Employment law
i Employment models
Under French employment law, jobs in the hospitality industry are mainly classified between several professional categories including employees, supervisors and executives, and for each of them, several types of employment contracts are possible.
The most commonly used form of employment is the indefinite-term employment contract.
Other 'precarious' employment contracts are often used by companies in this sector, to cover the need for a temporary workforce (including 'general' or customary fixed-term contracts, seasonal contracts, as well as temporary workers) for which the conditions of recourse, maximum duration and grounds for termination are strictly defined by law. Most of the time, the fixed-term contract is used to replace an absent employee or during peak tourist periods. As a general rule, the maximum duration is 18 months (some exceptions apply).
For an employee working full-time, according to the national industry-wide CBA, the weekly working time is 39 hours. Part-time employees (frequent in the industry) are those working below this weekly working time. Conversely, for employees working independently, such as senior executives, a fixed-annual working time in days scheme may be apply so that their working time is counted in days and not in hours (flexible working time without overtime).
ii Pay and benefits
The CBA-based minimum wage is higher than the minimum provided by French law (i.e., the minimum hourly wage in 2021 is...
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