The employee—a purchasing director at an agribusiness company—challenges her annual days-based working arrangement (*forfait jours*) and claims payment for overtime hours.
In a pre-trial summary order dated February 12, 2026, the Saint-Brieuc Labor Court, acting under Article 145 of the Code of Civil Procedure (CPC), orders SAS Y to disclose the following data to Ms. X within three months of the order's notification, subject to a penalty of €20 per day of delay:
. Payslips and invoices for all employees who are members of Y’s Executive Committee (CODIR)—excluding Messrs. Y, Z, and A—for the period from March 2020 to March 2025, with the redaction of social security numbers, addresses, bank details, and any other personal data, except for the collective agreement classification, detailed monthly gross remuneration (fixed and variable), and cumulative remuneration per calendar year.
. Her records from the time-tracking software since March 27, 2022.
. Her connection logs associated with her user ID, including dates and times of connection to the company’s internal network and usage of the computer provided to her, for the period from March 27, 2022, to March 27, 2025.
. Her human resources file, including all data relating to the assessment of her professional skills and her job descriptions.
. Her electronic Google Calendar for the period from March 27, 2022, to March 27, 2025.
. Emails from her professional Gmail account and "Meet" instant messaging service that she sent or was the primary recipient of—excluding, for the latter category, messages where she was merely copied—covering the period from March 27, 2022, to March 27, 2025.
The order issued by the Saint-Brieuc Labor Court was not appealed.
The summary order is final.
1) FACTS
Ms. X was hired by Company Y (subsequently converted to SAS Y) under a permanent employment contract as a Market Manager on [date] 1995; the employee was promoted to the position of Purchasing and Quality Director on [date] 2020 via an amendment to her employment contract.
On February 6, 2025, during her annual mid-year review, Ms. X was informed via a hand-delivered letter that her employer was contemplating the elimination of her position due to economic difficulties; the letter included a summons to a preliminary meeting regarding a potential redundancy for economic reasons, scheduled for...
The preliminary meeting took place on March 5, 2025.
On March 27, 2025, Ms. X received notification of her redundancy for economic reasons via registered mail; she was exempted from working her notice period and offered the opportunity to join the redeployment leave scheme (*congé de reclassement*).
It was under these circumstances that Ms. X referred the matter to the Saint-Brieuc Labor Court (*Conseil de Prud'hommes*), sitting in summary proceedings (*référé*), on October 15, 2025.
2) REASONING behind the order issued on February 12, 2026, by the Saint-Brieuc Labor Court
In an order dated February 12, 2026, the Saint-Brieuc Labor Court, sitting in summary proceedings...
Ruling by making the decision available at the court registry, in an adversarial proceeding and as a court of last resort, following deliberation in accordance with the law;
. FINDS Ms. X’s claim admissible and well-founded.
. ORDERS SAS Y to provide Ms. X—within three months of the notification of the order and subject to a penalty payment of €20 per day of delay—with the following data:
. Payslips and invoices for all employees who are members of Y’s Executive Committee (CODIR)—with the exception of Messrs. Y, Z, and A—covering the period from March 2020 to March 2025, with the redaction of social security numbers, addresses, bank details, and any other personal data, excluding the collective agreement classification, the detailed monthly gross remuneration (fixed and variable), and the cumulative remuneration per calendar year.
. Her time-tracking system records from March 27, 2022, onwards.
. Her login records (using her ID)—specifically the dates and times of connection to the company’s internal network and usage of the computer provided to her—for the period from March 27, 2022, to March 27, 2025.
. Her human resources file, including all data regarding the assessment of her professional skills and her job descriptions.
. Her electronic calendar (Google Calendar) for the period from March 27, 2022, to March 27, 2025.
. Emails from her professional Gmail account and "Meet" instant messaging service that she sent or was the primary recipient of (excluding, for the latter category, emails where she was merely copied) for the period from March 27, 2022, to March 27, 2025.
. Dismisses Ms. X’s request for the disclosure of the following documents:
. The list of the 10 highest annual incomes paid by SAS Y, specifying the identity and position of the recipients for the years 2020 to 2025.
. Her human resources file, including all data regarding her recruitment, career history, remuneration, disciplinary record, and membership of the executive committee.
. Dismisses the parties' claims under Article 700 of the Code of Civil Procedure.
. Orders that each party shall bear its own costs and expenses incurred in connection with these proceedings.
To read the full brief, click the link below.
Frédéric Chhum, Avocat et ancien membre du Conseil de l’ordre des avocats de Paris (mandat 2019 -2021)
Chhum Avocats (Paris, Nantes, Lille)
chhum@chhum-avocats.com www.chhum-avocats.fr http://twitter.com/#!/fchhum
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