Employee relations suite

French labour law imposes obligations that depend on headcount, sites, the presence of unions and the agreements in place, not on one rule for all. The Employee Relations Suite assesses these obligations from the company's real profile, says what must be done and when, and runs the whole cycle: meetings, consultations, negotiations, agreements, elections.

Interactive demo: “Cévia Mobil” company preloaded (242 employees, 2 sites, one classed with specific risks). Change profile at the top right to see the effect on navigation and the confidential information shown. Open full screen →

The problem

Employee relations tools often just store documents: invitations, minutes, signed agreements. They never tell the company what it must do, or why an obligation does or does not apply to its situation. And a rule hard-coded in software ages badly: labour law changes, company agreements customise legal rules, thresholds are crossed gradually.

The tool

An obligations engine, not a frozen checklist: each rule carries its source (French Labour Code, article), its check date and its status: legal obligation, industry agreement, collective agreement, company agreement or company-specific setting. When a custom rule exists (“our works council agreement provides for 8 meetings a year”), the tool shows it instead of the default legal rule and explains why.

How it works

My social obligations: 36 labour-law rules assessed on the company's real profile (headcount, 36-month history for threshold durations, sites, unions), grouped by area, with a “Why?” for each.
Bodies: works council (officers, composition by electoral college), health & safety committee, including when specific risks require it regardless of the 300-employee threshold, committees and mandates with delegation hours.
Meetings: editable agenda with a topic's history across past meetings, invitation generation, minutes workflow draft → submitted → approved.
Recurring and one-off consultations, with a library of common cases (reorganisation, new tool, restructuring...) that suggests opening a consultation.
Negotiations: scenario comparator with real cost, gap with union demands, and a conclusion that directly creates the signed agreement in the library.
Simulators: headcount thresholds (11/50/300/1000), impact of a headcount change on obligations, works council composition, operating budget, general pay rise, bonus.
Single social calendar: meetings, consultations, negotiations, agreement deadlines, elections and end of mandates, filterable by period and type.
Configuration: the company profile (headcount, sites, unions) and specific rules, the customisation that takes precedence over the default legal rule for arrangements.

What it changes

An HR director sees at a glance which obligations apply, what is coming up and why.
Legal rules are updated without rebuilding the application, and never overwrite a company customisation without warning.
Social dialogue moves from a document binder to active management: obligations → planning → preparation → meeting → negotiation → decision → follow-up → archiving.

A tool that connects to the others

Social obligations depend on data kept elsewhere: linked to the other tools, they stay accurate with no re-entry.

With the operational HRIS : the real headcount and sites automatically determine the applicable obligations.
With workplace wellbeing : signed agreements and pay-talk commitments become actions tracked until they are done.
With the HR analytics : the indicators required for consultations (economic & social database, gender equality) are taken over directly.

Our demos are shown separately, but nothing prevents linking them. With a shared database, the tools can form a real intranet built around your business: each department uses its own screens, and information entered once is available everywhere.