Duration
5 days
Training structure
Continuing Education Department
Language(s) of instruction
French
Presentation
Applying labor and social security law in the day-to-day management of employees in very small businesses and small and medium-sized enterprises.7
The training is organized into consecutive modules, with one day per week, to allow participants to apply what they have learned in their companies between sessions and to discuss any challenges they encounter during the next session. A continuous one-week format is available upon request.
Duration: 35 hours of training spread over 5 days of 7 hours each.
The advantages of the training program
Next training session: November–December 2026
This module is part of the University Diploma in Human Resources Practices for Very Small Businesses and Small and Medium-Sized Enterprises.
The University Diploma in HR Practices for Very Small and Small Businesses is organized into 7 modules, grouped into 4 micro-certifications.
Choose the format that best suits your goal:
- Full-time degree program (2 years)
Complete the entire program and gain a comprehensive understanding of the HR function.
- Micro-certification (1 per semester)
Choose a specialization from among four micro-certifications that address the key HR challenges faced by small and medium-sized businesses.
- Modules (1 per quarter)
Develop a specific skill, tailored to your professional needs.
Objectives
- Identify the applicable standard for a personnel management situation and resolve a conflict between a contract, a collective bargaining agreement, an established practice, and the law.
- Ensure a secure hiring process by choosing the appropriate contract, drafting key clauses, and completing the required hiring formalities.
- Track and monitor work hours, manage paid time off and absences, and compile the supporting documentation required in the event of a dispute.
- Verify the accuracy of a pay stub and anticipate potential issues that may arise during a URSSAF audit.
- Implementing safety obligations: developing and updating the single safety document, addressing cases of unfitness for work, and conducting an internal investigation when harassment is reported.
- Conduct disciplinary proceedings or terminate an employment contract in accordance with the applicable procedural requirements and deadlines.
- Organize relations with employee representatives and identify the mandatory consultations with the Social and Economic Committee.
- Assess the labor dispute risk associated with a management decision and determine when to seek outside counsel.
Organization
Knowledge assessment
Training Evaluation:
- Prior to the training: a pre-training assessment questionnaire is sent out to gauge participants’ initial level of knowledge and to identify their specific expectations and challenges, in order to tailor the workshops accordingly.
- During the training: ongoing formative assessment through multiple-choice quizzes at the end of each module—graded in class—and through group discussions of practical case studies.
- At the end of the training: a summative assessment of learning outcomes through a practical synthesis exercise focusing on the management of a complex situation involving several modules, which is presented and graded as a group. The results are compared to the initial placement questionnaire.
- Evaluation of the training session: an immediate satisfaction survey is distributed at the end of the session, covering the organization, the instructor’s teaching skills, and the methods and materials used. A follow-up evaluation is sent three months after the training to assess its impact on professional practice.
- Certification: Upon completion of the training, participants receive an individual certificate of completion that specifies the objectives, nature, and duration of the program, as well as the results of the assessment of learning outcomes. This training does not lead to the issuance of a registered certification.
Attendance is recorded on a sign-in sheet that is signed by the participants and the instructor for each half-day session.
Program
Program:
The training program is organized into five 7-hour modules, each lasting one day. Each module combines up-to-date theoretical instruction, an analysis of recent case law, and a hands-on workshop based on the participants’ documents.
MODULE 1: Understanding the Legal Framework and Ensuring a Secure Hiring Process (7 hours)
- Sources of Labor Law and the Hierarchy of Legal Norms Since the 2017 Ordinances.
- Identification of the applicable collective bargaining agreement, job classification, and minimum wages established by the agreement.
- Workforce Size and Social Thresholds.
- Choosing an Employment Contract and the Risks of Reclassification.
- Hiring Procedures.
- Drafting sensitive clauses: probationary period, relocation, non-compete, and annual fixed number of days.
BLOCK 2: Working Hours, Vacation, and Absences (7 hours)
- Actual working time, on-call duty, and travel time.
- Maximum durations and rest periods.
- Tracking of Work Hours and Overtime Rules.
- Annual quota and mandatory time-off in lieu.
- Part-time work and additional hours.
- Annual Package by Days: Terms of Validity and Usage Tracking.
- Paid leave, including leave accrued during time off from work. Absence management: sick leave, work-related injuries, parental leave.
BLOCK 3: Compensation, Payroll, and Reporting Requirements (7 hours)
- Components of compensation and required information on the pay stub.
- Growth-based minimum wage and collective bargaining minimums.
- Equal pay for women and men.
- Premiums, practices, and unilateral commitments: implementation and termination.
- Benefits in kind and business expenses.
- Nominative Social Security Declaration, Contributions, and Exemptions.
- Employee Savings and Profit-Sharing in Very Small Businesses and Small and Medium-Sized Enterprises.
- URSSAF Audit: Process, Contributor Rights, Risk of Undeclared Work.
BLOCK 4: Health, Safety, and Risk Prevention (7 hours)
- Scope of the Duty of Care and Developments in Case Law.
- Single Document for the Assessment of Occupational Risks and Action Plan.
- Individual Health Monitoring and the Role of the Occupational Health and Safety Department.
- Incapacity: Procedure, Obligation to Reassign, Cases of Exemption, Resumption of Salary Payments.
- Moral and sexual harassment, sexist behavior: prevention, points of contact, and conducting an internal investigation.
- Work-Related Accidents, Occupational Diseases, and Gross Negligence.
BLOCK 5: Discipline, Contract Termination, and Labor Relations (7 hours)
- Disciplinary Authority: Internal Rules, Scale of Sanctions, Statute of Limitations, and Procedural Requirements.
- Dismissal for personal reasons and dismissal for economic reasons in very small businesses and small and medium-sized enterprises.
- Mutually agreed termination, resignation, termination by acknowledgment, and judicial termination.
- Documents Related to the End of a Contract.
- Assessment of Labor Court Risk, Statutes of Limitations, and Compensation Schedule.
- Labor-Management Relations: Establishment and responsibilities of the Social and Economic Committee based on the number of employees; mandatory consultations; time off for union duties; protective status; the offense of obstruction; and procedures for collective bargaining in companies without a union representative.
Admission
Target audience
Managers of very small businesses and small and medium-sized enterprises (SMEs), corporate officers, partners in management roles, as well as representatives of the manager in personnel management: chief executive officers and chief financial officers, human resources managers, administrative and accounting managers, and executive assistants responsible for labor and social security matters.
Tuition fees
Training fee: €1,490 (including tax)
Recommended prerequisites
There are no legal prerequisites.
However, the training requires participants to currently hold—or plan to assume in the near future—responsibilities related to personnel management. A high school diploma or equivalent (BAC) through a three-year post-secondary degree (BAC+3) is recommended. Participants are asked to bring their company’s HR documents (standard employment contract, pay stub, applicable collective bargaining agreement), which will be used as reference materials during the workshops.