With the government wishing to create a “simplification shock”, two decrees have just been promulgated to better define employers’ obligations concerning the posting of information for employees and the sending of documents to state bodies. These measures came into force on 23 October 2016.

Use all possibilities to inform employees

From now on, instead of posting information, the employer will be able to disseminate some information “by any means,” making dissemination simpler. The employer will be able to use modern means of communication such as email and the intranet. The 20 October 2016 decree specifies that for the specific instance of individual dates for holidays, it will suffice to notify the employee individually.

Items that are affected by these provisions, and thus that no longer need to be posted, include company policy, the order of paid holidays, the name and address of the paid holiday fund (if there is one), the text of the articles of the Labour Code pertaining to the equality of compensation between men and women, the days and times of collective time-off for those employees who do not have Sundays off, and agreements and collective bargaining agreements that apply within the workplace.

Some information must still be posted:
– Address, name and telephone number of the relevant labour inspector;
– Address and telephone number of the workplace doctor;
– Names of those responsible for emergency equipment and those charged with organising evacuation in the case of fire;
– Posting of the collective work schedule;
– The time frame during which paid holidays may be taken;
– Smoking ban within the company’s premises;
– Single workplace risk assessment document;
– Trade union displays.

Relaxed rules for reports to government

In the same vein of simplification, some documents will only be sent to the labour inspectorate when that body requests them. The labour inspectorate will no longer require the collective work schedule at all.

Documents that no longer need to be sent to the labour inspectorate include the works council notice concerning implementation of part-time work, the receipt certifying that the declaration of an authorised processing of personal data concerning working time audit documents has been made to the CNIL, the works council annual report on the organisation, operation and financial management of the social service, the reports by the chairman of the workplace health service and the workplace doctor providing medical monitoring of dwelling establishment caretakers and household employees.

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