{"id":175867,"date":"2023-11-08T16:50:45","date_gmt":"2023-11-08T15:50:45","guid":{"rendered":"https:\/\/arlettipartners.com\/declaration-de-detachement\/"},"modified":"2024-05-16T12:13:21","modified_gmt":"2024-05-16T10:13:21","slug":"declaration-de-detachement","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/declaration-de-detachement\/","title":{"rendered":"D\u00e9claration de D\u00e9tachement"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\" id=\"h-qu-est-ce-qu-une-declaration-ou-communication-de-detachement\">Qu\u2019est-ce qu\u2019une d\u00e9claration ou communication de d\u00e9tachement? <\/h2>\n\n\n\n<p>Selon la <a href=\"https:\/\/arlettipartners.com\/transnational-posting-of-workers-directive-2014-67-ue\/\">Directive UE 2014\/67<\/a>, une communication de d\u00e9tachement est une d\u00e9claration formelle et officielle fournie par l&#8217;employeur qui <a href=\"https:\/\/arlettipartners.com\/detachement-de-travailleurs-dans-lue\/?lang=fr\">envoie ses employ\u00e9s travailler temporairement dans un autre \u00c9tat<\/a> membre de l&#8217;UE. Cette communication est destin\u00e9e \u00e0 informer les autorit\u00e9s nationales comp\u00e9tentes tant dans le pays d&#8217;origine de l&#8217;employeur que dans le pays h\u00f4te o\u00f9 le travail sera effectu\u00e9.<\/p>\n\n\n\n<p>G\u00e9n\u00e9ralement, la d\u00e9claration de d\u00e9tachement inclut des informations essentielles sur le d\u00e9tachement, telles que: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Identit\u00e9 des travailleurs d\u00e9tach\u00e9s; <\/li>\n\n\n\n<li>Dur\u00e9e pr\u00e9vue de la mission; <\/li>\n\n\n\n<li>Nature du travail \u00e0 effectuer; <\/li>\n\n\n\n<li>Autres d\u00e9tails pertinents. <\/li>\n<\/ul>\n\n\n\n<p>Le but de cette communication est d&#8217;assurer la transparence et la conformit\u00e9 aux <strong>exigences l\u00e9gales et r\u00e9glementaires<\/strong> tant dans le pays d&#8217;origine que dans le pays h\u00f4te. C&#8217;est un outil important pour garantir et surveiller les droits du travail et sociaux des travailleurs d\u00e9tach\u00e9s. Il permet aussi de garantir que les travailleurs re\u00e7oivent les protections et les avantages n\u00e9cessaires pendant qu&#8217;ils travaillent dans un autre \u00c9tat membre.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-qui-est-oblige-de-presenter-la-declaration-de-detachement\">Qui est oblig\u00e9 de pr\u00e9senter la d\u00e9claration de d\u00e9tachement? <\/h2>\n\n\n\n<p>Selon la Directive UE 2014\/67, la responsabilit\u00e9 de pr\u00e9senter la d\u00e9claration de d\u00e9tachement incombe \u00e0 l&#8217;employeur qui d\u00e9tache\u00a0des travailleurs\u00a0dans un autre \u00c9tat de l&#8217;UE. L&#8217;employeur est charg\u00e9 de s&#8217;assurer que la communication de d\u00e9tachement est soigneusement remplie et pr\u00e9sent\u00e9e conform\u00e9ment aux exigences l\u00e9gales.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-quelle-est-la-procedure-de-declaration-de-detachement\">Quelle est la proc\u00e9dure de d\u00e9claration de d\u00e9tachement ?<\/h3>\n\n\n\n<p>Le processus de pr\u00e9sentation de la d\u00e9claration de d\u00e9tachement comprend g\u00e9n\u00e9ralement les \u00e9tapes suivantes: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>L&#8217;employeur doit remplir une d\u00e9claration de d\u00e9tachement, fournissant toutes les informations n\u00e9cessaires telles que sp\u00e9cifi\u00e9es par les lois nationales et les r\u00e8glements tant du pays d&#8217;origine que du pays h\u00f4te. <\/li>\n\n\n\n<li>Une copie de la communication de d\u00e9tachement est ensuite pr\u00e9sent\u00e9e aux autorit\u00e9s nationales comp\u00e9tentes du pays h\u00f4te, conform\u00e9ment aux dispositions l\u00e9gales de ce pays.<\/li>\n\n\n\n<li>La d\u00e9claration de d\u00e9tachement doit \u00eatre conserv\u00e9e par l&#8217;employeur. Elle peut \u00eatre pr\u00e9sent\u00e9e sur demande aux inspecteurs du travail ou \u00e0 d&#8217;autres autorit\u00e9s comp\u00e9tentes pendant la p\u00e9riode de d\u00e9tachement. \u00c0 la fin du d\u00e9tachement, toute la documentation relative doit \u00eatre archiv\u00e9e pour une p\u00e9riode pr\u00e9d\u00e9finie. La p\u00e9riode peut varier en fonction de la r\u00e9glementation du pays h\u00f4te. La documentation doit \u00eatre ad\u00e9quatement archiv\u00e9e et tenue \u00e0 la disposition des autorit\u00e9s de contr\u00f4le \u00e9trang\u00e8res.<\/li>\n<\/ul>\n\n\n\n<p>Les proc\u00e9dures sp\u00e9cifiques pour la pr\u00e9sentation de la d\u00e9claration de d\u00e9tachement peuvent varier d&#8217;un \u00c9tat membre \u00e0 l&#8217;autre. Il est essentiel que les employeurs connaissent leurs obligations et les exigences l\u00e9gales pour garantir la conformit\u00e9 avec la Directive UE 2014\/67. De plus, solliciter une assistance juridique ou technique de la part d&#8217;experts du secteur peut \u00eatre utile pour naviguer dans la complexit\u00e9 des d\u00e9clarations de d\u00e9tachement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-quand-communiquer-le-detachement\">Quand communiquer le d\u00e9tachement? <\/h2>\n\n\n\n<p>Les employeurs sont g\u00e9n\u00e9ralement tenus de pr\u00e9senter la d\u00e9claration de d\u00e9tachement avant le d\u00e9but de l&#8217;affectation temporaire. La d\u00e9claration de d\u00e9tachement sert de notification pr\u00e9ventive aux autorit\u00e9s nationales comp\u00e9tentes, tant dans le pays d&#8217;origine de l&#8217;employeur que dans le pays h\u00f4te o\u00f9 le travail sera effectu\u00e9.<\/p>\n\n\n\n<p>Il est important de pr\u00e9senter la communication de d\u00e9tachement \u00e0 l&#8217;avance pour garantir la conformit\u00e9 aux exigences l\u00e9gales et r\u00e9glementaires du pays d&#8217;origine et du pays h\u00f4te. Cela permet aux autorit\u00e9s d&#8217;examiner les informations fournies et de v\u00e9rifier que les employ\u00e9s d\u00e9tach\u00e9s travaillent dans des conditions conformes aux normes applicables en mati\u00e8re de travail et de droits sociaux. Cela contribue \u00e9galement \u00e0 faciliter une coop\u00e9ration et une coordination efficaces entre les \u00c9tats membres impliqu\u00e9s. <\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><\/p>\n<cite>Les employeurs doivent s&#8217;assurer que les d\u00e9clarations de d\u00e9tachement sont pr\u00e9sent\u00e9es bien avant le d\u00e9but effectif du d\u00e9tachement, afin d&#8217;\u00e9viter tout probl\u00e8me l\u00e9gal ou administratif. <\/cite><\/blockquote>\n\n\n\n<p>Les d\u00e9lais et les exigences sp\u00e9cifiques pour la pr\u00e9sentation de la d\u00e9claration de d\u00e9tachement peuvent varier d&#8217;un pays \u00e0 l&#8217;autre. Il est donc conseill\u00e9 de consulter les autorit\u00e9s nationales ou les experts juridiques pour s&#8217;assurer de respecter les r\u00e9glementations en vigueur.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-contenu-de-la-declaration-de-detachement\">Contenu de la d\u00e9claration de d\u00e9tachement <\/h2>\n\n\n\n<p>La d\u00e9claration de d\u00e9tachement, telle que requise par la Directive 2014\/67\/UE, doit inclure les informations essentielles suivantes:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Informations sur l&#8217;entreprise<\/strong>: raison sociale et adresse l\u00e9gale de l&#8217;entreprise effectuant le d\u00e9tachement.<\/li>\n\n\n\n<li><strong>Identification des travailleurs d\u00e9tach\u00e9s<\/strong>: identit\u00e9 des travailleurs d\u00e9tach\u00e9s, y compris leurs noms et, le cas \u00e9ch\u00e9ant, leurs num\u00e9ros d&#8217;identification ou de s\u00e9curit\u00e9 sociale.<\/li>\n\n\n\n<li><strong>Dur\u00e9e du d\u00e9tachement<\/strong>: les dates pr\u00e9vues de d\u00e9but et de fin de l&#8217;assignation temporaire dans le pays h\u00f4te.<\/li>\n\n\n\n<li><strong>Description de l&#8217;activit\u00e9 laborale<\/strong>: une description claire et d\u00e9taill\u00e9e du type de travail ou de services qui seront effectu\u00e9s par les travailleurs d\u00e9tach\u00e9s pendant l&#8217;assignation.<\/li>\n\n\n\n<li><strong>Lieu de travail<\/strong>: le ou les lieux pr\u00e9cis \u00e0 l&#8217;int\u00e9rieur du pays h\u00f4te o\u00f9 l&#8217;activit\u00e9 laborale sera effectu\u00e9e.<\/li>\n\n\n\n<li><strong>Informations de contact<\/strong>: les coordonn\u00e9es du repr\u00e9sentant d\u00e9sign\u00e9 par l&#8217;entreprise d\u00e9tachante. Conform\u00e9ment \u00e0 la Directive 2014\/67\/UE, il peut \u00eatre n\u00e9cessaire de nommer un r\u00e9f\u00e9rent local dans le pays h\u00f4te pour toute la dur\u00e9e du d\u00e9tachement et au-del\u00e0. Le r\u00e9f\u00e9rent devrait \u00e9galement \u00eatre charg\u00e9 de conserver les documents pour d&#8217;\u00e9ventuelles inspections.<\/li>\n\n\n\n<li><strong>Signature et date<\/strong>: la signature de l&#8217;employeur ou d&#8217;un repr\u00e9sentant autoris\u00e9, accompagn\u00e9e de la date de pr\u00e9sentation de la d\u00e9claration.<\/li>\n<\/ul>\n\n\n\n<p>Les informations sp\u00e9cifiques demand\u00e9es dans la d\u00e9claration de d\u00e9tachement peuvent varier d&#8217;un pays \u00e0 l&#8217;autre. Par cons\u00e9quent, il est essentiel que les employeurs consultent les autorit\u00e9s nationales et les experts juridiques pour s&#8217;assurer de fournir les d\u00e9tails n\u00e9cessaires selon les exigences l\u00e9gales des \u00c9tats membres concern\u00e9s. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-non-communication-du-detachement-des-travailleurs\">Non-communication du d\u00e9tachement des travailleurs<\/h2>\n\n\n\n<p>Selon la Directive 2014\/67\/UE, une entreprise peut \u00eatre sanctionn\u00e9e pour ne pas avoir pr\u00e9sent\u00e9 la communication de d\u00e9tachement. Le non-respect de cette obligation peut entra\u00eener des sanctions administratives et\/ou p\u00e9nales de la part des autorit\u00e9s nationales comp\u00e9tentes, <strong>tant dans le pays d&#8217;origine de l&#8217;entreprise que dans le pays h\u00f4te<\/strong>.<\/p>\n\n\n\n<p>Les sanctions pour non-pr\u00e9sentation de la d\u00e9claration de d\u00e9tachement peuvent inclure des <strong>amendes<\/strong>, des <strong>actions en justice<\/strong> ou d&#8217;<strong>autres mesures administratives<\/strong>, telles que d\u00e9finies par les lois et r\u00e9glementations des \u00c9tats membres respectifs. Ces sanctions visent \u00e0 garantir que les employeurs respectent les r\u00e8gles et obligations d\u00e9finies dans la directive. Elles visent \u00e0 prot\u00e9ger les droits du travail et sociaux des employ\u00e9s d\u00e9tach\u00e9s et \u00e0 maintenir des conditions de travail \u00e9quitables et \u00e9gales.<\/p>\n\n\n\n<p>Il est indispensable que les entreprises comprennent pleinement et respectent les exigences l\u00e9gales relatives aux d\u00e9clarations de d\u00e9tachement, pour \u00e9viter des sanctions et garantir que leurs employ\u00e9s d\u00e9tach\u00e9s travaillent dans des conditions l\u00e9gitimes et \u00e9quitables, conform\u00e9ment aux <a href=\"https:\/\/arlettipartners.com\/eu-labour-law\/\">lois sur le travail de l&#8217;UE<\/a>. La consultation juridique et l&#8217;expertise de sp\u00e9cialistes du secteur peuvent \u00eatre utiles pour assurer la conformit\u00e9 et r\u00e9duire le risque de sanctions.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><span class=\"TextRun SCXW176040922 BCX0\" lang=\"IT-IT\" xml:lang=\"IT-IT\" data-contrast=\"none\"><span class=\"NormalTextRun SCXW176040922 BCX0\">Pour plus d&#8217;<\/span><span class=\"NormalTextRun SCXW176040922 BCX0\">informations<\/span><span class=\"NormalTextRun SCXW176040922 BCX0\"> sur le <\/span><span class=\"NormalTextRun SCXW176040922 BCX0\">cadre<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">juridique<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">relatif<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">au<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">d\u00e9tachement<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">du<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">personnel<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">dans<\/span><span class=\"NormalTextRun SCXW176040922 BCX0\"> l&#8217;UE, <\/span><span class=\"NormalTextRun SCXW176040922 BCX0\">consultez<\/span> <span class=\"NormalTextRun SCXW176040922 BCX0\">notre<\/span><span class=\"NormalTextRun SCXW176040922 BCX0\"> guide sur <\/span><span class=\"NormalTextRun SCXW176040922 BCX0\">les<\/span> <a href=\"https:\/\/arlettipartners.com\/eu-posted-workers-directives\/\"><span class=\"NormalTextRun SCXW176040922 BCX0\">Directives<\/span><span class=\"NormalTextRun SCXW176040922 BCX0\"> de l&#8217;UE sur le <\/span><span class=\"NormalTextRun SCXW176040922 BCX0\">d\u00e9tachement<\/span><\/a><span class=\"NormalTextRun SCXW176040922 BCX0\">.<\/span><\/span><span class=\"EOP SCXW176040922 BCX0\" data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"<p>Guide introductif \u00e0 la d\u00e9claration de d\u00e9tachement: qu&#8217;est-ce que c&#8217;est, que comprend-elle, qui est tenu de la pr\u00e9senter et quand, ainsi que les sanctions en cas de non-conformit\u00e9. <\/p>\n","protected":false},"author":1,"featured_media":168410,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5180],"tags":[],"country":[1534],"container":[6598],"service":[6703],"tag-di-competenza":[5609],"class_list":["post-175867","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-posting-declaration","country-union-europeenne","container-global-mobility-services","service-labour-law-compliance-and-eu-directives-eng","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>D\u00e9claration de 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