In Reunion, dismissals must be justified by a "real and serious cause." This can be due to personal reasons such as the employee's incompetence, repeated or serious misconduct, or inability to perform work due to illness or non-work-related accidents. Alternatively, it can be due to economic reasons such as economic difficulties for the company leading to necessary restructuring or job cuts.

Notice Requirements

The required notice period in Reunion depends on the employee's length of service with the company:

• For seniority of less than six months, one week's notice is required.
• For seniority between six months and two years, one month's notice is required.
• For seniority of two years or more, two months' notice is required.

It's important to note that the notice period may be extended by stipulations in company agreements or collective bargaining agreements.

Severance Pay

Employees dismissed for personal reasons are usually entitled to severance pay. The amount of severance pay depends primarily on the employee's length of service. However, severance pay is generally not required in cases of dismissal for serious misconduct, resignation by the employee, or retirement.

Reunion, being a part of France, adheres to stringent anti-discrimination laws that aim to maintain equality in the workplace.

Protected Characteristics

The French anti-discrimination laws, which are also applicable in Reunion, protect individuals from discrimination based on a wide range of characteristics:

• Origin
• Sex
• Sexual orientation
• Gender identity
• Age
• Family situation or pregnancy
• Physical appearance
• Surname
• Place of residence
• State of health
• Loss of autonomy
• Disability
• Genetic characteristics
• Religious beliefs
• Political opinions
• Trade union activities
• Ability to express oneself in a language other than French

Redress Mechanisms

Victims of workplace discrimination in Reunion have several options for seeking justice:

• Internal Reporting: Employees are encouraged to report instances of discrimination to their employer, human resources department, or designated staff representatives.
• Defender of Rights (Défenseur des droits): An independent administrative authority that handles discrimination complaints. They provide mediation and can assist with legal proceedings.
• Labor Courts: Employees may file a lawsuit with labor courts to pursue legal remedies.

Employer Responsibilities

Employers in Reunion are proactively obligated to prevent and address discrimination within their organization. This includes:

• Clear Policies and Training: Implement anti-discrimination policies and educate employees on their rights and responsibilities.
• Investigate Complaints: Thoroughly investigate and take appropriate action against discrimination complaints.
• Promote Inclusivity: Create a workplace culture that fosters diversity, equity, and inclusion.

The French Labor Code (Code du Travail) provides a comprehensive framework for French anti-discrimination laws.

French labor laws establish minimum standards for working conditions in Reunion, ensuring employee well-being and productivity.

Work Hours

The standard workweek in Reunion is 35 hours. Overtime work exceeding 35 hours per week requires employee consent and compensation at a higher rate.

Rest Periods

Employees are entitled to a minimum of 11 consecutive hours of rest between workdays. Each employee deserves at least one 24-hour rest period per week, typically on Sundays.

Additional Considerations

Companies may implement flexi-time arrangements allowing employees some flexibility in scheduling working hours, as long as the total weekly hours meet the legal requirements. Short rest breaks are mandated throughout the workday, the specific duration being negotiated within company agreements.

Ergonomic Requirements

French regulations emphasize workplace ergonomics to prevent musculoskeletal disorders. Employers in Reunion must evaluate workstations for ergonomic risks and implement necessary adjustments. They must also ensure employees have ergonomically designed furniture, tools, and equipment to minimize physical strain. Additionally, employers are required to educate staff on proper posture and techniques to avoid work-related injuries.

Reunion adheres to comprehensive health and safety regulations to guarantee employee well-being and minimize workplace hazards.

Employer Obligations

Employers in Reunion hold significant responsibility for ensuring a safe and healthy work environment. Their obligations encompass:

• Risk Assessment: Conduct regular risk assessments to identify potential hazards in the workplace.
• Preventive Measures: Implement measures to prevent accidents and occupational illnesses. This may include providing personal protective equipment (PPE), establishing safety protocols, and offering safety training to employees.
• Medical Monitoring: Arrange for mandatory medical examinations for employees in certain high-risk professions, following the guidelines set by the French National Institute for Research and Safety.
• Accident Reporting: Report any work-related accidents or illnesses to the relevant authorities.

Employee Rights

Employees in Reunion possess fundamental rights regarding health and safety at work:

• Right to a Safe Workplace: Employees have the right to work in an environment free from foreseeable risks to their health and safety.
• Access to Information and Training: They have the right to receive information and training on workplace hazards, safety procedures, and the use of PPE.
• Refusal of Unsafe Work: Employees have the right to refuse work they believe is a serious and imminent threat to their health or safety.

Enforcement Agencies

Several enforcement agencies work collaboratively to ensure adherence to health and safety regulations in Reunion:

• Occupational Health Services (Services de Santé au Travail - SST): These multidisciplinary teams conduct workplace inspections, advise employers on preventive measures, and monitor employee health.
• Department of Labor Inspection (Inspection du Travail): Government inspectors conduct workplace inspections to enforce health and safety regulations and hold employers accountable for non-compliance.
• Social Security for Occupational Diseases (Sécurité Sociale des Maladies Professionnelles): Manages the healthcare system for work-related illnesses and helps employees with compensation claims.

Consulting a qualified health and safety professional in Reunion is recommended for in-depth guidance on navigating specific regulations and best practices in your workplace.