{"id":39125,"date":"2024-01-24T17:29:28","date_gmt":"2024-01-24T15:29:28","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/?p=39125"},"modified":"2024-01-24T17:29:30","modified_gmt":"2024-01-24T15:29:30","slug":"informations-salaries-relation-travail","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2024\/01\/24\/informations-salaries-relation-travail\/","title":{"rendered":"Informations \u00e0 d\u00e9livrer aux salari\u00e9s sur la relation de travail\u00a0: pr\u00e9cisions par d\u00e9cret"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">La loi portant diverses dispositions d\u2019adaptation au droit de l\u2019Union europ\u00e9enne (DDADUE) du 9&nbsp;mars&nbsp;2023 a <strong>renforc\u00e9 l\u2019obligation d\u2019information<\/strong> \u00e0 la charge de l\u2019employeur, notamment sur les principaux \u00e9l\u00e9ments de la relation de travail et les postes \u00e0 pourvoir en CDI au sein de l\u2019entreprise. Un d\u00e9cret publi\u00e9 au Journal officiel du 31&nbsp;octobre&nbsp;2023 en fixe les modalit\u00e9s d\u2019application, permettant l\u2019entr\u00e9e en vigueur de ces nouvelles obligations \u00e0 compter du <strong>1<sup>er<\/sup>&nbsp;novembre&nbsp;2023<\/strong>.<\/p>\n\n\n\n<h2 style=\"color:#D10016\">Les informations sur la relation de travail \u00e0 transmettre aux salari\u00e9s\u2026<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les informations principales relatives \u00e0 la relation de travail que doit remettre l\u2019employeur \u00e0 tous les salari\u00e9s comportent a minima&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>l\u2019<strong>identit\u00e9 des parties<\/strong> \u00e0 la relation de travail et, le cas \u00e9ch\u00e9ant, l\u2019identit\u00e9 de l\u2019entreprise utilisatrice, lorsqu\u2019elle est connue et aussit\u00f4t qu\u2019elle l\u2019est&nbsp;;<\/li>\n\n\n\n<li>le <strong>lieu<\/strong> ou les lieux de travail et, si elle est distincte, l\u2019adresse de l\u2019employeur&nbsp;;<\/li>\n\n\n\n<li>l\u2019<strong>intitul\u00e9 du poste<\/strong>, les fonctions, la cat\u00e9gorie socioprofessionnelle ou la cat\u00e9gorie d\u2019emploi&nbsp;;<\/li>\n\n\n\n<li>la <strong>date d\u2019embauche<\/strong> et pour un CDD, la date de <strong>fin<\/strong> du contrat ou la dur\u00e9e pr\u00e9vue&nbsp;;<\/li>\n\n\n\n<li>la dur\u00e9e et les conditions de la <strong>p\u00e9riode d\u2019essai<\/strong>, ainsi que le droit \u00e0 la <strong>formation<\/strong> assur\u00e9 par l\u2019employeur&nbsp;;<\/li>\n\n\n\n<li>la <strong>dur\u00e9e<\/strong> des <strong>cong\u00e9s pay\u00e9s<\/strong> ou les modalit\u00e9s de calcul de cette dur\u00e9e&nbsp;;<\/li>\n\n\n\n<li>la <strong>proc\u00e9dure<\/strong> \u00e0 observer par l\u2019employeur et le salari\u00e9 en cas de <strong>cessation<\/strong> de leur relation de travail&nbsp;;<\/li>\n\n\n\n<li>les \u00e9l\u00e9ments de la <strong>r\u00e9mun\u00e9ration<\/strong> indiqu\u00e9s s\u00e9par\u00e9ment, y compris les majorations pour heures suppl\u00e9mentaires, ainsi que la p\u00e9riodicit\u00e9 et les modalit\u00e9s de paiement&nbsp;;<\/li>\n\n\n\n<li>la <strong>dur\u00e9e de travail<\/strong> quotidienne, hebdomadaire, mensuelle ou ses modalit\u00e9s d\u2019am\u00e9nagement sur une autre p\u00e9riode de r\u00e9f\u00e9rence, les conditions dans lesquelles le salari\u00e9 peut \u00eatre conduit \u00e0 effectuer des heures suppl\u00e9mentaires ou compl\u00e9mentaires, ainsi que, le cas \u00e9ch\u00e9ant, toute modalit\u00e9 concernant les changements d\u2019\u00e9quipe en cas d\u2019organisation du travail en \u00e9quipes successives alternantes&nbsp;;<\/li>\n\n\n\n<li>les <strong>conventions et accords collectifs<\/strong> applicables au salari\u00e9&nbsp;;<\/li>\n\n\n\n<li>les <strong>r\u00e9gimes obligatoires<\/strong> auxquels est <strong>affili\u00e9<\/strong> le salari\u00e9, la mention des contrats de protection sociale compl\u00e9mentaire dont les salari\u00e9s b\u00e9n\u00e9ficient collectivement ainsi que, le cas \u00e9ch\u00e9ant, les conditions d\u2019anciennet\u00e9 qui y sont attach\u00e9es.<\/li>\n<\/ul>\n\n\n\n<h2 style=\"color:#D10016\">Salari\u00e9s partant \u00e0 l\u2019\u00e9tranger<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsqu\u2019un salari\u00e9 exer\u00e7ant habituellement son activit\u00e9 professionnelle en France est appel\u00e9 \u00e0 travailler \u00e0 l\u2019\u00e9tranger pour une <strong>dur\u00e9e sup\u00e9rieure \u00e0 quatre semaines<\/strong> cons\u00e9cutives, cette liste est compl\u00e9t\u00e9e des informations suivantes&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le ou les pays dans lesquels le travail \u00e0 l\u2019\u00e9tranger est effectu\u00e9 et la dur\u00e9e pr\u00e9vue&nbsp;;<\/li>\n\n\n\n<li>la devise servant au paiement de la r\u00e9mun\u00e9ration&nbsp;;<\/li>\n\n\n\n<li>les avantages en esp\u00e8ces et en nature li\u00e9s aux t\u00e2ches concern\u00e9es&nbsp;;<\/li>\n\n\n\n<li>des renseignements indiquant si le rapatriement est organis\u00e9 et, s\u2019il l\u2019est, les conditions de rapatriement du salari\u00e9.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">En cas de <strong>d\u00e9tachement<\/strong> au sein de l\u2019UE ou de l\u2019EEE, le salari\u00e9 concern\u00e9 est par ailleurs inform\u00e9 de la r\u00e9mun\u00e9ration \u00e0 laquelle il a droit en vertu du droit applicable dans l\u2019\u00c9tat d\u2019accueil, des allocations propres au d\u00e9tachement et des modalit\u00e9s de remboursement des d\u00e9penses de voyage, de logement et de nourriture, ainsi que de l\u2019adresse du site internet national mis en place par l\u2019\u00c9tat d\u2019accueil.<\/p>\n\n\n\n<article class=\"obj_encart-formation\">\n<div class=\"ctn_encart\">\n<h3>Votre formation sur ce th\u00e8me<\/h3>\n<h2>&nbsp;ACTUALIT\u00c9S DROIT DU TRAVAIL&nbsp;<\/h2>\n<h4>2 jours &#8211; En pr\u00e9sentiel ou \u00e0 distance<\/h4>\n<ul>\n<li><strong>Int\u00e9grer les derni\u00e8res nouveaut\u00e9s l\u00e9gislatives et jurisprudentielles<\/strong> intervenues en droit du travail.<\/li>\n<li><strong>\u00c9valuer les incidences de ces modifications<\/strong> sur ses pratiques d&rsquo;administration du personnel et\/ou de management.<\/li>\n<li><strong>G\u00e9rer les diff\u00e9rents cas de modification et de rupture du contrat de travail.<\/strong><\/li>\n<li><strong>D\u00e9finir les r\u00e8gles applicables en mati\u00e8re d&rsquo;audience et de repr\u00e9sentativit\u00e9 syndicale.<\/strong><\/li>\n<\/ul>\n<div class=\"ctn_btn\">\n<a class=\"obj_btn\" target=\"_blank\" href=\"https:\/\/www.gereso.com\/ACTW\" rel=\"noopener\"><span>En savoir plus<\/span><\/a>\n<a class=\"obj_btn\" target=\"_blank\" href=\"https:\/\/www.gereso.com\/client\/programme-pdf\/ACTW.pdf\" rel=\"noopener\"><span>T\u00e9l\u00e9charger le programme PDF<\/span><\/a>\n<\/div>\n<\/article>\n\n\n\n<h2 style=\"color:#D10016\">Modalit\u00e9s de l\u2019information des salari\u00e9s sur la relation de travail\u2026<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Ces diff\u00e9rentes informations sur la relation de travail sont adress\u00e9es \u00e0 chaque salari\u00e9 sous <strong>format papier<\/strong>, par tout moyen conf\u00e9rant <strong>date certaine<\/strong>. L\u2019employeur peut \u00e9galement les adresser sous format <strong>\u00e9lectronique<\/strong>, sous r\u00e9serve que&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le salari\u00e9 dispose d\u2019un moyen d\u2019acc\u00e9der \u00e0 une information sous un tel format&nbsp;;<\/li>\n\n\n\n<li>les informations puissent \u00eatre enregistr\u00e9es et imprim\u00e9es&nbsp;;<\/li>\n\n\n\n<li>l\u2019employeur conserve un justificatif de la transmission ou de la r\u00e9ception de ces informations.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Pour certaines informations identifi\u00e9es par le d\u00e9cret du 30&nbsp;octobre (dur\u00e9e et conditions de la p\u00e9riode d\u2019essai, dur\u00e9e du cong\u00e9 pay\u00e9, devise servant au paiement de la r\u00e9mun\u00e9ration en cas de travail \u00e0 l\u2019\u00e9tranger, etc.), leur communication aux salari\u00e9s peut prendre la forme d\u2019un <strong>simple renvoi<\/strong> aux <strong>dispositions l\u00e9gislatives et r\u00e9glementaires<\/strong> ou aux <strong>stipulations conventionnelles<\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La loi portant diverses dispositions d\u2019adaptation au droit de l\u2019Union europ\u00e9enne (DDADUE) du 9&nbsp;mars&nbsp;2023 a renforc\u00e9 l\u2019obligation d\u2019information \u00e0 la charge de l\u2019employeur, notamment sur les principaux \u00e9l\u00e9ments de la relation de travail et les postes \u00e0 pourvoir en CDI au sein de l\u2019entreprise. Un d\u00e9cret publi\u00e9 au Journal officiel du 31&nbsp;octobre&nbsp;2023 en fixe les [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":39126,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[12,5],"tags":[],"class_list":["post-39125","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites","category-droit-du-travail"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Informations \u00e0 d\u00e9livrer aux salari\u00e9s sur la relation de travail\u00a0: pr\u00e9cisions par d\u00e9cret - Le Blog GERESO<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.gereso.com\/actualites\/2024\/01\/24\/informations-salaries-relation-travail\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Informations \u00e0 d\u00e9livrer aux salari\u00e9s sur la relation de travail\u00a0: pr\u00e9cisions par d\u00e9cret - Le Blog GERESO\" \/>\n<meta property=\"og:description\" content=\"La loi portant diverses dispositions d\u2019adaptation au droit de l\u2019Union europ\u00e9enne (DDADUE) du 9&nbsp;mars&nbsp;2023 a renforc\u00e9 l\u2019obligation d\u2019information \u00e0 la charge de l\u2019employeur, notamment sur les principaux \u00e9l\u00e9ments de la relation de travail et les postes \u00e0 pourvoir en CDI au sein de l\u2019entreprise. 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