The French government has announced reforms to make the country’s labor system more employer-friendly. The reforms will ease the process of hiring and firing employees and should lower unemployment and induce foreign investment.
France can be perceived stereotypically abroad as a country where strikes happened too regularly, workers do not work many hours, businesses are burdened with taxation, trade unions remain all-powerful, free enterprise is a pipe dream and employers must comply with cumbersome red tape. And there are varying degrees of truth to all of these perceptions. For these reasons and others, multinationals are understandably wary of expanding into the French market.
Bloomberg reports that Apple has offered Tesla employees “$250,000 signing bonuses and 60 percent salary increases.” And it must be noted that this employee pilfering — and the attendant transfer of trade secrets and other valuable information — has in this case been a two-way street. Employee poaching between US-based blue chip rivals like Apple and Tesla grabs the headlines, but it’s a scenario that’s being played out at all levels of industry and in virtually all countries. For smaller firms, the double whammy of a loss of talent and a leak of intellectual property can be disastrous. In the face of this trend, employers of all sizes increasingly want to prevent defection through a tightly worded employment contract.
Establishing and maintaining a foreign office can be an excellent idea, and for many businesses it’s a necessity in today’s global economy. But to make foreign operations successful, you need to develop a thorough plan that accounts for a host of considerations that may not apply to your domestic operations. Not surprisingly, many of these considerations relate to local laws. This post will outline of some of the legal matters you need to consider when setting up and maintaining overseas operations.
Today’s technology has brought us the so-called “sharing economy,” and it is growing by leaps and bounds, not only in the West but around the world. Simple in concept, the sharing economy is also disruptive and has the potential to change the nature of work and careers. Here’s an overview of trends to look out for in two important global economic regions, Europe and Asia.
There is a commonly held belief that a global employer will automatically own the inventions produced by its employees. The reasoning goes that an employer is legally “covered” because its employees have signed a standard US-style Intellectual Property Agreement (IPA) granting the company ownership. The reality is that in most countries the employee will be the legal owner of a workplace invention, and a US-style IPA — in which all future workplace inventions are assigned to the employer — will be powerless to grant ownership to the company. In this article we aim to dispel some common IP misconceptions, provide insight into global IP laws, and provide guidance on how an employer can ensure it has the best possible chance of securing IP.
Our recent webinar Employment Law: A Tour of the European Union encouraged a lot of discussion. There were several interesting questions from attendees for HSP's employment law experts; here are some of the highlights, and answers.
The Eiffel Tower and other tourist highlights aren’t the only things France is well known for—those who’ve done business in the country or are planning international expansion are likely also familiar with its reputation for strict employment law. Some of basic tenets of French employment law, like five weeks mandatory vacation and a 35-hour maximum work week, are unheard of to U.S.-based employees.
What about French employment law makes employees cheer and employers groan? Learn some of the key benefits provided to employees in France.