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Starting a business

Employment law is an essential tool for starting up and developing a business, although it is too often overlooked by companies.

Its mastery is essential to ensure the viability and sustainability of a business, as well as the well-being of employees and social dialogue.

EXILAE Avocats assists all companies, whatever their size and requirements, in their needs, their questions and their actions in the field of employment law.

Our lawyers and legal experts are passionate about advising companies on their social strategy for starting up their business, ensuring that all legal means are put in place to promote growth and ensure that employment law, rigorously applied, is not a hindrance to their development.

Practice areas

Starter kit - Mandatory and necessary documents and bodies for starting a business by employing staff in France and abroad
  • Drafting job offers
  • Drafting employment contracts
  • Preparing for the hiring of foreign employees (Passeport Talent residence permit, change of status)
  • Pre-employment declaration
  • Hiring trainees, apprentices or professional training contracts
  • Part-time hiring
  • Setting up a non-profit workforce supply agreement
  • Setting up a provident and health insurance scheme
  • Choosing the right employment contracts
  • Choosing specific clauses (non-competition, mobility, etc.)
  • Regularising foreign employees and managing work permits
  • Management of the trial period or professional tests
  • Corporate officers’ status
  • Use of temporary work, wage portage
  • Implementation of mandatory display of information
Implementation of teleworking
  • Drafting of teleworking agreements or unilateral implementation
  • Strategy in choosing general clauses: adaptation period, expenses reimbursement, insurance
Compliance with medical requirements related to employment
  • Information and prevention visit
  • Setting up an occupational health service
  • Adaptation of workstations
Election of staff representatives
  • Negotiating and drafting a pre-election agreement
  • Implementation of electronic voting
  • Establishing the electoral and voters' lists (CGS)
  • Assessing trade union representativeness
Setting up staff representative bodies
  • Negotiation and drafting of an agreement governing the operation of staff representative bodies
    Implementation of the rules of procedure and its appendices (IT charter, Code of Ethics)
    • “Tailor-made” drafting according to the company's activity and strategic choices
    • Clauses for the application of safety and discipline regulations
    Managing trade union presence in the company
    • Monitoring trade union presence
    • Rights and obligations of union representatives
    Headcount and management of the workforce
    • Implementation of the Official Employee Register (Registre Unique du Personnel)
    • Management of workforce thresholds
    • Setting up and updating a workforce management table
    • Declaration to the DARES (Direction de l'Animation de la Recherche, des Études et des Statistiques- French Directorate for Research, Studies and Statistics) of employment contracts concluded or terminated.

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