{"id":178923,"date":"2022-02-17T12:08:43","date_gmt":"2022-02-17T11:08:43","guid":{"rendered":"https:\/\/arlettipartners.com\/directive-ue-2019-1152-ce-qui-change-pour-les-employeurs-qui-detachent-des-travailleurs\/"},"modified":"2026-10-27T11:56:51","modified_gmt":"2026-10-27T10:56:51","slug":"directive-ue-2019-1152-ce-qui-change-pour-les-employeurs-qui-detachent-des-travailleurs","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/directive-ue-2019-1152-ce-qui-change-pour-les-employeurs-qui-detachent-des-travailleurs\/","title":{"rendered":"Directive UE 2019\/1152 : ce qui change pour les employeurs qui d\u00e9tachent des travailleurs"},"content":{"rendered":"&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">La nouvelle directive sur le d\u00e9tachement des travailleurs introduit de nouveaux droits minimums et de nouvelles r\u00e8gles concernant les informations \u00e0 fournir aux travailleurs sur leurs conditions de travail respectives. La Directive met \u00e0 jour ce qui \u00e9tait d\u00e9j\u00e0 pr\u00e9vu par la r\u00e9glementation 91\/533\/CEE. <\/p>&#13;\n\r\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">&#13;\n<p class=\"wp-block-paragraph\">Pour plus d&#8217;informations sur toutes les directives de l&#8217;UE concernant les travailleurs d\u00e9tach\u00e9s, lisez notre <a href=\"https:\/\/arlettipartners.com\/fr\/reglementation-travailleurs-detaches-directives-ue-detachement\/\">guide sur les directives de l&#8217;UE sur le d\u00e9tachement.<\/a><\/p>&#13;\n<\/blockquote>\r\n&#13;\n<h2 id=\"posted\" class=\"wp-block-heading\">Directive UE 2019\/1152 : les nouveaut\u00e9s<\/h2>&#13;\n&#13;\n<p class=\"wp-block-paragraph\" data-pm-slice=\"1 1 []\">L\u2019article 7 de la directive (UE) 2019\/1152 relative \u00e0 des conditions de travail transparentes et pr\u00e9visibles actualise et \u00e9largit les obligations d\u2019information pr\u00e9c\u00e9demment pr\u00e9vues \u00e0 l\u2019article 4 de la directive <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX%3A31991L0533\">91\/533\/CEE<\/a>, abrog\u00e9e avec effet au 1er ao\u00fbt 2022.<\/p>&#13;\n<p data-pm-slice=\"1 1 []\">Les employeurs doivent fournir aux travailleurs envoy\u00e9s dans un \u00c9tat membre ou un pays tiers autre que l\u2019\u00c9tat membre dans lequel ils travaillent habituellement les informations requises avant leur d\u00e9part, sous r\u00e9serve de l\u2019exemption d\u00e9crite ci-dessous. Les informations suppl\u00e9mentaires comprennent :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>le ou les pays dans lesquels le travail \u00e0 l&#8217;\u00e9tranger doit \u00eatre effectu\u00e9 et la dur\u00e9e pr\u00e9vue ; <\/li>&#13;\n\r\n\r\n&#13;\n<li>la devise dans laquelle l\u2019employeur versera la r\u00e9mun\u00e9ration ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>les prestations en argent ou en nature li\u00e9es aux missions ; <\/li>&#13;\n\r\n\r\n&#13;\n<li>si un rapatriement est pr\u00e9vu et, dans l&#8217;affirmative, les conditions r\u00e9gissant le rapatriement du travailleur ; <\/li>&#13;\n\r\n\r\n&#13;\n<li><strong>la r\u00e9mun\u00e9ration \u00e0 laquelle le travailleur a droit conform\u00e9ment au droit applicable de l&#8217;\u00c9tat membre d&#8217;accueil, le cas \u00e9ch\u00e9ant ;<\/strong><\/li>&#13;\n\r\n\r\n&#13;\n<li>les indemnit\u00e9s sp\u00e9cifiques pour le d\u00e9tachement et les modalit\u00e9s de remboursement des frais de voyage, de nourriture et de logement ; <\/li>&#13;\n\r\n\r\n&#13;\n<li>le lien vers le site web national officiel unique d\u00e9velopp\u00e9 par l&#8217;\u00c9tat membre d&#8217;accueil conform\u00e9ment \u00e0 l&#8217;article 5, paragraphe 2, de la directive <a href=\"https:\/\/arlettipartners.com\/fr\/detachements-transnationaux-la-directive-2014-67-ue\/?lang=fr\">2014\/67\/UE<\/a> du Parlement europ\u00e9en et du Conseil.<\/li>&#13;\n<\/ul>\r\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Nous soulignons donc que, pour les p\u00e9riodes de d\u00e9tachement d\u00e9passant <strong>quatre semaines cons\u00e9cutives<\/strong>, ou pour des p\u00e9riodes plus courtes lorsque la l\u00e9gislation nationale applicable l\u2019exige, l\u2019employeur doit informer le travailleur d\u00e9tach\u00e9, avant son d\u00e9part, de la r\u00e9mun\u00e9ration \u00e0 laquelle il a droit en vertu du droit applicable de l\u2019\u00c9tat membre d\u2019accueil, y compris des dispositions pertinentes des conventions collectives.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Ces informations s\u2019ajoutent \u00e0 celles relatives aux conditions essentielles que les employeurs doivent communiquer au d\u00e9but de la relation de travail :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>la nature et la dur\u00e9e de l\u2019emploi ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>l\u2019organisation du temps de travail ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>la r\u00e9mun\u00e9ration ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>la convention collective applicable, etc.<\/li>&#13;\n<\/ul>\r\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\"><p style=\"text-align: left;\">Le document contenant les informations vis\u00e9es \u00e0 l&#8217;article 7 de la directive UE 2019\/1152 (qui remplace la directive 91\/533\/CEE) <span style=\"text-decoration: underline;\">sera donc consid\u00e9r\u00e9 comme obligatoire<\/span>. De plus, il pourra \u00eatre demand\u00e9 par les autorit\u00e9s du pays d&#8217;accueil, car il contient des informations qui, en vertu de la <em>directive 2014\/67\/UE<\/em>, doivent \u00eatre mises \u00e0 disposition sur demande.<\/p><\/p>&#13;\n&#13;\n<h2 id=\"exemptions\" class=\"wp-block-heading\">Les exemptions pr\u00e9vues par la directive UE<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Le paragraphe 4 de l&#8217;article 7 pr\u00e9cise que l&#8217;obligation de fournir les informations suppl\u00e9mentaires aux travailleurs envoy\u00e9s \u00e0 l&#8217;\u00e9tranger ne s&#8217;applique pas \u00ab <em>si la dur\u00e9e de chaque p\u00e9riode de travail en dehors de l&#8217;\u00c9tat membre dans lequel le travailleur travaille habituellement est \u00e9gale ou inf\u00e9rieure \u00e0 quatre semaines cons\u00e9cutives<\/em> \u00bb.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Toutefois, il convient de pr\u00e9ciser que les \u00c9tats membres ont la possibilit\u00e9 de disposer autrement \u00e0 cet \u00e9gard.<\/p>&#13;\n&#13;\n<h2 id=\"entry\" class=\"wp-block-heading\">Entr\u00e9e en vigueur<\/h2>&#13;\n&#13;\n<p class=\"wp-block-paragraph\" data-pm-slice=\"1 1 []\">La directive (UE) 2019\/1152 est entr\u00e9e en vigueur le <strong>31 juillet 2019<\/strong>. Les \u00c9tats membres \u00e9taient tenus de la transposer dans leur droit national au plus tard le <strong>1er ao\u00fbt 2022<\/strong>.<\/p>&#13;\n","protected":false},"excerpt":{"rendered":"<p>La nouvelle r\u00e9glementation europ\u00e9enne vise \u00e0 rendre les conditions de travail plus transparentes et pr\u00e9visibles dans toute l&#8217;UE. <\/p>\n","protected":false},"author":42,"featured_media":151349,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wpai_generated_summary":"","footnotes":""},"categories":[1460],"tags":[5868],"country":[1534],"container":[6614],"service":[6235],"tag-di-competenza":[5609],"class_list":["post-178923","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-law","tag-highlighted-info-sheet","country-union-europeenne","container-global-mobility-services","service-posting-of-workers-to-eu","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.8 (Yoast SEO v28.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Directive UE 2019\/1152 : ce qui change pour les travailleurs d\u00e9tach\u00e9s - Arletti Partners<\/title>\n<meta name=\"description\" content=\"La directive UE 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