Labor Lawyer in Nantes

Employment and Social Security Law

I practise employment and social security law, working exclusively with employees, anywhere in 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.

Employment law governs the entire relationship between you and your employer: your employment contract, your working conditions, your pay, and also the termination of your contract. I stand by your side at every stage of this relationship.

I can provide you with legal advice early on, when 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 defend you in court when your situation calls for bringing an action before the Conseil de prud'hommes (the French labour 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.

Every situation is unique, and my support is always tailored to your case.

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.

Medical unfitness for work is established by the occupational health doctor (*médecin du travail*), within a framework strictly defined by the French Labour Code. The employer is then bound by certain obligations, in particular concerning redeployment.

Depending on your situation, there are several possible solutions:

adjustments to your workstation,
redeployment within the company,
or, in certain cases, dismissal on grounds of medical unfitness.

These situations are often complex, sitting at the intersection of employment law and social security law. I support you with:

understand what is at stake in your situation,
secure the steps you take,
and enforce your rights, particularly in terms of compensation.

I also practise social security law, particularly in matters relating to workplace health. I can support you with the steps following a workplace injury or occupational disease. From the very first stage of filing a claim with the CPAM (the French primary health insurance fund), I can assist you in building a solid case file and strengthening your chances of having your claim recognised.

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

before the Administrative Appeals Board (CRA),
then, where necessary, before the Pôle social du Tribunal judiciaire (the French social security court).

I also act in proceedings to have the employer's faute inexcusable (a specific French concept of inexcusable fault) recognised, where your injury or illness results from your employer's failure to meet their duty of safety. These proceedings are often technical and can carry significant stakes, particularly in terms of compensation.

Support tailored to your situation. Whether you are at the reflection, negotiation, or litigation stage, I am with you at every step. My goal is to give you a clear view of where you stand, secure the steps you take, and effectively defend your interests.

If you work in an international or English-speaking environment, I can also support you in English, whether for your communications, your documents, or your strategy.

Contact the firm

employment lawyer in a meeting with a client

Frequently Asked Questions on Employment Law

Should I accept the rupture conventionnelle (mutually agreed termination) proposed by my employer?

The rupture conventionnelle (a French mechanism for mutually agreed termination of an open-ended employment contract) is governed by the French Labour Code. It requires both your consent and your employer's. It generally entitles you to compensation at least equal to the statutory or contractual severance pay, as well as, subject to conditions, unemployment benefits.

Before accepting, it is important to check whether this type of termination is genuinely suited to your situation (context of conflict, health condition, career plans, etc.) and whether the proposed terms are satisfactory: amount of compensation, departure date, treatment of any non-compete clause, and so on.

The procedure follows specific rules (meetings, withdrawal period, request for approval) and an agreement signed too quickly can be difficult to challenge later. I can support you in analysing your situation, securing the agreement, and, where appropriate, negotiating better terms.

Can I negotiate the terms of my rupture conventionnelle (severance amount, departure date, etc.)?

Yes, the rupture conventionnelle is based on an agreement between you and your employer: beyond the minimum severance set by law or your collective bargaining agreement, the amount of severance pay, the departure date, or the treatment of any non-compete clause can all be negotiated.

The value of negotiation lies in securing terms that take into account your length of service, your personal situation, the circumstances of the termination (tensions, health issues, career plans, etc.), and the legal risks your employer would face in the event of litigation.

I can support you in analysing your situation, defining a negotiation strategy suited to your case (target compensation, non-negotiable points, room for manoeuvre), and securing the resulting agreement legally, in order to limit the risks of future challenges.

I have received a summons to a preliminary dismissal meeting: what should I do?

The summons to a preliminary meeting is a mandatory step before any dismissal. It gives you the opportunity to learn about the grounds your employer is considering and to give your explanations. This meeting should not be taken lightly: it can have a real impact on the rest of the procedure. I can support you beforehand to analyse the situation and help you adopt the right strategy.

What are my rights in the event of dismissal for misconduct?

Dismissal for misconduct can take different forms (ordinary misconduct, serious misconduct, gross misconduct), with varying consequences on your rights. Depending on the situation, you may keep all or part of your severance entitlements. A precise analysis of your case helps verify whether the qualification chosen by your employer is justified.

What is the statute of limitations for challenging a dismissal or taking action against my employer?

The statute of limitations to take action is strict and varies depending on the nature of your claim. For example, the statute of limitations to challenge a dismissal before the Conseil de prud'hommes (the French labour court) is generally 12 months from the date the dismissal is notified. Other actions are subject to different deadlines (2 years, 3 years, or 5 years in certain cases). It is therefore important to act quickly so as not to lose your rights. I can help you check which deadlines apply to your situation and take the necessary steps in time.

Can my employer modify my employment contract?

Your employer cannot modify the essential terms of your employment contract without your agreement, such as your pay, a significant change of work location, or a substantial change in your duties. However, certain changes to your working conditions can be imposed unilaterally. A precise analysis of the situation is often required to determine your rights.

Facing psychological harassment at work: what can I do?

Psychological harassment (also commonly referred to as workplace bullying) is defined by the French Labour Code as repeated conduct whose purpose or effect is the deterioration of your working conditions, infringing your rights, your dignity, your physical or mental health, or jeopardising your professional future.

Psychological harassment is unlawful and engages the employer's liability.

If you are facing such a situation, it is important to act quickly:

by reporting the facts,
by gathering evidence,
and by seeking professional support.

I can help you qualify the situation legally and define the strategy best suited to your case.

How can I have unpaid overtime recognised?

Overtime hours must be paid. In the event of a dispute, you can claim back pay for unpaid overtime. Evidence can take any form (emails, calendars, time records, etc.). The employee must provide elements precise enough to support the claim. Working with a lawyer helps you structure your claim and defend your rights.

What can I do in the event of a dispute with my employer?

When difficulties arise, several options can be considered:

an advisory phase to take stock,
an amicable negotiation,
or employment litigation before the Conseil de prud'hommes (the French labour court).

The strategy depends on your situation and your objectives.