All this information is mandatory but not sufficient. Indeed, you must discuss other very important points with your company, in particular (non-exhaustive list) :
- The law governing the contract with the competent court in the event of a dispute
- The trial period
- The clauses imposed by your employer (mobility, non-competition, confidentiality)
- Benefits in kind (company car, driver, company accommodation, domestic employees, private secretary, etc.)
- Suspension of the contract (paid leave, illness, maternity leave, work accidents)
- Possible promotion opportunities on site
- The possibility of bonuses in terms of seniority, particularly for retirement
- Coverage of installation costs (including for your family), travel, removals, return trips to France, schooling, repatriation
- Housing if there is no functional housing (assistance with rent and charges)
- Basic and supplementary social security coverage: local sickness, retirement and unemployment on return
- The position on return or the notice period in the event of a proposal from another expatriation
- Conditions for termination of the contract : termination of fixed-term contract, resignation, dismissal (notice, compensation)
2.4. What is the applicable law and the competent court in case of conflict ?
n principle, the expatriation rider is "governed by the law chosen between the parties". (Article 3 of the Rome Convention). In the absence of agreement between the parties to the contract on the applicable law, the latter will be the law of the country where the employee, in performance of the contract, habitually performs his work, even if he is temporarily seconded (Article 6 of the Rome Convention). However, if there are closer links with another country, the law of the latter is then applicable.
