The legal framework for télétravail in France
Since the 2017 labour law reform, télétravail (remote working) in France must be based on voluntary agreement by both employer and employee. The law establishes two important principles: an employer can refuse a remote working request, but they must justify that refusal in writing if the employee asks for the reasons. An unjustified refusal can be challenged.
When your employer can legitimately refuse
Legitimate reasons for refusal include: your role requires physical presence (site-based work, customer-facing roles), the company's infrastructure doesn't support remote access, your position requires close supervision during a training period, or the nature of the information you handle is too sensitive. "Management preference" alone is increasingly considered insufficient justification.
Building a convincing request
Frame your request around the company's interests, not just your personal convenience. The most persuasive arguments:
- Specific list of tasks demonstrably compatible with remote working
- Previous remote working performance data if applicable
- Expected productivity gains (reduced commute time = more focus)
- A clear, concrete proposal: number of days, which days, fixed hours of availability
- Willingness to trial the arrangement for 1 month before formal confirmation
What a formal télétravail agreement should cover
If your employer agrees, insist on a written avenant (addendum) to your contract specifying:
- Number of remote working days per week
- Mandatory availability windows
- Performance monitoring method (by objectives, not surveillance)
- Reimbursement of work-related costs (internet, additional equipment, home workspace)
- Process for adjusting or ending the arrangement
If your employer refuses without justification
Request the reasons in writing. If no written justification is provided, or if the reason is clearly pretextual, you can: raise the matter with staff representatives (CSE), file a complaint with the labour inspectorate (Inspection du Travail), or include it in any legal proceedings should your employment relationship deteriorate. A refusal isn't grounds for resignation with unemployment rights on its own — but combined with other factors it may contribute to a "modification substantielle du contrat" argument.