The law doesn't tell the whole story.

It may be general or silent. In this case, the Policies & Procedure must complete it.

It's easy to be in compliance with a very general law, or to be compliant when a law is silent. But in practice, this can lead to cases of non-compliance.

 

In addition, regardless of the law, you need to be in line with the practices of other companies and competitors, and if possible, have a better HR policy, not more expensive pricier, but more innovative and structured.

 

In a nutshell, a company can be :

• Compliance + suitable internal P&P

• Compliant but Lack / Absence of legal requirement not compensated by Zendesk P&P

• Compliant but out of step with market practice

• Non-compliant

 

Deviations are systemic. E.g., : the lack of monitoring of hours has consequences on overtime, and therefore the risk of litigation, the social climate, union relations, health and safety…