2025, no 2025-1160/1161/1162

The Constitutional Council refuses to extend the right to remain silent recognised in criminal law to labour law. It ruled that the absence of an obligation to inform employees of this right during preliminary interviews, whether prior to dismissal for personal reasons (Article L. 1232-3 of the French Labour Code) or prior to disciplinary action (Article L. 1332-2 of the same code), is in line with the Constitution.

Serious misconduct: handover of end-of-contract documents upon notification of dismissal
Soc., September 3, 2025, no 24-16.546

The Supreme Court has clarified that in the event of dismissal for serious misconduct, the employer must provide the employee, at the time of notification of dismissal, with all end-of-contract documents: employment certificate, receipt for settlement of all accounts and unemployment certificate for France Travail.

Concealed video surveillance of employees: the CNIL imposes a fine of €100,000
CNIL, September 18, 2025, Decision no SAN-2025-008

The CNIL imposed a fine of €100,000 on an employer who had installed cameras on its premises to prevent theft without complying with the CNIL’s recommendations and citing several breaches, such as the lack of impact analysis and documentation, failure to consult the DPO and the unnecessary recording of employees’ conversations.