Tony
Bazin

Most often before hiring, before dismissing, and the moment a dispute appears. French employment law is heavily protective of employees and much of it is mandatory — a wrong clause in a contract or a procedural misstep in a dismissal can turn an ordinary decision into a costly claim before the Conseil de prud'hommes. Tony advises at each of these points, so the risk is managed before it materialises.

Yes, but every dismissal must rest on a real and serious cause (cause réelle et sérieuse) and follow a strict procedure — preliminary meeting, notice, and specific documentation. Skipping a step, or a weak justification, exposes the employer to damages even when the underlying reason was legitimate. Tony structures the process so the dismissal holds up if challenged.

The essentials are a compliant written contract (CDI or CDD), the correct classification and collective bargaining agreement (convention collective) for your sector, registration with the social bodies, and payroll set up for French social contributions. Errors here are expensive to unwind later. Tony sets the framework up correctly from the first hire.

The Conseil de prud'hommes is France's labour court. Proceedings begin with a conciliation phase and, if unresolved, move to judgment. Employers carry a significant part of the evidential burden, so how the file is prepared matters greatly. Tony handles the defence, from strategy and documentation through to the hearing.

Employment law (droit du travail) governs the relationship between employer and employee: contracts, working time, dismissals, disputes. Social security law (droit de la sécurité sociale) governs contributions, employee coverage, and disputes with the URSSAF and social bodies. They overlap constantly — an employment decision usually carries a social-charge consequence — and Tony covers both, so nothing falls between the two.