11 articles
Hiring your first employees, choosing employees or freelancers, granting BSPCE and managing termination all involve legal obligations. Our articles clarify them for founders.
Startups: secure your assets from the moment you hire. Valid confidentiality, IP and non-compete clauses, limits (duration, scope, compensation), mistakes to avoid and drafting checklist.
BSPCE or stock options? Compare eligibility, 2026 tax treatment, employer costs (30% for options), procedures (extraordinary meeting, statutory auditor), URSSAF risks and good practices to secure your employee equity plan.
French startup: how do you hire a developer abroad on a permanent/fixed-term contract or fully remotely? Work authorisation, international contracts (Rome I), remote work, social security (EU A1), essential clauses and risk…
In 2026, hosting an intern in a startup requires a sound agreement, a maximum duration of 924 hours, a statutory minimum allowance, hosting quotas and strict educational supervision. Here is the practical guide…
In tech, a poorly calibrated non-compete or non-solicitation clause is void or ineffective. Here is how to make it valid, proportionate and defensible in 2026.
5-step procedure, deadlines (15-day withdrawal, approval within 15 working days), specific termination payment calculation (statutory floor), URSSAF contributions and additional costs. The 2026 guide for startup employers.
Startup: how can a policy compliant with the Labour Code (L.1222-9 to L.1222-11) secure remote working? Minimum content, procedure (with or without a CSE), health and safety, GDPR, monitoring and reimbursement.
Using freelancers is strategic for startups, but employment reclassification is a real risk. Key indicators, case law, consequences and a practical action plan to secure relationships.
Syntec (IDCC 1486) or Bureaux d’études (IDCC 1483) for your tech startup? Understand the applicable sector, confirm with the official simulator and secure payroll and contracts.
In a startup, a CDI covers lasting needs, while a CDD covers temporary, precisely justified needs. Make the right choice by respecting the Code du travail, durations, waiting periods and clauses, and avoid reclassification.
Startup founder? Follow our practical guide to your first hire: DPAE 8 days, register, DUERP, VIP, contract, payroll/DSN, health insurance, penalties and deadlines.
