Company Internal Rules (règlement intérieur)
The règlement intérieur (internal rules) is a written document by which the employer sets the rules applicable within the company regarding health, safety and discipline. It is mandatory in companies and establishments employing at least 50 employees. Its content is strictly regulated: it may only cover health and safety, disciplinary rules, employees' rights of defence, as well as provisions relating to moral and sexual harassment and sexist behaviour. Before it takes effect, it must be submitted to the social and economic committee, transmitted to the labour inspectorate and filed with the registry of the labour court. This form is in English, but the document is generated in French, ready to sign and use in France.
Note: the questionnaire is in English; the generated document is in French.
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Frequently asked questions
Are the internal rules mandatory?
They are mandatory in companies and establishments with at least 50 employees, this threshold having to be reached over twelve consecutive months. Below that, they remain optional, but if established, they must comply with the same rules of content and procedure.
Which clauses are prohibited?
The règlement intérieur (internal rules) may not contain clauses contrary to laws and collective agreements, nor provisions imposing restrictions on rights and freedoms that are not justified by the nature of the task or proportionate. In particular, discrimination and clauses on matters unrelated to health, safety and discipline are prohibited.
What procedure applies before it takes effect?
The draft must be submitted for opinion to the social and economic committee, then transmitted in duplicate to the labour inspectorate and filed with the registry of the labour court. It takes effect at least one month after these formalities and the information of employees (posting).
Can the internal rules be amended?
Yes, any amendment follows the same procedure as the initial drafting: consultation of the CSE (social and economic committee), transmission to the labour inspectorate and filing with the registry. The labour inspector may at any time require the withdrawal or amendment of non-compliant clauses.
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