{"id":14462,"date":"2026-08-25T14:44:49","date_gmt":"2026-08-25T12:44:49","guid":{"rendered":"https:\/\/patchwork.law\/?p=14462"},"modified":"2026-10-08T06:49:46","modified_gmt":"2026-10-08T04:49:46","slug":"applicable-collective-agreement-france","status":"publish","type":"post","link":"https:\/\/patchwork.law\/en\/employment-law-glossary\/applicable-collective-agreement-france\/","title":{"rendered":"Applicable Collective Agreement in France: How to Determine It"},"content":{"rendered":"<p>A <strong>collective agreement<\/strong> (<em>convention collective<\/em>) is a negotiated agreement between trade union organisations and employer organisations, which sets the employment and working conditions applicable in a sector of activity or a company. It supplements and improves upon the Labour Code, granting employees additional rights: minimum wages, notice periods, severance pay, additional leave entitlements, job classifications. Determining the applicable collective agreement is a legal obligation for the employer and a practical necessity for the employee who wishes to know the full extent of their rights. An error in determining the applicable agreement can have significant legal and financial consequences.<\/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. Collective agreement: definition and sources<\/a><\/li>\n<li><a href=\"#2-determination\">2. How to determine the applicable collective agreement<\/a><\/li>\n<li><a href=\"#3-activite-principale\">3. The principal activity criterion<\/a><\/li>\n<li><a href=\"#4-obligations\">4. The employer&#8217;s obligations under the collective agreement<\/a><\/li>\n<li><a href=\"#5-articulation\">5. Interaction between collective agreement, company agreement and the Labour Code<\/a><\/li>\n<li><a href=\"#6-contestation\">6. Wrong collective agreement: consequences and remedies<\/a><\/li>\n<li><a href=\"#7-questions\">7. Frequently asked questions about collective agreements<\/a><\/li>\n<li><a href=\"#contact\">8. Your employment lawyer for collective agreement matters<\/a><\/li>\n<\/ul>\n<\/nav>\n<p><!-- ===================== SECTION 1 ===================== --><\/p>\n<section id=\"1-definition\" class=\"pw-section\">\n<h2>1. Collective agreement: definition and sources<\/h2>\n<h3>1.1 &#8211; What is a collective agreement?<\/h3>\n<p>A collective agreement (<em>convention collective de travail<\/em>) is a written agreement concluded between:<\/p>\n<ul>\n<li>On the one hand, one or more <strong>representative trade union organisations<\/strong><\/li>\n<li>On the other hand, one or more <strong>representative employer organisations<\/strong> or one or more individual employers<\/li>\n<\/ul>\n<p>It is defined in <a title=\"Art. L. 2221-1 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006901659\" target=\"_blank\" rel=\"noopener\">Article L. 2221-1 of the Labour Code<\/a>. Its purpose is to set the conditions of employment, professional training and work of employees, as well as their social guarantees.<\/p>\n<h3>1.2 &#8211; The different levels of collective agreements<\/h3>\n<p>The French collective bargaining system is organised at several levels:<\/p>\n<div class=\"pw-table-wrapper\">\n<table class=\"pw-table\">\n<thead>\n<tr>\n<th>Level<\/th>\n<th>Scope<\/th>\n<th>Examples<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>National sectoral collective agreement (<em>CCN<\/em>)<\/strong><\/td>\n<td>An entire sector of activity across the national territory<\/td>\n<td>CCN for retail trade, CCN for the metal industry, CCN for law firms<\/td>\n<\/tr>\n<tr>\n<td><strong>Regional or local collective agreement<\/strong><\/td>\n<td>A sector of activity limited to a region or department<\/td>\n<td>Regional construction agreements<\/td>\n<\/tr>\n<tr>\n<td><strong>Company or establishment agreement<\/strong><\/td>\n<td>A particular company or establishment<\/td>\n<td>Company agreements at SNCF, Air France<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<h3>1.3 &#8211; Extension of collective agreements<\/h3>\n<p>A collective agreement may be the subject of an <strong>extension order<\/strong> (<em>arr\u00eat\u00e9 d&#8217;extension<\/em>) issued by the minister responsible for labour, making it binding on all employers in the relevant sector, whether or not they are members of the signatory employer organisation (<a title=\"Art. L. 2261-15 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000042654539\" target=\"_blank\" rel=\"noopener\">Art. L. 2261-15 of the Labour Code<\/a>). It is this extension mechanism that explains why most national sectoral collective agreements are binding on all employers in a sector, even those not affiliated with the signatory employer organisation.<\/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\">In France, there are more than 700 extended national sectoral collective agreements, as well as numerous regional agreements and company agreements. Identifying the correct agreement from among this body of instruments can be complex, particularly for companies whose activity sits at the boundary of several sectors.<\/p>\n<\/div>\n<\/section>\n<p><!-- ===================== SECTION 2 ===================== --><\/p>\n<section id=\"2-determination\" class=\"pw-section\">\n<h2>2. How to determine the applicable collective agreement<\/h2>\n<h3>2.1 &#8211; The principal criterion: the company&#8217;s principal activity<\/h3>\n<p>The collective agreement applicable to a company is determined by reference to its <strong>principal activity<\/strong>, not the nature of the functions performed by each employee. It is the company&#8217;s or establishment&#8217;s principal economic activity that determines the scope of application of the collective agreement, regardless of the functions held by the employees concerned (<a title=\"Art. L. 2261-2 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006901780\" target=\"_blank\" rel=\"noopener\">Art. L. 2261-2 of the Labour Code<\/a>).<\/p>\n<h3>2.2 &#8211; The APE\/NAF code: an indicator, not an absolute rule<\/h3>\n<p>The <strong>APE code<\/strong> (<em>Activit\u00e9 Principale Exerc\u00e9e<\/em>, principal activity carried out), also known as the NAF code (<em>Nomenclature des Activit\u00e9s Fran\u00e7aises<\/em>), is assigned by INSEE to each company at the time of registration. It constitutes a presumption of principal activity, but is not by itself determinative of the applicable collective agreement.<\/p>\n<p>The APE code may be:<\/p>\n<ul>\n<li><strong>Incorrectly assigned<\/strong> at registration, where the actual activity does not precisely correspond to the assigned code<\/li>\n<li><strong>Outdated<\/strong>, where the company&#8217;s activity has changed since registration without the code being updated<\/li>\n<li><strong>Insufficiently precise<\/strong> to determine, as between several collective agreements, which one applies<\/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\">The APE code has no binding legal value for the determination of the applicable collective agreement. The Court of Cassation consistently holds that it is the company&#8217;s actual activity, not the APE code, that determines which collective agreement applies. An employer who relies on an unsuitable APE code risks having the correct collective agreement applied retrospectively by the labour tribunal judges.<\/p>\n<\/div>\n<h3>2.3 &#8211; Available search tools<\/h3>\n<p>Several tools are available to identify the applicable collective agreement:<\/p>\n<ul>\n<li>The <strong>collective agreement search engine<\/strong> on <a title=\"L\u00e9gifrance - collective agreements\" href=\"https:\/\/www.legifrance.gouv.fr\/search\/cctexte\" target=\"_blank\" rel=\"noopener noreferrer\">L\u00e9gifrance<\/a><\/li>\n<li>The <strong>official portal<\/strong> <a title=\"Official collective agreement portal\" href=\"https:\/\/www.convention-collective.fr\/\" target=\"_blank\" rel=\"noopener noreferrer\">convention-collective.fr<\/a><\/li>\n<li><strong>Sectoral employer organisations<\/strong>, which can indicate the agreement applicable to their members<\/li>\n<li>The <strong>labour inspectorate<\/strong>, which may be consulted on this point<\/li>\n<\/ul>\n<\/section>\n<p><!-- ===================== SECTION 3 ===================== --><\/p>\n<section id=\"3-activite-principale\" class=\"pw-section\">\n<h2>3. The principal activity criterion<\/h2>\n<h3>3.1 &#8211; Defining the principal activity<\/h3>\n<p>The principal activity of a company is the one that accounts for the predominant share of its revenue, workforce or corporate purpose. It is assessed globally, taking into account all the activities carried out. Where a company carries on several activities, it is the economically dominant one that determines the applicable agreement.<\/p>\n<p>Where there is doubt, the courts assess the principal activity on a sovereign basis by reference to:<\/p>\n<ul>\n<li>The breakdown of revenue between the different activities<\/li>\n<li>The breakdown of the workforce by activity<\/li>\n<li>The corporate purpose set out in the articles of association<\/li>\n<li>The nature of the contracts concluded with clients<\/li>\n<li>The job titles and functions performed<\/li>\n<\/ul>\n<h3>3.2 &#8211; Companies with multiple activities<\/h3>\n<p>Where a company carries on several distinct activities, each falling under a different collective agreement, determining the applicable agreement may give rise to difficulties. Case law holds in principle that the agreement of the <strong>economically dominant<\/strong> activity applies. However, where the activities are separated into distinct establishments, each establishment may fall under the agreement applicable to its own activity.<\/p>\n<div class=\"pw-callout pw-callout--info\" role=\"note\" aria-label=\"Example\">\n<p class=\"pw-callout__title\"><strong>Example<\/strong><\/p>\n<p class=\"pw-callout__text\">A company carrying on both a food retail activity (70% of revenue) and a catering activity (30% of revenue) will fall under the collective agreement for food retail, which corresponds to its principal activity. Employees assigned to the catering activity will nonetheless benefit from this agreement, unless a distinct establishment is identified for that activity.<\/p>\n<\/div>\n<h3>3.3 &#8211; Territorial scope<\/h3>\n<p>National collective agreements apply across the whole of French territory, including overseas departments and territories where the agreement expressly so provides. Certain regional agreements apply only within a defined geographical area. Where activity is carried on across several regions, the national agreement takes precedence over regional agreements, unless otherwise stipulated.<\/p>\n<h3>3.4 &#8211; Groups and holding companies<\/h3>\n<p>Within corporate groups, each legally distinct company may fall under a different collective agreement, depending on its own activity. A holding company and its subsidiaries may thus be subject to different agreements. However, where the holding company directly employs staff, its own collective agreement applies to those employees, irrespective of the agreement applicable to its subsidiaries.<br \/>\n<\/section>\n<p><!-- ===================== SECTION 4 ===================== --><\/p>\n<section id=\"4-obligations\" class=\"pw-section\">\n<h2>4. The employer&#8217;s obligations under the collective agreement<\/h2>\n<h3>4.1 &#8211; The obligation to inform employees<\/h3>\n<p>The employer is required to inform each employee, at the time of recruitment, of the collective agreement applicable in the company. This information must appear:<\/p>\n<ul>\n<li>In the <strong>employment contract<\/strong> (stating the applicable agreement)<\/li>\n<li>On the <strong>payslip<\/strong> (stating the title of the collective agreement and its IDCC number)<\/li>\n<li>On a <strong>notice posted<\/strong> in the workplace, stating the title of the agreement and where it may be consulted (<a title=\"Art. L. 2262-5 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006901964\" target=\"_blank\" rel=\"noopener\">Art. L. 2262-5 of the Labour Code<\/a>)<\/li>\n<\/ul>\n<p>The employee also has the right to obtain a <strong>copy of the applicable collective agreement<\/strong> on simple request to the employer, or to consult it on L\u00e9gifrance.<\/p>\n<h3>4.2 &#8211; The obligation to comply with the minimum rates set by the agreement<\/h3>\n<p>The employer is required to comply with all the provisions of the applicable collective agreement, in particular:<\/p>\n<ul>\n<li>The <strong>minimum wages<\/strong> set by category and coefficient<\/li>\n<li>The <strong>job classifications<\/strong> provided for by the agreement<\/li>\n<li>The <strong>notice periods<\/strong> set by the agreement<\/li>\n<li>The <strong>severance pay<\/strong> provided for by the agreement, where more favourable than the statutory minimum<\/li>\n<li>Any <strong>additional leave entitlements<\/strong> provided for by the agreement (seniority leave, family event leave)<\/li>\n<\/ul>\n<h3>4.3 &#8211; Making the collective agreement available<\/h3>\n<p>The employer is required to make an up-to-date copy of the applicable collective agreement available to employees. In practice, it is sufficient to inform employees that the agreement is available on L\u00e9gifrance and to post its references in the workplace. Failure to post the required notice or to provide the required information may expose the employer to an <strong>administrative fine<\/strong>.<br \/>\n<\/section>\n<p><!-- ===================== SECTION 5 ===================== --><\/p>\n<section id=\"5-articulation\" class=\"pw-section\">\n<h2>5. Interaction between collective agreement, company agreement and the Labour Code<\/h2>\n<h3>5.1 &#8211; The favourability principle<\/h3>\n<p>Traditionally, French employment law was governed by the <strong>favourability principle<\/strong>: where several norms conflict (statute, collective agreement, company agreement, employment contract), the norm most favourable to the employee applies. This principle continues to apply in areas not delegated by statute.<\/p>\n<h3>5.2 &#8211; The reform introduced by the Macron Ordinances of 2017<\/h3>\n<p>The Ordinances of 22 September 2017 fundamentally restructured the hierarchy of norms in employment law. They introduced a three-tier system:<\/p>\n<ul>\n<li><strong>Public order provisions<\/strong> set by statute, from which no agreement may derogate<\/li>\n<li>The <strong>field of collective bargaining<\/strong>: matters on which a sectoral or company agreement may derogate from statute in either direction<\/li>\n<li><strong>Default provisions<\/strong>: which apply in the absence of a collective agreement<\/li>\n<\/ul>\n<p>Under this new system, a company agreement may, in many areas, derogate from the sectoral collective agreement, including in a manner less favourable to employees.<\/p>\n<h3>5.3 &#8211; Areas where the sectoral agreement takes precedence over the company agreement<\/h3>\n<p>Statute nonetheless reserves to the sectoral collective agreement an <strong>exclusive block of competences<\/strong> in which a company agreement may not derogate (<a title=\"Art. L. 2253-1 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000035607690\" target=\"_blank\" rel=\"noopener\">Art. L. 2253-1 of the Labour Code<\/a>):<\/p>\n<ul>\n<li>Minimum hierarchical wages<\/li>\n<li>Professional classifications<\/li>\n<li>Pooling of vocational training funds<\/li>\n<li>Collective supplementary welfare guarantees<\/li>\n<li>Certain conditions for the use of fixed-term contracts and temporary agency work<\/li>\n<li>Equal treatment between women and men<\/li>\n<\/ul>\n<h3>5.4 &#8211; The employment contract and the collective agreement<\/h3>\n<p>An individual employment contract may not be less favourable than the applicable collective agreement. Where a contractual clause falls below the minimum rates set by the agreement, the collective agreement applies automatically in place of that clause. Conversely, a contract may provide for advantages more favourable than those under the agreement, which then apply in place of the relevant agreement provisions.<br \/>\n<\/section>\n<p><!-- ===================== SECTION 6 ===================== --><\/p>\n<section id=\"6-contestation\" class=\"pw-section\">\n<h2>6. Wrong collective agreement: consequences and remedies<\/h2>\n<h3>6.1 &#8211; Consequences of applying the wrong collective agreement<\/h3>\n<p>Applying the wrong collective agreement, or failing to apply the correct one, may have significant consequences for the employer:<\/p>\n<ul>\n<li><strong>Salary arrears<\/strong>: where the minimum rates under the correct agreement are higher than the wages paid, the employee may claim the difference over 3 years<\/li>\n<li><strong>Higher severance pay<\/strong>: where the correct agreement provides for higher payments than those made<\/li>\n<li><strong>Longer notice period<\/strong>: with corresponding payment in lieu<\/li>\n<li><strong>Additional leave entitlements<\/strong> not granted: with corresponding compensatory payment<\/li>\n<li><strong>Damages<\/strong> for disloyal performance of the employment contract<\/li>\n<\/ul>\n<h3>6.2 &#8211; Case law on the application of the wrong collective agreement<\/h3>\n<p>The Court of Cassation has clarified the consequences of an error in collective agreement identification in several important rulings. In the area of the annual day-based package (<em>forfait annuel en jours<\/em>) in particular, it has held that applying the wrong collective agreement does not necessarily invalidate the package, where the correct agreement also authorises this arrangement \u2014 but that the employee may claim salary arrears for days worked beyond the ceiling set by the correct agreement (Cass. soc., 25 March 2026, n\u00b0 24-22.129).<\/p>\n<h3>6.3 &#8211; Time limits for bringing a claim<\/h3>\n<p>Claims based on the application of the wrong collective agreement are subject to the following limitation periods, depending on the nature of the claim:<\/p>\n<ul>\n<li><strong>3 years<\/strong> for salary arrears and indemnities of any nature (<a title=\"Art. L. 3245-1 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000027566295\" target=\"_blank\" rel=\"noopener\">Art. L. 3245-1 of the Labour Code<\/a>)<\/li>\n<li><strong>12 months<\/strong> for claims relating to termination of the contract (<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>)<\/li>\n<\/ul>\n<div class=\"pw-callout pw-callout--warning\" role=\"note\" aria-label=\"Important note for employers\">\n<p class=\"pw-callout__title\"><strong>Important note for employers<\/strong><\/p>\n<p class=\"pw-callout__text\">An error in collective agreement identification discovered during a URSSAF audit or labour tribunal proceedings may result in retrospective regularisations going back 3 years, which can be very costly. It is therefore essential to verify periodically that the collective agreement being applied corresponds to the company&#8217;s actual activity, particularly following any change of activity or diversification.<\/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 collective agreements<\/h2>\n<section itemscope itemtype=\"https:\/\/schema.org\/FAQPage\">\n<div class=\"pw-accordion\">\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ca-1\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ca-1\" itemprop=\"name\"><br \/>\nHow do I know which collective agreement applies to my company?<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<p>The applicable collective agreement is determined by the company&#8217;s principal activity, not its APE code. To identify it, you may consult the search engine on L\u00e9gifrance, the portal convention-collective.fr, or contact your sector&#8217;s employer organisation. The APE code on your company registration extract or SIRENE notice is a starting point, but it is not sufficient by itself to determine the correct agreement with certainty where your activity sits at the boundary of several sectors. Where there is doubt, a consultation with an employment lawyer is recommended.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ca-2\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ca-2\" itemprop=\"name\"><br \/>\nMy employer is applying a different collective agreement from the one shown on my payslip: what should I do?<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<p>If you believe your employer is applying the wrong collective agreement, start by verifying the company&#8217;s actual principal activity and comparing it with the scope of the agreements concerned. If the correct agreement provides for more favourable terms than those you are receiving (minimum wages, indemnities, notice periods, leave entitlements), you may claim the difference before the labour tribunal, going back over the last 3 years. An employment lawyer can analyse your situation and quantify your rights.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ca-3\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ca-3\" itemprop=\"name\"><br \/>\nDoes a collective agreement automatically apply to all employees in the company?<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<p>Yes. The collective agreement applicable to the company applies to all its employees, regardless of their professional category, hierarchical level or the nature of their functions. An executive employee (<em>cadre dirigeant<\/em>) at a company falling under the retail collective agreement is subject to that agreement in the same way as an ordinary employee. However, certain provisions may apply only to a specific category of employees (managers, office staff, manual workers) as defined by the agreement itself.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ca-4\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ca-4\" itemprop=\"name\"><br \/>\nCan a collective agreement be less favourable than statute?<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<p>In principle, no, for matters of statutory public order: a collective agreement cannot be less favourable than mandatory statutory provisions (the minimum wage, maximum working hours, statutory paid leave entitlements, protection against discrimination, etc.). However, since the Macron Ordinances of 2017, certain statutory provisions are &#8220;default&#8221; provisions: they apply only in the absence of a contrary collective agreement, which allows the agreement to provide for a different regime, including one less favourable in certain limits set by statute.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ca-5\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ca-5\" itemprop=\"name\"><br \/>\nWhat happens if no collective agreement applies to the company?<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<p>In the absence of an applicable collective agreement \u2014 which is rare in practice for sectors covered by an extended agreement \u2014 the Labour Code alone applies, with its statutory minimums. The employer may then negotiate a company agreement to improve upon those statutory provisions. Certain very recent or very specific activities may not be covered by an extended sectoral agreement: in that case, the employer applies the general law and may voluntarily join an employer organisation whose agreement seems appropriate.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<section id=\"contact\" class=\"pw-section\">\n<div class=\"pw-cta\">\n<h2>8. Your employment lawyer for collective agreement matters<\/h2>\n<p>Determining the applicable collective agreement may seem a technical and secondary matter, but it has important practical and financial consequences. An error can result in 3 years of salary arrears claims, undervalued severance payments or costly labour tribunal proceedings. For companies in the process of structuring, growing or diversifying their activity, periodically verifying the applicable agreement is an elementary precautionary measure.<\/p>\n<p>As an <a title=\"Employment lawyers in Paris\" href=\"\/en\/employment-law\/\">employment law firm<\/a> based in Paris, Patchwork Avocats assists companies in identifying and applying the correct collective agreement, and defends employees who have not received the agreement-based rights to which they were entitled.<\/p>\n<p>Do you have a question about the collective agreement applicable to your company or wish to verify your rights under an agreement? <a href=\"https:\/\/patchwork.law\/contact\/\">Contact us<\/a>.<\/p>\n<\/div>\n<\/section>\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\": \"How do I know which collective agreement applies to my company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"The applicable collective agreement is determined by the company's principal activity, not its APE code. You may consult L\u00e9gifrance, convention-collective.fr or contact your sector's employer organisation. Where there is doubt, a consultation with an employment lawyer is recommended.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"My employer is applying a different collective agreement from the one shown on my payslip: what should I do?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"If the correct agreement provides for more favourable terms, you may claim the difference before the labour tribunal going back over the last 3 years: minimum wages, indemnities, notice periods, leave entitlements.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Does a collective agreement automatically apply to all employees in the company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes. The applicable collective agreement applies to all employees of the company, regardless of their professional category or hierarchical level. Certain provisions may however apply only to a specific category defined by the agreement.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can a collective agreement be less favourable than statute?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"In principle, no for matters of statutory public order. Since the Macron Ordinances of 2017, certain statutory provisions are default provisions that may be set aside by collective agreement, within the limits set by statute.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What happens if no collective agreement applies to the company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"In the absence of an applicable collective agreement, the Labour Code alone applies with its statutory minimums. The employer may negotiate a company agreement or voluntarily join an employer organisation whose agreement seems appropriate.\"\n      }\n    }\n  ]\n}\n<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A collective agreement (convention collective) is a negotiated agreement between trade union organisations and employer organisations, which sets the employment and working conditions applicable in a sector of activity or a company. It supplements and improves upon the Labour Code, granting employees additional rights: minimum wages, notice periods, severance pay, additional leave entitlements, job classifications. 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