Internal regulations in the company
In France, internal regulations govern the rules of conduct within a company: discipline, health, safety and prevention. Mandatory for companies with 50 or more employees, they secure practices and facilitate daily labor relations management.
In a nutshell
In France, internal regulations are:
- Mandatory in companies with at least 50 employees (for over 12 consecutive months).
- Optional below this threshold, but recommended.
- The basis for rules regarding discipline, health and safety.
- The framework for applicable disciplinary sanctions.
- A requirement for incorporating rules relating to moral and sexual harassment and sexist behavior.
What are company internal regulations?
Internal regulations are a written document establishing the rules applicable to employees within the company, particularly regarding discipline, health and safety. They specify:
- Expected standards of conduct.
- Rules for collective operations.
- Applicable sanctions in the event of a breach.
This document serves as a central measure for legal security and internal organization. While mandatory for companies with at least 50 employees, it can be established voluntarily below this threshold
Are internal regulations mandatory?
In businesses with 50 or more employees, internal regulations are mandatory. This threshold is assessed over 12 consecutive months.
In businesses with fewer than 50 employees, although optional, they are strongly recommended to structure internal practices, facilitate employee integration and secure management decisions.
In smaller structures, an internal charter or a welcome guide may supplement or replace this initiative.
What is the purpose of internal regulations?
Internal regulations establish a clear and shared framework for all employees, fulfilling three main objectives:
- Clarify internal rules.
- Secure the employer’s disciplinary authority.
- Prevent risks and inappropriate behavior.
The internal regulations define the rules to be respected within the business and the potential sanctions for non-compliance, such as warnings, disciplinary layoffs or dismissal. This ensures that sanctions are applied in a consistent and proportionate manner.
The document sets out rules related to the prevention of professional risks, work organization and the use of equipment. It thereby contributes directly to reducing workplace accidents and occupational hazards.
The internal regulations must outline:
- Rules relating to moral and sexual harassment.
- Prohibitions on sexist behavior.
- Procedural guarantees regarding disciplinary matters.
By doing so, they contribute to a respectful and secure work environment.
How are internal regulations implemented?
The implementation of internal regulations follows a specific procedure:
- Drafting of the regulations in French; translated appendices may be included.
- Consultation of the Social and Economic Committee (CSE) before the regulations come into force.
- Filing the document with the competent labor court (Conseil de prud’hommes) and bringing it to the attention of the individuals concerned.
- Transmission to the labor inspectorate.
Failure to comply with these steps may render the internal regulations unenforceable.
When do the internal regulations come into force?
The internal regulations come into force at least one month after the filing and publicity formalities are completed. The employer must be able to provide proof of the CSE consultation, the filing and the communication to employees. The regulations are applicable even without an immediate response from the labor inspectorate.
Which clauses are prohibited in internal regulations?
Internal regulations cannot contain:
- Clauses that contravene the law or collective agreements.
- Unjustified restrictions on individual freedoms.
- Disproportionate measures.
- Discriminatory clauses.
Non-compliant regulations may be challenged, modified or withdrawn at the request of the labor inspectorate.
Did you know?
Clear, precise, and proportionate internal regulations help secure HR practices, limit litigation and strengthen trust within the business.