The employer is required to make various essential workplace information accessible to employees, whether by posting or other means of communication. This information covers a wide range of topics such as working conditions, schedules, equality between women and men, internal regulations, safety instructions...
What types of information are included in this requirement, and what disclosure procedures apply? The specific obligations of the employer vary according to the size of the company.
Display requirements for all businesses
The employer's posting obligations depend on the number of employees present in the company:
- Up to 10 employees
- From 11 to 49 employees
- From 50 employees
Companies with the largest workforce are subject to more stringent posting requirements.
Mandatory signage common to all businesses
All businesses, regardless of the number of employees, must show certain information.
The provision of the contact details of essential contacts :
- Labour inspection (address, name and telephone of the competent labour inspector);
- Telephone for the prevention and fight against discrimination service (09 69 39 00 00 00);
- Address and telephone number of Occupational Medicine;
- Telephone numbers of emergency services (SAMU, firemen, emergency police...);
Legal texts relating to the fight against discrimination and harassment situations:
- Articles L3221-1 to L3221-7 of the Labour Code relating to professional and wage equality between men and women;
- Article 222-33-2 of the Criminal Code relating to psychological harassment;
- Article 222-33 of the Criminal Code relating to sexual harassment;
- Articles 225-1 to 225-4 of the Criminal Code relating to the fight against discrimination
Safety instructions and prohibitions within the company:
- The conditions for consulting the single occupational risk assessment document;
- Fire instructions according to the NF EN ISO 7010 standard, and the names of those responsible for evacuation in case of fire;
- The ban on smoking on company premises, and on vaping in closed or covered workplaces for collective use, with some exceptions;
Other elements relating to working conditions in the company:
- The collective agreement or collective labour agreement on which the company depends, with the possibility of consulting documents at the workplace;
- The duration of work and the conditions for the distribution of working time if there are cases of accommodation;
- collective working hours and the duration of rest;
- The weekly rest conditions;
- The conditions for taking paid leave;
- The validation decision by the administration concerning a possible collective contractual breach;
Temporary work companies must also communicate the personal information contained in the mission contract statements to Pôle Emploi and the DDETS, as well as the rights of access and correction that may be exercised by the interested parties, regardless of their workforce.
Mandatory signage specific to companies with more than 10 employees
Businesses with more than 11 employees and more must also provide mandatory information on the procedure for organizing the elections of members of the staff delegation, which take place every 4 years.
La List of names of members of the Social and Economic Committee (CSE) must be posted, and must specify for each member their usual place of work and their participation in one or more commissions.
Businesses with 50 employees or more must also communicate by any means the internal regulations, which include health and safety rules, sanctions and disciplinary measures in the event of non-compliance. In the event of a participation agreement, the employer is obliged to communicate about the existence of the agreement and its content.
Some posting requirements are more demanding for companies with 50 employees or more. For example, they must publish an equality index with various indicators, on their website or, failing that, by any means at their disposal.
Digital signage to communicate mandatory information
The majority of the employer's information obligations are based on traditional displays, even if some information can be communicated by all types of media.
Digital signage is one of essential internal communication tools, and makes it possible to disseminate information to all employees, whether they work at the company's headquarters, in a subsidiary or a local establishment. You generally broadcast on your screens information relating to your values, your missions, your identity and your corporate culture, your employer brand... Also use dynamic signage to relay the mandatory display:
- Communicate about the vacation period, and remind your employees of the deadline they must observe to request paid leave a few weeks before the deadline;
- Relay essential elements of the rules of procedure, and thus ensure that the instructions are brought to the attention of everyone;
- Facilitate dialogue between employees and members of the CSE, recalling the names and contact details of the interlocutors within the Social and Economic Committee;
- Broadcast awareness-raising messages around the fight against discrimination and gender equality;
- etc.
Our internal communication software allows you to manage several hundred screens, with global or local distribution. Managing user rights, connecting with your favorite applications and templates for your videos or presentations facilitate the implementation of internal communication that is as close as possible to the challenges of each location or each audience.
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