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IStock / City Presse
Employees have a right of access to various information that the employer is obliged to give them on pain of a fine.
In order to ensure that this communication is as broad as possible and available to all staff, regulations require that a certain amount of information be displayed directly within the premises of the company and in an easily accessible place.
Essential information
Any company, whatever its size, must first of all allow its employees to have access to basic but essential practical information.
It is indeed compulsory to display the contact details of the labor inspectorate, those of the Defender of Rights, of occupational medicine, as well as fire instructions.
Likewise, the employer must indicate the conditions of access and consultation of the risk inventory, which contains the results of the assessment of the risks to the health and safety of workers, while not forgetting to put it updated once a year.
In addition, staff must be kept informed of the general operating rules of the company.
Collective working hours and weekly days and hours of rest (excluding Sundays) must therefore be mentioned, as well as a reminder of the legal ban on smoking and vaping in the premises.
Union activity
In order to best defend the interests of employees, employee representation bodies must also be able to carry out various communications.
Therefore, the employer must provide specific notice boards for this purpose.
Each union section of the company must have its own.
Companies with more than eleven employees must also provide space for the information provided by the Economic and Social Committee (CSE) and specify the list of names of its members as well as their usual working location so that they can be freely consulted by those who wish it.
Information by any means
While physical display is reserved for the simplest information, dense information must be communicated by other means, such as through the company's intranet site.
This is the case for elements relating to the functioning of the company such as the collective agreement and the terms of paid leave and temporary work.
There is also the procedure for organizing the election of CSE members beyond eleven employees, as well as, for the largest companies, the internal regulations (which must be displayed since January 1, 2020 for structures of more than fifty employees instead of twenty previously) and the participation agreement.
Finally, it is mandatory to provide staff with all the legal information in matters of professional equality, moral and sexual harassment and the fight against discrimination in hiring.
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