{"id":13811,"date":"2026-06-01T22:19:18","date_gmt":"2026-06-01T20:19:18","guid":{"rendered":"https:\/\/patchwork.law\/non-classifiee\/avocat-procedure-disciplinaire\/"},"modified":"2026-06-02T12:00:43","modified_gmt":"2026-06-02T10:00:43","slug":"disciplinary-procedure-in-france","status":"publish","type":"post","link":"https:\/\/patchwork.law\/en\/employment-law-glossary\/disciplinary-procedure-in-france\/","title":{"rendered":"Disciplinary procedure in France: steps and employee rights"},"content":{"rendered":"<p>The <strong>disciplinary procedure<\/strong> is the set of steps an employer must follow before sanctioning an employee for misconduct. It is strictly governed by the Labour Code: any procedural irregularity may result in the sanction being annulled and may give rise to damages. For the employee, knowing their rights at each stage is essential for mounting an effective defence. For the employer, scrupulous compliance with the procedure is the sine qua non of any valid disciplinary sanction.<\/p>\n<nav class=\"pw-sommaire\" aria-label=\"Table of contents\">\n<p class=\"pw-sommaire__titre\"><strong>Table of contents<\/strong><\/p>\n<ul class=\"pw-sommaire__liste\">\n<li><a href=\"#1-definition\">1. The disciplinary procedure: definition and scope<\/a><\/li>\n<li><a href=\"#2-sanctions\">2. Disciplinary sanctions: classification and limits<\/a><\/li>\n<li><a href=\"#3-etapes\">3. The steps of the disciplinary procedure<\/a><\/li>\n<li><a href=\"#4-droits-salarie\">4. Employee rights during the disciplinary procedure<\/a><\/li>\n<li><a href=\"#5-delais\">5. Mandatory time limits in the disciplinary procedure<\/a><\/li>\n<li><a href=\"#6-contestation\">6. Challenging a disciplinary sanction<\/a><\/li>\n<li><a href=\"#7-questions\">7. Frequently asked questions about the disciplinary procedure<\/a><\/li>\n<li><a href=\"#contact\">8. Your employment lawyer for a disciplinary procedure<\/a><\/li>\n<\/ul>\n<\/nav>\n<p><!-- ===================== SECTION 1 ===================== --><\/p>\n<section id=\"1-definition\" class=\"pw-section\">\n<h2>1. The disciplinary procedure: definition and scope<\/h2>\n<h3>1.1 \u2013 What is the disciplinary procedure?<\/h3>\n<p>The disciplinary procedure is the formalised process an employer must follow when considering sanctioning an employee for misconduct. Its purpose is to safeguard the employee&#8217;s right to a defence and to ensure that any sanction is proportionate to the conduct alleged. It is codified in <a title=\"Art. L. 1332-1 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/section_lc\/LEGITEXT000006072050\/LEGISCTA000006177888\/\" target=\"_blank\" rel=\"noopener\">Articles L. 1332-1 to L. 1332-5 of the Labour Code<\/a>.<\/p>\n<h3>1.2 \u2013 What conduct may justify a disciplinary procedure?<\/h3>\n<p>Only <strong>misconduct attributable to the employee<\/strong> may found a disciplinary sanction. The following constitute disciplinary offences:<\/p>\n<ul>\n<li>Failure to comply with company rules (internal regulations, health and safety instructions)<\/li>\n<li>Insubordination or refusal to carry out a legitimate instruction from the employer<\/li>\n<li>Unjustified absences or repeated lateness<\/li>\n<li>Conduct contrary to company values (violence, harassment, theft)<\/li>\n<li>Breach of confidentiality or non-competition obligations<\/li>\n<\/ul>\n<div class=\"pw-callout pw-callout--warning\" role=\"note\" aria-label=\"Important note\">\n<p class=\"pw-callout__title\"><strong>Important note<\/strong><\/p>\n<p class=\"pw-callout__text\">Professional insufficiency, unintentional errors or difficulty in performing one&#8217;s duties do not constitute disciplinary offences. The employer cannot use the disciplinary procedure to sanction an employee whose performance is inadequate: that ground falls under non-fault personal dismissal.<\/p>\n<\/div>\n<h3>1.3 \u2013 The internal regulations: a key document<\/h3>\n<p>In companies with at least 50 employees, internal regulations (<em>r\u00e8glement int\u00e9rieur<\/em>) are mandatory. They set out the general and permanent rules relating to discipline, the nature and scale of sanctions applicable in the company (<a title=\"Art. L. 1321-1 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006901432\" target=\"_blank\" rel=\"noopener\">Art. L. 1321-1 of the Labour Code<\/a>). A sanction not provided for in the disciplinary scale in the internal regulations may be annulled.<\/p>\n<\/section>\n<p><!-- ===================== SECTION 2 ===================== --><\/p>\n<section id=\"2-sanctions\" class=\"pw-section\">\n<h2>2. Disciplinary sanctions: classification and limits<\/h2>\n<h3>2.1 \u2013 The disciplinary scale<\/h3>\n<p>Disciplinary sanctions range from least to most severe. The applicable collective agreement or internal regulations may specify this scale, but statute sets a minimum framework:<\/p>\n<table class=\"pw-table\">\n<thead>\n<tr>\n<th>Sanction<\/th>\n<th>Nature<\/th>\n<th>Consequences<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>Written warning<\/strong> (<em>avertissement<\/em>)<\/td>\n<td>Minor sanction, in writing<\/td>\n<td>No immediate impact on the employee&#8217;s situation<\/td>\n<\/tr>\n<tr>\n<td><strong>Formal reprimand<\/strong> (<em>bl\u00e2me<\/em>)<\/td>\n<td>Minor or intermediate sanction<\/td>\n<td>Placed on file, may justify a heavier subsequent sanction<\/td>\n<\/tr>\n<tr>\n<td><strong>Disciplinary suspension<\/strong> (<em>mise \u00e0 pied disciplinaire<\/em>)<\/td>\n<td>Intermediate sanction<\/td>\n<td>Temporary suspension of the contract without pay<\/td>\n<\/tr>\n<tr>\n<td><strong>Demotion<\/strong> (<em>r\u00e9trogradation<\/em>)<\/td>\n<td>Serious sanction<\/td>\n<td>Modification of the employment contract, requires the employee&#8217;s agreement<\/td>\n<\/tr>\n<tr>\n<td><strong>Dismissal for misconduct<\/strong><\/td>\n<td>Ultimate sanction<\/td>\n<td>Termination of contract (minor, serious or gross misconduct depending on the facts)<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3>2.2 \u2013 Sanctions prohibited by statute<\/h3>\n<p>Certain sanctions are expressly prohibited by the Labour Code (<a title=\"Art. L. 1331-2 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006901446\" target=\"_blank\" rel=\"noopener\">Art. L. 1331-2<\/a>):<\/p>\n<ul>\n<li><strong>Fines or financial penalties<\/strong>: the employer cannot deduct any sum from salary as a disciplinary sanction<\/li>\n<li><strong>Discriminatory sanctions<\/strong> based on origin, sex, religion, state of health, trade union activities, etc.<\/li>\n<li><strong>Double sanctioning<\/strong> for the same facts: conduct that has already been sanctioned cannot give rise to a further sanction<\/li>\n<\/ul>\n<div class=\"pw-callout pw-callout--info\" role=\"note\" aria-label=\"Key point\">\n<p class=\"pw-callout__title\"><strong>Key point: the principle of &#8220;non bis in idem&#8221;<\/strong><\/p>\n<p class=\"pw-callout__text\">An employer cannot sanction the same misconduct twice. If a written warning has already been issued for specific conduct, that same conduct cannot serve as the basis for a subsequent dismissal. However, it may be taken into account as context when assessing the seriousness of new and distinct facts.<\/p>\n<\/div>\n<h3>2.3 \u2013 The principle of proportionality<\/h3>\n<p>The sanction must be <strong>proportionate to the misconduct<\/strong>. Labour tribunal judges exercise a proportionality review: a sanction that is manifestly disproportionate to the conduct alleged may be annulled, even where the procedure was correctly followed. The employee&#8217;s length of service, disciplinary record and the surrounding circumstances are all taken into account.<\/p>\n<\/section>\n<p><!-- ===================== SECTION 3 ===================== --><\/p>\n<section id=\"3-etapes\" class=\"pw-section\">\n<h2>3. The steps of the disciplinary procedure<\/h2>\n<h3>3.1 \u2013 Precautionary suspension (optional)<\/h3>\n<p>In cases of serious or gross misconduct, the employer may decide to place the employee on <strong>precautionary suspension<\/strong> (<em>mise \u00e0 pied conservatoire<\/em>), that is, to relieve them of their duties for the duration of the disciplinary procedure, pending the final decision. This precautionary suspension is not a sanction: it does not prejudge the outcome and must not be confused with a disciplinary suspension.<\/p>\n<div class=\"pw-callout pw-callout--warning\" role=\"note\" aria-label=\"Important note\">\n<p class=\"pw-callout__title\"><strong>Important note<\/strong><\/p>\n<p class=\"pw-callout__text\">A precautionary suspension must be immediately followed by the initiation of disciplinary proceedings. If the employer delays in convening the employee, the precautionary suspension may be reclassified as a disciplinary suspension, which exhausts the right to sanction for the same conduct.<\/p>\n<\/div>\n<h3>3.2 \u2013 The invitation to the preliminary meeting<\/h3>\n<p>Before any sanction other than a written warning, the employer must invite the employee to a <strong>preliminary meeting<\/strong> (<em>entretien pr\u00e9alable<\/em>) by registered letter with acknowledgement of receipt or by hand-delivered letter against signed receipt (<a title=\"Art. L. 1332-2 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000025560074\" target=\"_blank\" rel=\"noopener\">Art. L. 1332-2 of the Labour Code<\/a>). The invitation must state:<\/p>\n<ul>\n<li>The purpose of the meeting (the possibility of a disciplinary sanction)<\/li>\n<li>The date, time and location of the meeting<\/li>\n<li>The employee&#8217;s right to be accompanied by a person of their choice from among the company&#8217;s staff<\/li>\n<\/ul>\n<p>A <strong>minimum of 5 working days<\/strong> must elapse between delivery of the invitation and the holding of the meeting.<\/p>\n<h3>3.3 \u2013 The preliminary meeting<\/h3>\n<p>The preliminary meeting gives the employer an opportunity to set out the grounds for the envisaged sanction and to hear the employee&#8217;s explanations. It is a crucial moment for the employee: it is their main opportunity to defend themselves, to dispute the alleged facts, and to provide context or contrary evidence.<\/p>\n<p>The employer cannot reach a final decision before the meeting has been held. The sanction may only be notified after the meeting, in compliance with the statutory time limits.<\/p>\n<h3>3.4 \u2013 Notification of the sanction<\/h3>\n<p>The disciplinary sanction must be notified to the employee by <strong>registered letter with acknowledgement of receipt or by hand-delivered letter against signed receipt<\/strong>. It must be reasoned: the employer must set out the alleged facts in precise and verifiable terms. A vague or imprecise notification letter significantly weakens the employer&#8217;s position in the event of litigation.<\/p>\n<p>Notification may not be given:<\/p>\n<ul>\n<li>Less than <strong>2 working days<\/strong> after the preliminary meeting<\/li>\n<li>More than <strong>1 month after the preliminary meeting<\/strong><\/li>\n<\/ul>\n<\/section>\n<p><!-- ===================== SECTION 4 ===================== --><\/p>\n<section id=\"4-droits-salarie\" class=\"pw-section\">\n<h2>4. Employee rights during the disciplinary procedure<\/h2>\n<h3>4.1 \u2013 The right to be accompanied<\/h3>\n<p>At the preliminary meeting, the employee is entitled to be accompanied by <strong>a person of their choice from among the company&#8217;s staff<\/strong>: a trade union delegate, a CSE member, or any other employee of the company. Where the company has no employee representatives, the employee may be accompanied by an external adviser from a prefectoral list.<\/p>\n<p>The employer cannot object to this accompaniment. The name of the companion does not have to be communicated in advance.<\/p>\n<h3>4.2 \u2013 The right to consult the disciplinary file<\/h3>\n<p>The employee may request access to their disciplinary file and to the documents on which the employer bases the envisaged sanction. This consultation allows the employee to prepare their defence before the meeting and to challenge any inaccurate or incomplete elements.<\/p>\n<h3>4.3 \u2013 The right to remain silent<\/h3>\n<p>The employee is not required to answer the employer&#8217;s questions at the preliminary meeting. They may choose to remain silent about all or some of the alleged facts. Such silence cannot be interpreted as an admission of the facts.<\/p>\n<h3>4.4 \u2013 Protection against retaliation<\/h3>\n<p>An employee who initiates proceedings to challenge a disciplinary sanction is <strong>protected against retaliation<\/strong>. Any measure taken in response to the exercise of their rights (forced transfer, change in working conditions, further dismissal) may be characterised as harassment or disloyal performance of the contract.<\/p>\n<\/section>\n<p><!-- ===================== SECTION 5 ===================== --><\/p>\n<section id=\"5-delais\" class=\"pw-section\">\n<h2>5. Mandatory time limits in the disciplinary procedure<\/h2>\n<h3>5.1 \u2013 The limitation period for the alleged misconduct<\/h3>\n<p>The employer has <strong>2 months<\/strong> from the date on which they became aware of the misconduct to initiate disciplinary proceedings (<a title=\"Art. L. 1332-4 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006901450\" target=\"_blank\" rel=\"noopener\">Art. L. 1332-4 of the Labour Code<\/a>). Once this period has expired, the facts are time-barred and can no longer found a disciplinary sanction.<\/p>\n<div class=\"pw-callout pw-callout--info\" role=\"note\" aria-label=\"Key point\">\n<p class=\"pw-callout__title\"><strong>Key point<\/strong><\/p>\n<p class=\"pw-callout__text\">The 2-month period runs from the date on which the employer <strong>actually became aware<\/strong> of the facts, not from the date on which they occurred. Where the facts constitute a criminal offence, the limitation period only runs from the date on which the employer became aware of them.<\/p>\n<\/div>\n<h3>5.2 \u2013 The period between the invitation and the meeting<\/h3>\n<p>The invitation to the preliminary meeting must be delivered or sent to the employee allowing at least <strong>5 working days<\/strong> before the meeting. This period allows the employee to prepare their defence and to find a companion if necessary.<\/p>\n<h3>5.3 \u2013 The period between the meeting and notification<\/h3>\n<p>The sanction may not be notified less than <strong>2 working days<\/strong> or more than <strong>1 month<\/strong> after the preliminary meeting. This reflection period between the meeting and notification is mandatory: a sanction notified on the same day as the meeting or the following day is irregular.<\/p>\n<h3>5.4 \u2013 Summary of time limits<\/h3>\n<table class=\"pw-table\">\n<thead>\n<tr>\n<th>Stage<\/th>\n<th>Time limit<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Limitation period for the alleged misconduct<\/td>\n<td><strong>2 months<\/strong> from the employer&#8217;s awareness of the facts<\/td>\n<\/tr>\n<tr>\n<td>Period between invitation and meeting<\/td>\n<td><strong>Minimum 5 working days<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Minimum period between meeting and notification<\/td>\n<td><strong>2 working days<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Maximum period between meeting and notification<\/td>\n<td><strong>1 month<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Limitation period for a challenge<\/td>\n<td><strong>3 years<\/strong> from notification of the sanction<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/section>\n<p><!-- ===================== SECTION 6 ===================== --><\/p>\n<section id=\"6-contestation\" class=\"pw-section\">\n<h2>6. Challenging a disciplinary sanction<\/h2>\n<h3>6.1 \u2013 Grounds for challenge<\/h3>\n<p>A disciplinary sanction may be challenged before the labour tribunal on several grounds:<\/p>\n<ul>\n<li><strong>Procedural irregularity<\/strong>: failure to comply with the procedure (no invitation, insufficient notice, no preliminary meeting)<\/li>\n<li><strong>Absence of real and serious cause<\/strong>: the alleged facts are inaccurate, insufficiently characterised or do not constitute misconduct<\/li>\n<li><strong>Disproportionality<\/strong>: the sanction is manifestly excessive in relation to the facts<\/li>\n<li><strong>Double sanctioning<\/strong>: the facts have already been sanctioned<\/li>\n<li><strong>Discrimination<\/strong>: the sanction is based on a prohibited ground<\/li>\n<\/ul>\n<h3>6.2 \u2013 Time limit for bringing a challenge<\/h3>\n<p>A claim challenging a disciplinary sanction is subject to a <strong>3-year limitation period<\/strong> running from notification of the sanction (<a title=\"Art. L. 1471-1 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000036762126\" target=\"_blank\" rel=\"noopener\">Art. L. 1471-1 of the Labour Code<\/a>). This period is distinct from those applicable to salary claims or dismissal challenges.<\/p>\n<h3>6.3 \u2013 Powers of the labour tribunal<\/h3>\n<p>The Conseil de prud&#8217;hommes has broad powers of assessment. It may:<\/p>\n<ul>\n<li><strong>Annul the sanction<\/strong> if it is procedurally irregular, unjustified or disproportionate<\/li>\n<li><strong>Award damages<\/strong> to the employee for the loss suffered<\/li>\n<li>In the event of an unjustified disciplinary dismissal, apply the <strong>Macron scale<\/strong> or, where nullity is pronounced, award compensation outside the scale<\/li>\n<\/ul>\n<div class=\"pw-callout pw-callout--warning\" role=\"note\" aria-label=\"Important note\">\n<p class=\"pw-callout__title\"><strong>Important note<\/strong><\/p>\n<p class=\"pw-callout__text\">If you receive a disciplinary sanction, act promptly and keep all relevant documents: the invitation letter, notes taken at the meeting, the sanction notification letter, and any document that may contradict the alleged facts. These will be decisive in the event of litigation.<\/p>\n<\/div>\n<\/section>\n<p><!-- ===================== SECTION 7 ===================== --><\/p>\n<section id=\"7-questions\" class=\"pw-section\">\n<h2>7. Frequently asked questions about the disciplinary procedure<\/h2>\n<section>\n<div class=\"pw-accordion\">\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <input id=\"pw-faq-dp-1\" type=\"checkbox\" \/><br \/>\n    <label class=\"pw-accordion__label\" for=\"pw-faq-dp-1\" itemprop=\"name\"><br \/>\n      Does a written warning require a preliminary meeting?<br \/>\n      <span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n    <\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n          No. Statute does not require a preliminary meeting for minor sanctions that have no immediate impact on the employee&#8217;s presence in the company, their role, career or remuneration. Written warnings and formal reprimands fall into this category. However, any more serious sanction (disciplinary suspension, demotion, dismissal) requires a preliminary meeting without exception. The applicable collective agreement or internal regulations may impose a preliminary meeting even for minor sanctions.\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <input id=\"pw-faq-dp-2\" type=\"checkbox\" \/><br \/>\n    <label class=\"pw-accordion__label\" for=\"pw-faq-dp-2\" itemprop=\"name\"><br \/>\n      Can an employee be sanctioned twice for the same conduct?<br \/>\n      <span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n    <\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n          No. The principle of non bis in idem prohibits the employer from sanctioning the same misconduct twice. If a written warning has already been issued for specific conduct, the employer cannot rely on that same conduct to subsequently impose a dismissal. However, a prior sanction may be mentioned as context when assessing the seriousness of new and distinct facts.\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <input id=\"pw-faq-dp-3\" type=\"checkbox\" \/><br \/>\n    <label class=\"pw-accordion__label\" for=\"pw-faq-dp-3\" itemprop=\"name\"><br \/>\n      What is the difference between precautionary suspension and disciplinary suspension?<br \/>\n      <span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n    <\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n          <strong>Precautionary suspension<\/strong> (<em>mise \u00e0 pied conservatoire<\/em>) is a provisional measure taken pending the outcome of the disciplinary procedure. It is not a sanction and does not prejudge the final decision. It suspends the contract without pay for the duration of the procedure. <strong>Disciplinary suspension<\/strong> (<em>mise \u00e0 pied disciplinaire<\/em>) is a final sanction imposed at the conclusion of the procedure, whose duration is specified in the notification letter. If the procedure results in dismissal, the precautionary suspension period is paid retrospectively, except in cases of serious or gross misconduct.\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <input id=\"pw-faq-dp-4\" type=\"checkbox\" \/><br \/>\n    <label class=\"pw-accordion__label\" for=\"pw-faq-dp-4\" itemprop=\"name\"><br \/>\n      Can an employer sanction an employee who is on sick leave?<br \/>\n      <span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n    <\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n          Yes, in certain cases. Sick leave does not suspend the employer&#8217;s disciplinary authority. If the alleged misconduct occurred before the sick leave or is unrelated to the employee&#8217;s state of health, the employer may initiate disciplinary proceedings during the sick leave. However, the employer must take care not to use the sick leave as a pretext for a disguised sanction, which could be characterised as discrimination.\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <input id=\"pw-faq-dp-5\" type=\"checkbox\" \/><br \/>\n    <label class=\"pw-accordion__label\" for=\"pw-faq-dp-5\" itemprop=\"name\"><br \/>\n      How long does a written warning remain on the employee&#8217;s file?<br \/>\n      <span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n    <\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n          Statute sets no maximum retention period for sanctions on an employee&#8217;s file. However, an old sanction carries less weight in the event of new misconduct: labour tribunal judges take into account the time elapsed since the facts. Some collective agreements provide for the automatic removal of sanctions after a certain period (often 2 or 3 years) in the absence of a further sanction. In the absence of a collective agreement provision, it is advisable not to rely on sanctions more than 3 years old to justify a new disciplinary measure.\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/div>\n<\/section>\n<p><!-- ===================== CONCLUSION ===================== --><\/p>\n<section id=\"contact\" class=\"pw-section\">\n<h2>Your employment lawyer for a disciplinary procedure<\/h2>\n<p>The disciplinary procedure is technically demanding: procedural errors can be as consequential as errors of substance. For the employer, a poorly conducted procedure can turn a justified sanction into a dismissal without real and serious cause. For the employee, knowing their rights at each stage is often the difference between accepting an unjustified sanction and obtaining redress.<\/p>\n<p>As specialists in <a title=\"Employment lawyer\" href=\"\/en\/employment-law\/\">employment law<\/a>, Patchwork Avocats assists companies in conducting secure disciplinary procedures and defends employees against unjustified or irregular sanctions, in both advisory work and proceedings before the labour tribunal.<\/p>\n<\/section>\n<footer class=\"pw-footer\">Are you facing a disciplinary procedure or do you wish to secure your HR practices? <a href=\"https:\/\/patchwork.law\/contact\/\">Contact us<\/a>.<\/p>\n<\/footer>\n<p><!-- ===================== JSON-LD FAQ ===================== --><br \/>\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Does a written warning require a preliminary meeting?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"No. Statute does not require a preliminary meeting for minor sanctions with no immediate impact on the employee's presence, role or remuneration. Written warnings and formal reprimands fall into this category. Any more serious sanction requires a preliminary meeting without exception.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can an employee be sanctioned twice for the same conduct?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"No. The principle of non bis in idem prohibits the employer from sanctioning the same misconduct twice. A prior sanction may however be mentioned as context when assessing the seriousness of new and distinct facts.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is the difference between precautionary suspension and disciplinary suspension?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Precautionary suspension is a provisional measure pending the outcome of the disciplinary procedure, without prejudging the final decision. Disciplinary suspension is a final sanction imposed at the conclusion of the procedure, whose duration is specified in the notification letter.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can an employer sanction an employee who is on sick leave?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes, in certain cases. Sick leave does not suspend the employer's disciplinary authority where the alleged misconduct is unrelated to the employee's state of health. The employer must not use sick leave as a pretext for a disguised sanction.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How long does a written warning remain on the employee's file?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Statute sets no maximum retention period. Some collective agreements provide for removal after 2 or 3 years. In the absence of a collective agreement provision, it is advisable not to rely on sanctions more than 3 years old to justify a new disciplinary measure.\"\n      }\n    }\n  ]\n}\n<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The disciplinary procedure is the set of steps an employer must follow before sanctioning an employee for misconduct. It is strictly governed by the Labour Code: any procedural irregularity may result in the sanction being annulled and may give rise to damages. For the employee, knowing their rights at each stage is essential for mounting [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[444],"tags":[],"class_list":["post-13811","post","type-post","status-publish","format-standard","hentry","category-employment-law-glossary","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts\/13811","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/comments?post=13811"}],"version-history":[{"count":7,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts\/13811\/revisions"}],"predecessor-version":[{"id":13817,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts\/13811\/revisions\/13817"}],"wp:attachment":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/media?parent=13811"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/categories?post=13811"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/tags?post=13811"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}