{"id":40112,"date":"2025-02-26T08:26:00","date_gmt":"2025-02-26T08:26:00","guid":{"rendered":"https:\/\/mgglegal.com\/?p=40112"},"modified":"2025-12-18T11:40:07","modified_gmt":"2025-12-18T11:40:07","slug":"redundancy-the-french-supreme-court-strengthens-the-transparency-requirement-for-redeployment-offers","status":"publish","type":"post","link":"https:\/\/www.mgglegal.com\/en\/redundancy-the-french-supreme-court-strengthens-the-transparency-requirement-for-redeployment-offers\/","title":{"rendered":"Redundancy: The French Supreme Court Strengthens the Transparency Requirement for Redeployment Offers"},"content":{"rendered":"<p>In a ruling dated 8 January 2025 (<em>French Supreme Court, 8 January 2025, No. 22-24.724<\/em>), the French Supreme Court confirms that in the context of a redundancy, an employer who sends a collective list of available redeployment positions must explicitly communicate the selection criteria to be applied in the event of multiple applications.<\/p><p>Failure to do so constitutes a breach of the employer\u2019s redeployment obligation, with the consequence that the redundancy is considered unfair and lacking a genuine and serious cause.<\/p><p>Article L.1233-4 of the French Labour Code, as amended by the Macron Ordinance of 22 September 2017, allows employers to collectively send redeployment offers as an alternative to sending individual proposals.<\/p><p>However, this collective communication method is strictly regulated by Article D.1233-2-1 of the same code, which requires that the lists include essential information, such as:<\/p><ul class=\"wp-block-list\"><li>The title and description of the positions.<\/li><li>The location, remuneration, and classification.<\/li><li>The application deadline (at least 15 clear days, unless an exception applies).<\/li><li>The criteria for selecting between employees applying for the same position.<\/li><\/ul><p>In this case, the employer had failed to specify the selection criteria in the list communicated.<\/p><p>Contrary to the opinion of the Advocate General and the employer\u2019s appeal, which argued that this was merely a procedural irregularity, the French Supreme Court ruled that the absence of selection criteria constituted a substantial breach of the employer\u2019s redeployment obligation.<\/p><p>According to the ruling, such an omission undermines employees&#8217; ability to assess the offers in an informed manner, thereby compromising the fairness of the process and ultimately rendering the redundancy unfair and lacking a genuine and serious cause.<\/p><p>This decision confirms that selection criteria are not a mere formal requirement but a fundamental requirement to ensure equal treatment and prevent arbitrary decision-making in the redeployment process.<\/p><p>As a result, this ruling places a heightened duty of care on employers when drafting and communicating collective redeployment offers, failing which they may be held liable.<\/p><p><a href=\"https:\/\/www.legifrance.gouv.fr\/juri\/id\/JURITEXT000051012244?init=true&amp;page=1&amp;query=22-24.724&amp;searchField=ALL&amp;tab_selection=all\">https:\/\/www.legifrance.gouv.fr\/juri\/id\/JURITEXT000051012244?init=true&amp;page=1&amp;query=22-24.724&amp;searchField=ALL&amp;tab_selection=all<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>In a ruling dated 8 January 2025 (French Supreme Court, 8 January 2025, No. 22-24.724), the French Supreme Court confirms that in the context of a redundancy, an employer who sends a collective list of available redeployment positions must explicitly communicate the selection criteria to be applied in the event of multiple applications. Failure to [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":40116,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[130],"tags":[],"class_list":["post-40112","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/posts\/40112","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/comments?post=40112"}],"version-history":[{"count":1,"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/posts\/40112\/revisions"}],"predecessor-version":[{"id":40682,"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/posts\/40112\/revisions\/40682"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/media\/40116"}],"wp:attachment":[{"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/media?parent=40112"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/categories?post=40112"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.mgglegal.com\/en\/wp-json\/wp\/v2\/tags?post=40112"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}