{"id":3481,"date":"2024-07-19T15:43:11","date_gmt":"2024-07-19T13:43:11","guid":{"rendered":"http:\/\/cfdt-spie.com\/?p=3481"},"modified":"2024-07-19T15:43:13","modified_gmt":"2024-07-19T13:43:13","slug":"point-sur-les-nouvelles-informations-que-doit-transmettre-lemployeur-lors-de-lembauche","status":"publish","type":"post","link":"https:\/\/cfdt-spie.com\/?p=3481","title":{"rendered":"Point sur les nouvelles informations que doit transmettre l’employeur lors de l’embauche"},"content":{"rendered":"\n

Si vous venez d\u2019\u00eatre embauch\u00e9, de nouvelles obligations d\u2019information s\u2019imposent \u00e0 l\u2019employeur depuis le 1er novembre 2023 ! Ces nouvelles obligations peuvent aussi s\u2019appliquer aux salari\u00e9s embauch\u00e9s avant cette date. D\u00e9cret n\u00b02023-1004 du 30.10.23.<\/p>\n\n\n\n

L\u2019origine de cette \u00e9volution : la transposition d\u2019une directive europ\u00e9enne<\/strong><\/p>\n\n\n\n

Pour rappel<\/strong><\/a>, <\/strong>la loi du 9 mars 2023(1) a cr\u00e9\u00e9 un nouvel article. 1221-5-1 dans le Code du travail obligeant l\u2019employeur, quelle que soit la nature du contrat de travail, \u00e0 remettre au salari\u00e9 un ou plusieurs documents \u00e9crits comportant les informations principales relatives \u00e0 la relation de travail(2).<\/p>\n\n\n\n

Un d\u00e9cret \u00e9tait n\u00e9cessaire pour fixer les modalit\u00e9s d\u2019application de cet article. C\u2019est maintenant chose faites avec le d\u00e9cret du 30 octobre dernier qui vient, sur ce point, parachever la transposition de la directive du 20 juin 2019(3) relative \u00e0 des conditions de travail transparentes et pr\u00e9visibles dans l\u2019Union europ\u00e9enne.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Tableau r\u00e9capitulatif des nouvelles obligations : information(4), contenu(5) et d\u00e9lais(6)<\/strong><\/p>\n\n\n\n

Liste des informations \u00e0 transmettre<\/td>Contenu de l\u2019information<\/td>D\u00e9lais de transmission<\/td><\/tr>
1- L\u2019identit\u00e9 des parties \u00e0 la relation de travail <\/td>  Document \u00e9crit explicite obligatoire<\/strong>  <\/td>        Au plus tard le 7e jour calendaire \u00e0 compter de la date d’embauche<\/td><\/tr>
2- Le lieu ou les lieux de travail et, si elle est distincte, l\u2019adresse de l\u2019employeur <\/td><\/tr>
3- L\u2019intitul\u00e9 du poste, les fonctions, la cat\u00e9gorie socioprofessionnelle ou la cat\u00e9gorie d\u2019emploi<\/td><\/tr>
4- La date d\u2019embauche <\/td><\/tr>
5- Dans le cas d’une relation de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e, la date de fin ou la dur\u00e9e pr\u00e9vue de celle-ci <\/td><\/tr>
6- Dans le cas du salari\u00e9 temporaire mentionn\u00e9 \u00e0 l’article L. 1251-1, l’identit\u00e9 de l’entreprise utilisatrice, lorsqu’elle est connue et aussit\u00f4t qu’elle l’est<\/td>D\u00e8s que l\u2019entreprise utilisatrice est connue (cf. fin du 6\u00b0)<\/td><\/tr>
7- Le cas \u00e9ch\u00e9ant, la dur\u00e9e et les conditions de la p\u00e9riode d’essai<\/td>          Document \u00e9crit explicite OU<\/strong> simple renvoi aux dispositions l\u00e9gales, r\u00e9glementaires ou conventionnelles applicables  <\/td>Au plus tard le 7e jour calendaire \u00e0 compter de la date d’embauche<\/td><\/tr>
8- Le droit \u00e0 la formation assur\u00e9 par l’employeur conform\u00e9ment \u00e0 l’article L. 6321-1<\/td>      Au plus tard 1 mois \u00e0 compter de la date d\u2019embauche<\/td><\/tr>
9- La dur\u00e9e du cong\u00e9 pay\u00e9 auquel le salari\u00e9 a droit, ou les modalit\u00e9s de calcul de cette dur\u00e9e<\/td><\/tr>
10- La proc\u00e9dure \u00e0 observer par l’employeur et le salari\u00e9 en cas de cessation de leur relation de travail <\/td><\/tr>
11- Les \u00e9l\u00e9ments constitutifs de la r\u00e9mun\u00e9ration mentionn\u00e9s \u00e0 l’article L. 3221-3, indiqu\u00e9s s\u00e9par\u00e9ment, y compris les majorations pour les heures suppl\u00e9mentaires, ainsi que la p\u00e9riodicit\u00e9 et les modalit\u00e9s de paiement de cette r\u00e9mun\u00e9ration<\/td>Au plus tard le 7e jour calendaire \u00e0 compter de la date d’embauche  <\/td><\/tr>
12- La dur\u00e9e de travail quotidienne, hebdomadaire, mensuelle ou ses modalit\u00e9s d’am\u00e9nagement sur une autre p\u00e9riode de r\u00e9f\u00e9rence lorsqu’il est fait application des dispositions des articles L. 3121-41 \u00e0 L. 3121-47, 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’\u00e9quipe en cas d’organisation du travail en \u00e9quipes successives alternantes<\/td><\/tr>
13- Les conventions et accords collectifs applicables au salari\u00e9 dans l’entreprise ou l’\u00e9tablissement <\/td>Document \u00e9crit explicite obligatoire<\/strong><\/td>Au plus tard 1 mois \u00e0 compter de la date d\u2019embauche<\/td><\/tr>
14- Les r\u00e9gimes obligatoires auxquels est affili\u00e9 le salari\u00e9, la mention des contrats de protection sociale compl\u00e9mentaire dont les salari\u00e9s b\u00e9n\u00e9ficient collectivement en application d’un accord collectif ou d’une d\u00e9cision unilat\u00e9rale de l’employeur ainsi que, le cas \u00e9ch\u00e9ant, les conditions d’anciennet\u00e9 qui y sont attach\u00e9es.<\/td>Document \u00e9crit explicite OU<\/strong> simple renvoi aux dispositions l\u00e9gales, r\u00e9glementaires ou conventionnelles applicables<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

N.B<\/strong> Le d\u00e9cret rend obligatoire la remise d\u2019un document au salari\u00e9 en cas de modification de l\u2019une de ces informations \u00e0 moins qu\u2019elle ne r\u00e9sulte d\u2019une modification de la loi, du r\u00e8glement ou de stipulations conventionnelles. Le document doit \u00eatre remis dans les plus brefs d\u00e9lais et au plus tard \u00e0 la date de prise d\u2019effet de la modification(7).<\/p>\n\n\n\n

La transposition en droit fran\u00e7ais semble globalement conforme \u00e0 la directive europ\u00e9enne. Toutefois sur le 12\u00b0 (dur\u00e9e du travail)la directive est plus exigeante et distingue selon que le rythme de travail est ou non enti\u00e8rement (ou majoritairement) pr\u00e9visible.

Si celle-ci est pr\u00e9visible, elle oblige en outre \u00e0 indiquer la r\u00e9mun\u00e9ration des heures suppl\u00e9mentaires.

Si elle est impr\u00e9visible, le salari\u00e9 doit aussi \u00eatre inform\u00e9 :
– du principe selon lequel l\u2019horaire de travail est variable,
– du nombre d\u2019heures r\u00e9mun\u00e9r\u00e9es garanties et la r\u00e9mun\u00e9ration du travail effectu\u00e9 au-del\u00e0 de ces heures garanties,
– des heures et jours de r\u00e9f\u00e9rence durant lesquels le travailleur peut \u00eatre amen\u00e9 \u00e0 travailler,
– des heures et jours de pr\u00e9venance minimal auquel le travailleur a droit avant le d\u00e9but d\u2019une t\u00e2che et le d\u00e9lai d\u2019annulation de cette t\u00e2che.<\/p>\n\n\n\n

Recours en justice<\/strong><\/p>\n\n\n\n

En l\u2019absence de communication des informations dans les d\u00e9lais vis\u00e9s ci-dessus, le salari\u00e9 doit d\u2019abord mettre en demeure son employeur de lui fournir ou de compl\u00e9ter les informations obligatoires manquantes. A d\u00e9faut de r\u00e9ponse dans un d\u00e9lai de 7 jours calendaires \u00e0 compter de la r\u00e9ception de cette mise en demeure, le salari\u00e9 peut saisir le conseil de prud\u2019hommes(8).<\/p>\n\n\n\n

L\u2019entr\u00e9e en vigueur des nouvelles obligations<\/strong><\/p>\n\n\n\n

Si les r\u00e8gles sont applicables aux nouveaux embauch\u00e9s depuis le 1er<\/sup> novembre 2023, le d\u00e9cret a pr\u00e9vu un m\u00e9canisme pour les salari\u00e9s embauch\u00e9s avant cette date. En effet, ceux embauch\u00e9s ant\u00e9rieurement \u00e0 la date du d\u00e9cret qui n\u2019auraient pas eu l\u2019ensemble des informations pr\u00e9vus peuvent en demander communication aupr\u00e8s de l\u2019employeur(9). L\u2019employeur sera tenu d\u2019y r\u00e9pondre dans les m\u00eames d\u00e9lais mentionn\u00e9 dans le tableau ci-dessus.<\/p>\n\n\n\n

(1)Loi n\u00b02023-171 du 9.03.23 portant diverses dispositions d’adaptation au droit de l’Union europ\u00e9enne dans les domaines de l’\u00e9conomie, de la sant\u00e9, du travail, des transports et de l’agriculture.<\/p>\n\n\n\n

(2)A noter que cette obligation ne s\u2019applique pas au particulier employeur utilisant le CESU lorsque la dur\u00e9e de travail n’exc\u00e8de pas trois heures par semaine au cours d’une p\u00e9riode de r\u00e9f\u00e9rence de quatre semaines (L.1271-5 C.trav.).<\/p>\n\n\n\n

(3)Directive (UE) 2019\/1152 du Parlement europ\u00e9en et du Conseil du 20 juin 2019 relative \u00e0 des conditions de travail transparentes et pr\u00e9visibles dans l\u2019Union europ\u00e9enne.<\/p>\n\n\n\n

(4)Il s\u2019agit d\u2019un socle minimum obligatoire, l\u2019employeur peut \u00e9videmment fournir des informations suppl\u00e9mentaires.<\/p>\n\n\n\n

(5)L\u2019employeur peut adresser au salari\u00e9 un seul et m\u00eame document ou plusieurs documents. Les informations sont transmises sous format papier par tout moyen conf\u00e9rant date certaine ou sous format \u00e9lectronique (voir les conditions \u00e0 l\u2019article R.1221.39 C.trav.).<\/p>\n\n\n\n

(6)Art. R.1221-35 C.trav.<\/p>\n\n\n\n

(7)Art.R.1221-40 C.trav.<\/p>\n\n\n\n

(8)L. 1221-5-1 et R.1221-40 C.trav. (9)Art.7 du d\u00e9cret.<\/p>\n","protected":false},"excerpt":{"rendered":"

Si vous venez d\u2019\u00eatre embauch\u00e9, de nouvelles obligations d\u2019information s\u2019imposent \u00e0 l\u2019employeur<\/p>\n","protected":false},"author":3,"featured_media":971,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[40],"tags":[],"class_list":["post-3481","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droits-des-salaries"],"yoast_head":"\nPoint sur les nouvelles informations que doit transmettre l'employeur lors de l'embauche - CFDT SPIE ICS<\/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:\/\/cfdt-spie.com\/?p=3481\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Point sur les nouvelles informations que doit transmettre l'employeur lors de l'embauche - 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