Französisches Arbeitsrecht

A daily briefing on European HR, labour law and compliance developments for SME HR teams across the EU, UK, Switzerland and the Nordics. Top story: Belgium brings back de facto probation with one-week notice periods for new hires Belgium has effectively reintroduced probation periods for the first time since 2014. Under the Act of 3 June 2026, a statutory one-week notice period now applies during the first six months of any indefinite-term employment contract whose performance begins on or after 1 August 2026. The change applies to both employer-initiated dismissals and employee resignations, and operates automatically by law: no contractual clause is needed. The practical impact is significant. Under the previous regime, notice periods during the first six months rose progressively from one week (at zero to three months' seniority) to five weeks (at five to six months). Under the new rules, the notice period remains a flat one week throughout the entire first six months, regardless of the direction of termination. If either party prefers an immediate exit, they may pay an indemnity in lieu equal to one week's remuneration. This is part of Belgium's broadest labour law overhaul in over a decade. Earlier tranches of the same reform package capped employer notice periods at 52 weeks (from 1 January 2026), raised voluntary overtime to 360 hours a year (from 1 April 2026) and abolished the long-standing general prohibition on night work for distribution and e-commerce sectors (from 1 June 2026). Belgium is now one of the few EU member states to offer employers meaningful flexibility to end a new employment relationship quickly during an initial assessment window. What to do: Belgian employers hiring on or after 1 August 2026 should update HR processes to reflect the new notice period schedule. Review whether your current reliance on temporary agency work or successive fixed-term contracts is still necessary, as the shortened notice period may offer a simpler alternative for assessing new hires. Keep in mind that the one-week period cuts both ways: factor faster employee departures into onboarding and retention planning. Continue to document dismissal reasons carefully, as the shorter notice period does not remove the obligation to justify a termination. Also developing France: The new supplementary birth leave (congé de naissance supplémentaire) became available on 1 July 2026, and employers are now managing the first wave of requests. Each parent may take up to two months of additional government-paid leave per child born or adopted from 1 January 2026, to be used within nine months of the birth or adoption. Payment is set at 70% of net salary for the first month and 60% for the second. The leave may be taken in one-month blocks, and both parents may take it simultaneously. Employees must give their employer one month's written notice before starting the leave. This sits on top of existing maternity (16 weeks), paternity (25 days) and adoption leave entitlements, making France's combined parental leave offer one of the most generous in Europe. What to do: French employers should ensure internal leave policies, payroll systems and workforce planning processes have been updated to accommodate the new entitlement. Inform all eligible employees proactively, as take-up in the first months will set expectations. Denmark: A change to workplace accident reporting rules took effect on 1 July 2026 under Act No. 1626 of 16 December 2025, raising the absence threshold that triggers a mandatory employer notification. Employers must now report a workplace accident only if it results in at least three days of absence from the employee's usual work (in addition to the day of the accident), up from the previous threshold of one day. The 14-day reporting deadline from the first day of qualifying absence remains unchanged, as does the obligation to report any accident that may entitle the employee to compensation or benefits. Official guidance stresses that internal recording procedures should continue for all incidents, even those below the new reporting threshold. What to do: Danish employers should update internal reporting procedures and manager guidance to reflect the new three-day threshold. Ensure that line managers understand the distinction between the formal external reporting obligation and the continuing need for internal incident documentation. Norway: Amendments to the Working Environment Act that took effect on 1 January 2026 are now fully operational, and the Labour Inspection Authority (Arbeidstilsynet) has begun applying the clarified standards in its supervisory activities. The key change places the psychosocial working environment on an explicitly equal footing with the physical working environment in the employer's statutory duty of care. Employers must now systematically prevent, map and manage psychosocial risk factors, including high workloads, unpredictable schedules, workplace conflicts, harassment, poor organisational culture and unclear roles. The amendment was motivated by surveys showing that work-related mental health complaints are increasing, particularly among younger employees. What to do: Norwegian employers should review their systematic HSE documentation to confirm that psychosocial risks are assessed and managed with the same rigour as physical hazards. Conduct or refresh a psychosocial risk assessment, document findings and assign responsibility for follow-up actions. Employers who have not yet updated internal routines should treat this as a priority, as inspection activity based on the new standards is now under way. On the radar UK zero-hours contracts consultation (previously covered): closed 25 August 2026. The government's preferred model would require employers to offer guaranteed-hours contracts based on hours worked over a 12-week reference period. Spain flexible retirement (previously covered): Royal Decree 416/2026 takes effect 28 August 2026. Ireland My Future Fund opt-out (previously covered): window closes at the end of August 2026. Netherlands Platform Work Act consultation (previously covered): closed 24 August 2026. EU Platform Workers Directive (previously covered): member states must transpose by 2 December 2026. Sources Liedekerke: Belgium introduces a statutory one-week notice period during the first six months of employment Simont Braun: two significant new notice period rules under Belgian employment law DLA Piper: Belgium reduces notice periods during first six months of employment Crowell & Moring: Belgian government introduces draft labor law reform Transatlantic Law International: France new supplementary birth leave comes into force on 1 July 2026 Primexis: new birth leave, what changes on 1 July 2026 Lockton: France introduces new government-paid birth leave Eurogip: Denmark changes to the rules for reporting workplace accidents Hjort: amendment to the Act on psychosocial work environment Halvorsen & Co: psychosocial working environment is equated with the physical working environment Europe HR Compliance Pulse is an informational summary of publicly reported legal and regulatory developments. It is not legal advice. 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