French Labour Code
In forceNo person may be excluded from a recruitment or appointment procedure or from access to an internship or period of training in a company, and no employee may be penalised, dismissed or subjected to a direct or indirect discriminatory measure, as defined in Article 1 of Law No. 2008-496 of 27 May 2008 containing various provisions for adapting to Community law in the field of anti-discrimination, in particular with regard to remuneration, within the meaning of Article L. 3221-3, profit-sharing measures or the distribution of shares, training, redeployment, assignment, qualification, classification, professional promotion, working hours, assessment of performance, etc. 3221-3, profit-sharing measures or the distribution of shares, training, redeployment, assignment, qualification, classification, professional promotion, working hours, performance assessment, transfer or renewal of contract on the grounds of origin, sex, morals, sexual orientation, gender identity, age, marital status or pregnancy, genetic characteristics, particular vulnerability resulting from one's economic situation, apparent or known to the perpetrator, membership or non-membership, real or assumed, of an ethnic group, nation or so-called race, political opinions, trade union or mutualist activities, elected office, religious beliefs, physical appearance, surname, place of residence or bank account details, or by reason of state of health, loss of autonomy or disability, their ability to express themselves in a language other than French, their status as a whistleblower, facilitator or person in a relationship with a whistleblower, within the meaning, respectively, of I of Article 6 and 1° and 2° ofArticle 6-1 of Law 2016-1691 of 9 December 2016 on transparency, combating corruption and modernising economic life.
Article L1132-1
French Labour CodeIn force
Updated 8 Nov 2023
