222 articles in this category
Design a legally sound variable pay plan: achievable objectives communicated at the start of the year, a documented contract clause, commissions integrated into payroll and paid-leave accrual.
Structure a job posting that converts: mandatory and prohibited mentions, salary range, transparent process, distribution channels. Avoid discrimination and anticipate Directive 2023/970.
Calculate the full cost of a failed hire in an SME (direct expenses and hidden costs), then apply seven concrete levers to reduce the risk of a hiring mistake.
Designing an effective C-level package (fixed pay, variable, BSPCE/AGA equity, company PER, benefits) to recruit and retain a salaried executive, while controlling employer cost and 2026 taxation.
Distinguish the annual performance appraisal (optional) from the career-path interview (EPP, mandatory every 4 years). Differences, 2026 obligations and ready-to-use templates.
Apprenticeship, disability, priority areas, general reduction: the overview of hiring aids actually in force in 2026 and how to mobilise them.
Complete guide to AT/MP (workplace accident) tarification modes by company size, how to read your employer account, and practical levers to reduce your contribution through prevention in 2026.
Complete guide to declaring a workplace accident to the CPAM within 48 hours, providing the accident form, filing motivated objections and managing CPAM investigation. 2026 procedure for employers and business leaders.
Comprehensive guide to employer obligations when an employee is declared unfit by the occupational physician: active redeployment search, one-month deadline, salary resumption, exemptions from redeployment, and severance for occupational unfitness.
Master the 7 steps of dismissal for gross misconduct (notice, pre-dismissal hearing, legal 5- and 2-day deadlines, notification). Learn which procedural errors void dismissal and how to suspend an employee safely.
A 7-step method for building a coherent, legally sound salary structure in France: job classification, internal equity analysis, market benchmarking, SMIC and collective-agreement minima, gender pay-gap compliance (Rixain Law 2022), EU pay-transparency readiness (Directive 2023/970), and annual update discipline. A practical framework for any SME that takes governance seriously.
The mandatory self-employed regime covers health and work interruption poorly: limited daily benefits and weak disability cover. Complementary health insurance and income protection, both tax-deductible, fill this gap.
Accounting profitability and cash-flow capacity are different. Yes, you can hire before becoming profitable if your cash position allows it and the role generates a return. Here's how to decide safely.
Two alternance regimes, two eligible populations, two funding models: 2026 comparison guide to help you choose based on candidate profile, available grants, and true employer cost.
Beyond salary: employee retention levers (sense of purpose, career development, social benefits, QVCT), profit-sharing obligation, employee savings plans and how to prioritize them in SMEs to cut turnover.
Our articles provide general guidance. A discovery meeting with Samuel HAYOT allows us to analyse your specific case.