Labor Lawyer in Nantes

Labor Law and Social Security Law

I practice labor law and social security law, exclusively representing employees throughout France.

These two areas are closely linked in practice: a difficult work situation often has an impact on one’s health, and vice versa.

My role is to help you understand your rights, make the right choices, and develop a strategy tailored to your situation.

Labor law governs every aspect of the relationship between you and your employer: your employment contract, your working conditions, your compensation, and the termination of your contract. I will support you at every stage of this relationship.

I can offer advice early on, whenever you have questions or want to take stock of your situation.

I can also assist you during negotiations with your employer, particularly if you are considering leaving.

In this capacity, I regularly assist clients in ensuring the smooth and successful outcome of their severance negotiations, with a clear goal: to help you secure the best possible terms—particularly in financial terms—while ensuring your legal protection.

Finally, I will represent you in the event of a dispute, should your situation require you to file a claim with the labor court.

In particular, I address issues such as:

compensation (salaries, bonuses, overtime),
working hours,
working conditions and occupational health,
situations of distress in the workplace (psychological or sexual harassment, discrimination, deterioration of working conditions),
disciplinary actions (warnings, suspensions, disciplinary proceedings),
termination of employment (dismissal, termination by mutual agreement, judicial termination, resignation due to work-related difficulties),
the reclassification of contracts (converting fixed-term contracts or temporary assignments into permanent contracts, or reclassifying an employment relationship as an employment contract),
or the specific circumstances of protected employees.

I can also assist you in taking concrete steps when necessary, such as exercising your right to report a safety concern, your right to withdraw from work, or communicating with occupational health services.

Since every situation is unique, my support is always tailored to your needs.

Certain work-related situations can have a direct impact on your health. These may include professional exhaustion, burnout, a workplace accident, or an occupational illness.

In this context, the occupational physician plays a crucial role. He or she may determine that you are medically unfit for your job if your health no longer allows you to continue working under the conditions specified in your employment contract.

Incapacity is determined by the occupational physician, within a framework strictly governed by the Labor Code. The employer is then subject to certain obligations, particularly regarding job reassignment.

Depending on your situation, there are several possible solutions:

adjustments to your workstation,
a transfer within the company,
or, in some cases, dismissal for incompetence.

These situations are often complex, straddling the line between labor law and social security law. I can assist you with:

understand the challenges of your situation,
ensure the steps taken are secure,
and assert your rights, particularly with regard to compensation.

I also practice in the area of social security law, focusing on occupational health issues. In particular, I can assist you with the procedures involved in a workplace accident or occupational illness. I can help you from the very beginning of the reporting process with the CPAM to ensure your case is properly documented and to maximize your chances of having your claim approved.

If your claim is denied, I will assist you with the appeal process:

before the Administrative Appeals Board (CRA),
and, if necessary, before the social division of the district court.

I also handle cases involving claims for the employer’s gross negligence, when your accident or illness is linked to your employer’s failure to fulfill their duty of care. These proceedings are often complex and can involve significant stakes, particularly regarding compensation.

Support tailored to your situation. Whether you’re in the planning, negotiation, or litigation phase, I’ll guide you through every step of the way. My goal is to provide you with a clear perspective, ensure your actions are well-founded, and effectively defend your interests.

If you work in an international or English-speaking environment, I can also assist you in English, whether it’s with your communications, documents, or strategy.

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Frequently Asked Questions About Labor Law

Should I accept the mutually agreed termination proposed by my employer?

A mutual termination agreement is a form of amicable termination of a permanent employment contract, governed by the Labor Code. It requires the consent of both you and your employer. In principle, it entitles you to severance pay that is at least equal to the statutory or contractual severance pay for dismissal, as well as, under certain conditions, unemployment benefits.

Before accepting, it is important to determine whether this type of termination is truly appropriate for your situation (nature of the conflict, health status, career plans, etc.) and whether the proposed terms are satisfactory: the amount of severance pay, the departure date, the terms of any non-compete clause, etc.

The process follows specific rules (interviews, cooling-off period, application for approval), and an agreement signed too hastily can be difficult to challenge. I can help you analyze your situation, ensure the agreement is sound, and, if necessary, negotiate better terms.

Can I negotiate the terms of my mutual termination agreement (severance pay, departure date, etc.)?

Yes, a mutual termination agreement is based on an agreement between you and your employer: in addition to the minimum severance pay required by law or your collective bargaining agreement, the amount of severance pay, the departure date, and the terms of any non-compete clause can all be negotiated.

The purpose of negotiation is to secure terms that take into account your length of service, your personal circumstances, the context of the termination (tensions, health issues, career plans, etc.), and the legal risks your employer faces in the event of a dispute.

I can assist you in analyzing your situation, developing a tailored negotiation strategy (target compensation amount, non-negotiable points, room for maneuver), and ensuring the agreement is legally sound to minimize the risk of future disputes.

I received a notice to attend a pre-termination meeting: what should I do?

A preliminary interview is a mandatory step prior to termination. It allows you to learn about the reasons your employer is considering and to explain your side of the story. It is important not to overlook this interview: it can have an impact on the rest of the process. I can assist you in advance to analyze the situation and help you develop the right strategy.

What are my rights if I am terminated for cause?

Dismissal for cause can take various forms (minor misconduct, serious misconduct, gross misconduct), each with different implications for your rights. Depending on the circumstances, you may be entitled to all or part of your severance pay. A thorough review of your case will determine whether the employer’s classification of the misconduct is justified.

What are the time limits for challenging a termination or taking legal action against my employer?

The deadlines for taking action are strict and vary depending on the nature of your claim. For example, the deadline for challenging a termination before the labor court is generally 12 months from the date you were notified of the termination. Other claims are subject to different deadlines (2 years, 3 years, or 5 years in some cases). It is therefore important to act quickly so as not to lose your rights. I can help you verify the deadlines applicable to your situation and take the necessary steps in a timely manner.

Can my employer change my employment contract?

Your employer cannot change the essential terms of your employment contract without your consent, such as your pay, a significant change in your work location, or a substantial change in your job duties. However, certain changes to your working conditions may be imposed. It is often necessary to carefully analyze the situation to determine your rights.

I am a victim of workplace bullying: what can I do?

The Labor Code defines psychological harassment as repeated conduct intended to, or resulting in, a deterioration of your working conditions that infringes upon your rights, your dignity, or your physical or mental health, or that jeopardizes your professional future.

Moral harassment is prohibited and makes the employer liable.

If you find yourself in this situation, it’s important to act quickly:

by reporting the facts,
by preserving evidence,
and by getting some help.

I can help you assess the situation and determine the most appropriate strategy.

How can I get my overtime hours recognized?

Overtime must be compensated. In the event of a dispute, you may file a claim for back pay. Evidence may be provided by any means (emails, calendars, timesheets, etc.). The employee must provide sufficiently detailed information to support their claim. Professional assistance can help you structure your claim and defend your rights.

What should I do if I have a dispute with my employer?

If you encounter any difficulties, there are several options to consider:

a consultation phase to take stock,
an amicable settlement,
or a labor dispute proceeding before the labor court.

The strategy depends on your situation and your goals.