{"id":14211,"date":"2017-12-21T10:50:19","date_gmt":"2017-12-21T09:50:19","guid":{"rendered":"https:\/\/www.inovallee.com\/?p=14211\/"},"modified":"2017-12-21T10:50:19","modified_gmt":"2017-12-21T09:50:19","slug":"ordonnances-macron-consequences-pratiques-pour-les-pme","status":"publish","type":"post","link":"https:\/\/www.inovallee.com\/en\/ordonnances-macron-consequences-pratiques-pour-les-pme\/","title":{"rendered":"Ordonnances MACRON : cons\u00e9quences pratiques pour les PME"},"content":{"rendered":"<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft size-thumbnail wp-image-14218\" src=\"https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron3-300x202.png\" alt=\"ordonnances macron\" width=\"300\" height=\"202\" srcset=\"https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron3-300x202.png 300w, https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron3-768x516.png 768w, https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron3.png 800w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>[vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]C\u2019est une importante r\u00e9forme du Code du travail qu\u2019op\u00e8rent les ordonnances Macron du 22 septembre 2017. Probablement l\u2019une des plus importantes r\u00e9formes du droit du travail de ces derni\u00e8res ann\u00e9es. Voici ce que notre avocate sp\u00e9cialis\u00e9e en droit du travail, Karine Pellissier, est venue expliquer aux entreprises d\u2019inovall\u00e9e, lors d\u2019un petit-d\u00e9jeuner organis\u00e9 le 16 novembre dernier.<br \/>\nOutre les changements qui s\u2019op\u00e9reront d\u2019ici quelques mois, ce que l\u2019on peut retenir c\u2019est que les ordonnances Macron ont pour objectif de <strong>d\u00e9centraliser la prise de d\u00e9cision du pouvoir vers l\u2019entreprise afin qu\u2019elles aient plus de marge de man\u0153uvre en interne<\/strong>, ce qui va consid\u00e9rablement changer le dialogue social dans les soci\u00e9t\u00e9s.<br \/>\nLes 5 ordonnances sur lesquelles repose la r\u00e9forme du Code du travail de septembre 2017 sont\u00a0:<\/p>\n<ul>\n<li>l&rsquo;ordonnance relative au renforcement de la n\u00e9gociation collective;<\/li>\n<li>l&rsquo;ordonnance relative \u00e0 la nouvelle organisation du dialogue social et \u00e9conomique dans l\u2019entreprise et favorisant l\u2019exercice et la valorisation des responsabilit\u00e9s syndicales;<\/li>\n<li>l&rsquo;ordonnance sur la pr\u00e9visibilit\u00e9 et la s\u00e9curisation des relations de travail, qui comprend notamment les dispositions relatives aux <a href=\"http:\/\/droit-finances.commentcamarche.net\/faq\/54743-indemnites-aux-prud-hommes-bareme-2017\">indemnit\u00e9s prud&rsquo;homales<\/a> ainsi qu&rsquo;\u00e0 la proc\u00e9dure de <a href=\"http:\/\/droit-finances.commentcamarche.net\/contents\/8055-licenciement-les-motifs-de-licenciement\">licenciement<\/a> ;<\/li>\n<li>l&rsquo;ordonnance portant diverses mesures relatives au cadre de la n\u00e9gociation collective;<\/li>\n<li>l&rsquo;ordonnance relative au <a href=\"http:\/\/droit-finances.commentcamarche.net\/faq\/37518-compte-penibilite-c3p-calculez-vos-points\">compte professionnel de pr\u00e9vention<\/a><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h2><span style=\"color: #99cc00;\">I\/ Relations collectives de travail<\/span><\/h2>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][divider line_type=\u00a0\u00bbNo Line\u00a0\u00bb][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/3&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]<\/p>\n<h4>A\/ Hi\u00e9rarchie des normes<\/h4>\n<p>L\u2019ordonnance relative au renforcement de la n\u00e9gociation collective confirme la primaut\u00e9 de l\u2019accord d\u2019entreprise sur l\u2019accord de branche. L\u2019accord d\u2019entreprise qui ne pouvait pas d\u00e9roger \u00e0 l\u2019accord de branche peut d\u00e9sormais le faire dans certains domaines. On assiste donc \u00e0 un inversement de la hi\u00e9rarchie des normes. Exceptions faites pour\u00a0:<\/p>\n<ul>\n<li>Primaut\u00e9 de l\u2019accord de branche sur 13 th\u00e8mes (salaires minimas, classifications, \u00e9galit\u00e9 professionnelle hommes\/femmes, dur\u00e9e du travail, mesures relatives aux CDD\/CTT, conditions et dur\u00e9e du renouvellement de la p\u00e9riode d\u2019essai \u2026);<\/li>\n<li>Facult\u00e9 pour la branche de verrouiller certains th\u00e8mes (risques professionnels, travailleurs handicap\u00e9s \u2026).<\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/3&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]<\/p>\n<h4>B\/ Fusion des IRP (Instances repr\u00e9sentatives du personnel)\u00a0: cr\u00e9ation du CES<strong><br \/>\n<\/strong><\/h4>\n<p>Au plus tard au 1er\u00a0janvier 2020, une\u00a0nouvelle instance intitul\u00e9e \u00ab\u00a0Comit\u00e9 Social et Economique\u00a0\u00bb (CSE) remplacera les D\u00e9l\u00e9gu\u00e9s du Personnel (DP), le Comit\u00e9 d\u2019Entreprise (CE) et le Comit\u00e9 d\u2019Hygi\u00e8ne, de S\u00e9curit\u00e9 et des Conditions de Travail (CHSCT). Il n\u2019y aura plus la possibilit\u00e9 de conserver ces instances s\u00e9par\u00e9es.<br \/>\nD\u2019ici le 1<sup>er<\/sup> janvier 2020, toute entreprise d\u2019au moins 11 salari\u00e9s devra mettre en place cette nouvelle instance \u00e0 des dates diff\u00e9rentes, selon que l\u2019entreprise \u00e9tait dot\u00e9e ou non d\u2019IRP au 23 septembre 2017. Le CSE sera pr\u00e9sid\u00e9 par l\u2019employeur et assist\u00e9 \u00e9ventuellement de 3 collaborateurs. Il sera compos\u00e9 d\u2019une d\u00e9l\u00e9gation du personnel d\u2019un nombre \u00e9gal de titulaires et de suppl\u00e9ants (nombre fix\u00e9 selon un d\u00e9cret \u00e0 para\u00eetre), pour une dur\u00e9e de mandat de 4 ans. Le nombre de mandats successifs est limit\u00e9 \u00e0 3 sauf si le PAP en dispose autrement ou pour les entreprises de moins de 50 salari\u00e9s dans des conditions d\u00e9termin\u00e9es par d\u00e9cret \u00e0 para\u00eetre. Les heures de d\u00e9l\u00e9gation des membres du CSE seront \u00e9galement fix\u00e9es par d\u00e9cret \u00e0 para\u00eetre.[\/vc_column_text][\/vc_column][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/3&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]<\/p>\n<h4>C\/ Nouveaut\u00e9 en mati\u00e8re de n\u00e9gociation collective<\/h4>\n<p>L&rsquo;ordonnance sur la n\u00e9gociation collective int\u00e9resse toutes les entreprises, quelle que soit \u00a0leur taille. Les entreprises de moins de 50 salari\u00e9s pourront n\u00e9gocier sur l\u2019ensemble des th\u00e8mes ouverts \u00e0 la n\u00e9gociation, directement avec un \u00e9lu du personnel ou, pour les TPE de moins de 20 salari\u00e9s d\u00e9pourvues de d\u00e9l\u00e9gation du personnel, l\u2019employeur pourra proposer un projet d&rsquo;accord \u00e0 ses salari\u00e9s et le soumettre \u00e0 leur approbation \u00e0 la majorit\u00e9 des 2\/3.\u00a0 Un d\u00e9lai de 15 jours devra \u00eatre respect\u00e9 entre le moment o\u00f9 le projet d\u2019accord sera soumis et le moment o\u00f9 le personnel sera consult\u00e9.[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][divider line_type=\u00a0\u00bbNo Line\u00a0\u00bb][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]<\/p>\n<h2><span style=\"color: #99cc00;\">II\/ Relations individuelles de travail<\/span><\/h2>\n<p>L\u2019ordonnance du 22 septembre 2017 relative \u00e0 la pr\u00e9visibilit\u00e9 et \u00e0 la s\u00e9curisation des relations de travail pr\u00e9voit de mettre en \u0153uvre diverses\u00a0mesures pour assouplir et simplifier les r\u00e8gles encadrant les ruptures du contrat de travail, dans le but de fluidifier le march\u00e9 du travail. Parmi ces mesures, on peut retenir les points suivants\u00a0:<\/p>\n<ul>\n<li>Possibilit\u00e9 de recourir \u00e0 des mod\u00e8les-type de la lettre de licenciement (fix\u00e9s par d\u00e9cret)\u00a0;<\/li>\n<li>Possibilit\u00e9 de pr\u00e9ciser l\u2019\u00e9nonc\u00e9 dans la lettre de licenciement apr\u00e8s sa \u00a0notification;<\/li>\n<li>\u00a0Bar\u00e9misation des dommages et int\u00e9r\u00eats en cas de licenciement sans cause r\u00e9elle et s\u00e9rieuse. En parall\u00e8le, l\u2019ordonnance r\u00e9duit de un an \u00e0 huit mois ininterrompus la condition d\u2019anciennet\u00e9 requise pour ouvrir droit \u00e0 l\u2019indemnit\u00e9 l\u00e9gale de licenciement\u00a0;<\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][divider line_type=\u00a0\u00bbNo Line\u00a0\u00bb][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/2&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]<\/p>\n<h4>A\/ Nouveaut\u00e9 en mati\u00e8re de licenciement<\/h4>\n<p>D\u00e9sormais, le\u00a0p\u00e9rim\u00e8tre g\u00e9ographique d\u2019appr\u00e9ciation du motif \u00e9conomique\u00a0n\u2019est plus \u00e9valu\u00e9 au niveau international, mais\u00a0uniquement au niveau national. L\u2019obligation de reclassement est \u00e9galement assouplie. Il est en effet d\u00e9sormais permis \u00e0\u00a0l\u2019employeur de pr\u00e9senter par tout moyen une liste des postes disponibles \u00e0 l\u2019ensemble des salari\u00e9s.<br \/>\nConcernant la lettre de licenciement, les motifs \u00e9nonc\u00e9s peuvent \u00eatre pr\u00e9cis\u00e9s par l\u2019employeur soit \u00e0 son initiative, soit \u00e0 la demande du salari\u00e9. Jusqu\u2019\u00e0 pr\u00e9sent, une absence de motif, une impr\u00e9cision ou une insuffisance de motif rendait le licenciement sans cause r\u00e9elle et s\u00e9rieuse. Si le salari\u00e9 a demand\u00e9 des pr\u00e9cisions, le vice de motivation prive le licenciement de cause r\u00e9elle et s\u00e9rieuse. Le pr\u00e9judice du salari\u00e9 est r\u00e9par\u00e9 par l\u2019indemnit\u00e9 pr\u00e9vue par le bar\u00e8me obligatoire. En revanche, si le salari\u00e9 n\u2019a pas demand\u00e9 de pr\u00e9cision, l\u2019insuffisance de motivation ne prive pas, \u00e0 elle seule, le licenciement de cause r\u00e9elle et s\u00e9rieuse. L\u2019indemnit\u00e9 allou\u00e9e ne pourra exc\u00e9der un mois de salaire.<br \/>\nEn cas de licenciement abusif (sans cause r\u00e9elle et s\u00e9rieuse, prononc\u00e9s depuis le 24\/09\/2017) il existe d\u00e9sormais un bar\u00e8me d\u2019indemnisation obligatoire.<br \/>\nCe\u00a0<a href=\"https:\/\/www.legifrance.gouv.fr\/eli\/ordonnance\/2017\/9\/22\/MTRT1724787R\/jo\">bar\u00e8me<\/a>, \u00e9labor\u00e9 sous forme de tableaux, pr\u00e9voit \u00e0 la fois des planchers et des plafonds d\u2019indemnisation dont le montant est d\u00e9termin\u00e9 en fonction de l\u2019anciennet\u00e9 du salari\u00e9 et la taille de l\u2019entreprise (+\/- de 11 salari\u00e9s). L\u2019application du bar\u00e8me ne sera pas prise en compte lorsque le juge constate que le licenciement est nul. Dans ce cas, l\u2019indemnit\u00e9 accord\u00e9e est seulement soumise \u00e0 un plancher minimal de six mois de salaire, sans plafonnement.[\/vc_column_text][\/vc_column][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/2&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]<\/p>\n<h4>B\/ Rupture conventionnelle collective<\/h4>\n<p>L\u2019ordonnance n\u00b02017-1387 du 22 septembre 2017 introduit dans le code du travail un nouveau mode de rupture collectif\u00a0: la rupture conventionnelle collective. D\u00e9sormais, toute entreprise, quel que soit son effectif et, quelle que soit sa situation \u00e9conomique, pourra n\u00e9gocier un cadre commun de d\u00e9part strictement volontaire excluant tout licenciement pour atteindre son objectif en terme de suppression d\u2019emploi. Cet accord collectif portant rupture conventionnelle collective devra \u00eatre valid\u00e9 par l\u2019administration pour produire tous ses effets au niveau individuel et emporter rupture d\u2019un commun accord du contrat de travail.[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][divider line_type=\u00a0\u00bbNo Line\u00a0\u00bb][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][divider line_type=\u00a0\u00bbSmall Line\u00a0\u00bb line_thickness=\u00a0\u00bb3&Prime; divider_color=\u00a0\u00bbdefault\u00a0\u00bb][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][divider line_type=\u00a0\u00bbNo Line\u00a0\u00bb][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]<strong>+ d\u2019infos<\/strong>\u00a0: Le contenu de ces ordonnances a \u00e9t\u00e9 officiellement mis en ligne par le minist\u00e8re du Travail le 31 ao\u00fbt 2017. Apr\u00e8s leur adoption en Conseil des ministres le 22 septembre, les 5 ordonnances ont \u00e9t\u00e9 publi\u00e9es au Journal officiel du samedi 23 septembre 2017.<br \/>\n<strong> <img decoding=\"async\" class=\"alignleft size-thumbnail wp-image-14220\" src=\"https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron2-300x202.png\" alt=\"ordonnances macron\" width=\"300\" height=\"202\" srcset=\"https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron2-300x202.png 300w, https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron2-768x516.png 768w, https:\/\/www.inovallee.com\/wp-content\/uploads\/2017\/12\/blog_ordonnances-macron2.png 800w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>Source<\/strong>\u00a0: <a href=\"http:\/\/droit-finances.commentcamarche.net\/download\/telecharger-431-ordonnances-macron-texte-des-ordonnances\">http:\/\/droit-finances.commentcamarche.net\/download\/telecharger-431-ordonnances-macron-texte-des-ordonnances<\/a>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3&Prime;][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb background_color_opacity=\u00a0\u00bb1&Prime; background_hover_color_opacity=\u00a0\u00bb1&Prime; width=\u00a0\u00bb1\/1&Prime; tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb][vc_column_text]C\u2019est une importante r\u00e9forme du Code du travail qu\u2019op\u00e8rent les ordonnances Macron du 22 septembre 2017. Probablement l\u2019une des plus importantes r\u00e9formes du droit du travail de ces derni\u00e8res ann\u00e9es. Voici ce que notre avocate sp\u00e9cialis\u00e9e en droit du travail, Karine Pellissier, [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":14219,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[],"class_list":["post-14211","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-evenements"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Ordonnances MACRON : cons\u00e9quences pratiques pour les PME - inovall\u00e9e<\/title>\n<meta name=\"description\" content=\"Outre les changements qui s\u2019op\u00e9reront d\u2019ici quelques mois, ce que l\u2019on peut retenir c\u2019est que les ordonnances Macron ont pour objectif de d\u00e9centraliser la\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.inovallee.com\/en\/ordonnances-macron-consequences-pratiques-pour-les-pme\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ordonnances MACRON : cons\u00e9quences pratiques pour les PME - 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