With the return of major events like the Cannes Film Festival, employees are often requested to attend cocktails or receptions. However, be warned: while these moments may appear informal, they are governed by a strict legal framework.
The confusion between an “invitation” and an “obligation” can turn a public relations operation into a costly labor court dispute, based on the reclassification of time spent into actual working time (article L3121-1 of the French Labour Code).
The key criterion: employee availability. As soon as an employee is required to be present, must wear company colors, or cannot freely attend to personal business, social law classifies these hours as actual working time. The employer must imperatively include these hours in the working time records or ensure they fall within the framework of a “forfait jours” (day-rate agreement) that is regularly monitored.
Prestige is no substitute for salary. Contrary to popular belief, the prestige of an event or “benefits in kind” (hors d’oeuvres, luxury settings, VIP access, etc.) never replace the salary owed. Under French law, any contractual clause providing for mandatory presence “free of charge” is null and void. Failure to pay can lead to a reclassification as concealed work (travail dissimulé) before the labor courts, carrying heavy civil and criminal penalties (including a fixed indemnity of 6 months’ salary).
After the party, the rest period. The law mandates 11 consecutive hours of rest (article L3131-1 of the French Labour Code): an employee who finishes a reception at 2:00 AM cannot legally return to their post at 9:00 AM the following morning without engaging your liability as an employer.
Secure framework, successful celebration.
ærige accompanies you on the red carpet.
