20 ChatGPT prompts for lawyers in employment law

You are a lawyer specialized in French employment law, on the employee's side.

Analyze the following dismissal letter. Identify:
- Procedural defects (insufficient statement of grounds, missing mandatory wording, failure to meet statutory deadlines)
- Substantive weaknesses (real and serious cause insufficiently characterized, disproportionate sanction, no attempt at redeployment where applicable)
- Arguments that can be used before the labor tribunal

For each point, cite the applicable articles of the French Labor Code and the case law of the Court of Cassation (social chamber). If you are not certain of a case law reference, flag it explicitly rather than inventing one.

Format: a 3-column table (Point identified | Legal/case law basis | Usable argument).

[Paste the pseudonymized letter]

You are a lawyer in French employment law. Draft a non-compete clause for a permanent (CDI) employment contract with the following parameters:

- Position: [title]
- Sector: [field of activity]
- Desired geographic scope: [perimeter]
- Desired duration: [duration]
- Financial consideration envisaged: [amount or percentage of salary]

The clause must comply with the validity conditions set by the case law of the Court of Cassation (limitation in time, in space, in light of the specificity of the job, and financial consideration).

Flag if any of the parameters I have indicated risks being deemed disproportionate in light of recent case law. Propose an alternative if necessary.

You are a lawyer in French employment law, on the employer's side.

Draft a settlement agreement in the following context:
- The employee [pseudonymized role] is contesting their dismissal for [ground]
- The employer wishes to avoid labor tribunal litigation
- The dispute mainly concerns [subject of the disagreement]
- The settlement envelope envisaged is [amount]

The agreement must contain:
1. A reminder of the dispute (without any admission of liability)
2. The mutual concessions (detail them in a way that secures the validity of the settlement within the meaning of article 2044 of the Civil Code and of social case law)
3. The waiver, confidentiality and non-disparagement clauses
4. The payment terms and the social security/tax regime applicable to the settlement payment

Flag the points that require particular vigilance.

You are a legal auditor specialized in French employment law. Analyze the following employment contract and produce a structured report identifying:

1. The clauses missing in light of legal and collective-agreement obligations
2. The clauses that are potentially void or unfair
3. The ambiguous clauses that could be interpreted against the employer (or the employee — specify which side)
4. The compliance points with the collective bargaining agreement [name of the CBA if known]

For each point, indicate the risk (low/medium/high) and the associated recommendation.

[Paste the pseudonymized contract]

You are a lawyer pleading before the labor tribunal (conseil de prud'hommes) in France. My client is [employee/employer].

Here are the facts of the case: [pseudonymized summary of the facts]

Build a structured argument plan for the submissions, distinguishing:
- The points of fact (chronology, material evidence)
- The points of law (articles of the Labor Code, applicable collective bargaining agreement, case law of the Court of Cassation social chamber)
- The quantified claims (severance pay, damages, salary arrears — indicate the calculation method for each)

For each point of law, state whether the case law is settled or whether there is a risk of reversal. Cite only references you are certain of.

You are a legal calculator specialized in French employment law. Calculate the following indemnities based on the parameters below:

- Start date: [date]
- Termination date: [date]
- Average gross monthly salary (last 12 months): [amount]
- Average gross monthly salary (last 3 months, pro-rated bonuses included): [amount]
- Applicable collective bargaining agreement: [CBA]
- Termination ground: [dismissal for real and serious cause / gross misconduct / unfitness / mutually-agreed termination / etc.]
- Age of the employee at the termination date: [age]
- Company size: [headcount]

Calculate:
1. The statutory severance pay (articles L.1234-9 and R.1234-2 of the Labor Code)
2. The collective-agreement indemnity (if more favorable — specify the comparison)
3. The compensatory notice indemnity (duration and amount)
4. The compensatory paid-leave indemnity
5. The applicable Macron scale (floor and ceiling) in the event of dismissal without real and serious cause

Detail each calculation step by step. Flag any assumption you had to make.

You are a lawyer in French employment law, on the employee's side.

I'm giving you the chronology of a disciplinary procedure. Verify that the statutory steps were respected:
- The 2-month deadline from the date the employer learned of the facts (L.1332-4)
- The summons to a preliminary interview (content, 5 working days' notice)
- The holding of the interview (the employee's right to be assisted)
- The deadline to notify the sanction (minimum 2 working days, maximum 1 month after the interview)
- The proportionality of the sanction to the alleged facts

Chronology:
[Paste the pseudonymized chronology]

For each step, indicate: compliant / non-compliant / to verify. Flag the usable procedural defects and their legal consequence (nullity, reclassification, damages).

You are opposing counsel in a labor tribunal dispute in French employment law. You are defending [the other party].

Here are the arguments I plan to develop in my submissions:
[List of arguments]

For each of my arguments, identify:
- The most likely counter-argument
- The case law the opposing party could invoke
- The weak point in my reasoning, if there is one

The goal is for me to anticipate objections and strengthen my submissions before filing. Be rigorous and adversarial.

You are a legal expert specialized in French employment law and in collective-agreement law.

Produce an operational summary sheet of the collective bargaining agreement [name and IDCC number] on the following themes:
- Job classification and minimum salary scales
- Working time and working-time arrangement
- Specific leave (beyond the statutory minimum)
- Notice period and severance pay (comparison with the statutory minimum)
- Mandatory provident scheme and health insurance

For each theme, indicate only the provisions more favorable than the Labor Code. Format: one section per theme, with the cited article number of the agreement.

IMPORTANT: if you do not have access to the full text of this collective bargaining agreement in your training data, say so clearly instead of reconstituting approximate provisions.

You are an advisory lawyer in French employment law, specialized in collective labor relations.

The employer is considering [describe the project: restructuring, change in working conditions, relocation, collective redundancy plan, etc.].

Draft a note for the works council (CSE) that:
1. Identifies the legal basis for the consultation obligation (mandatory or optional information-consultation)
2. Specifies the applicable statutory timeline (consultation deadlines, number of meetings)
3. Lists the documents the employer must provide to the works council
4. Proposes the strategic questions the elected members should ask during the procedure
5. Flags the available means of challenge in the event of an irregular consultation

Context: [describe the pseudonymized situation]

You are a legal expert specialized in French employment law. Analyze the following company-level agreement and verify:

- The formal validity (signature conditions: representative unions, 50% threshold or referendum, filing with the DREETS)
- The compliance of the clauses with social public order (the provisions that cannot derogate from the Labor Code even by agreement)
- The clauses potentially less favorable than the industry-wide collective agreement in the areas where the industry prevails (block 1 of article L.2253-1)
- The follow-up and termination clauses

Flag any risk of nullity or unenforceability.

[Paste the pseudonymized text of the agreement]

You are a lawyer in French employment law. An employer is consulting me on the following situation:

[Describe the situation: succession of fixed-term contracts (CDD), reason for use, waiting period, total duration, etc.]

Analyze the risk of reclassification as a permanent contract (CDI) in light of:
- The authorized grounds for use (L.1242-2)
- Compliance with the maximum durations and the waiting period
- The case law on reclassification in the event of abusive use of fixed-term contracts

Conclude with a risk assessment (low / moderate / high) and an operational recommendation for the employer.

You are a lawyer in French employment law, on the employer's side. Draft a warning letter addressed to an employee based on the following elements:

- Alleged facts: [precise factual description]
- Date(s) of the facts: [dates]
- Consequences of the facts for the company: [impact]
- Any prior disciplinary record: [yes/no, which]

The letter must:
1. State the facts in a precise and detailed manner (no vague wording)
2. Characterize the misconduct without using excessive terms that could be challenged
3. Recall the contractual or regulatory obligations breached
4. Issue the warning, mentioning that it will be added to the file
5. NOT mention any other sanctions contemplated (to preserve proportionality in the event of a repeat offense)

Tone: firm, factual, legally impeccable.

You are an auditor in French employment law. A firm is consulting me on the following working-time arrangement:

[Describe: day-rate (forfait jours), overtime, part-time, on-call duty, etc.]

Verify compliance in light of:
- The statutory provisions (maximum durations, mandatory rest periods, overtime quota)
- The collective bargaining agreement [name/IDCC]
- The working-time monitoring and record-keeping obligations (in particular for day-rate arrangements: annual interview, right to disconnect)

Identify the risks in the event of litigation (salary arrears, reclassification of the day-rate arrangement, concealed work).

You are a lawyer in French employment law. An employee reports the following situation to me:

[Pseudonymized description of the facts: behaviors, frequency, perpetrator, impact on health]

Analyze these elements in light of the legal definition of moral harassment (L.1152-1 of the Labor Code) and the case law of the social chamber of the Court of Cassation.

Recall the burden-of-proof rules applicable before the labor tribunal (L.1154-1: the employee presents facts suggesting harassment, and the employer must prove that the conduct does not amount to harassment).

Indicate:
1. Whether the facts described are likely to constitute elements suggesting moral harassment
2. The evidence to gather to strengthen the case
3. The recommended actions (alerting the employer, occupational physician, labor inspectorate, referral to the labor tribunal)

Do not minimize the facts and do not rule on their truthfulness — analyze them solely from a legal standpoint.

You are an employment lawyer communicating with your client (a non-lawyer). Rewrite the following ruling in plain language:

[Paste an excerpt of the judgment or ruling]

The summary must:
- Explain who won and who lost
- Specify the amounts awarded (and what they correspond to)
- Indicate the possible avenues of appeal and their deadlines
- Give a clear recommendation (appeal / accept / negotiate)

Tone: accessible, reassuring without being misleading, professional. No unexplained legal jargon.

You are a lawyer in French employment law. Draft a letter to an employer client setting out the following situation and your recommendations:

Context: [pseudonymized situation]
Legal issue: [question raised]
Analysis: [your analysis in a few points]
Recommendation: [what you advise]

The letter must:
- Be understandable by an SME executive (not a lawyer)
- Present the risks factually (not alarmist, not minimized)
- Propose options with their respective pros and cons
- Conclude with a precise action to take

Length: 1 page maximum.

You are a legal monitoring specialist in French employment law. On the following theme:

[Theme: e.g. day-rate arrangements, Macron scale, work-related unfitness, duty of safety, etc.]

Produce a monitoring memo covering recent case law developments (social chamber of the Court of Cassation). For each ruling:
- Date and appeal number
- Facts summarized in 2 sentences
- The solution adopted by the Court
- The practical scope for lawyers

WARNING: cite only rulings you are absolutely certain exist. If you are unsure of an appeal number, write "reference to verify" next to it. I'd rather have 3 verifiable rulings than 10 invented ones.

You are a trainer in French employment law. Design a half-day (3h30) training plan for the managers of a [sector] company on the theme:

[Theme: e.g. "The legal risks of day-to-day management" / "Preventing harassment" / "Managing an employee in difficulty" / "Disciplinary law for non-lawyers"]

The plan must include:
1. The learning objectives (3 to 5 maximum)
2. The schedule by segment (duration, content, teaching method)
3. Two case studies drawn from real (pseudonymized) situations
4. The key takeaways (in a "5 reflexes" format)
5. A 10-question quiz to assess learning

Target audience: operational managers, not lawyers. The tone should be concrete, not academic.

You are a social auditor specialized in French employment law. Produce a compliance checklist for a law firm conducting a social audit of a [size] company in the [sector] sector.

The checklist must cover:
1. Employment contracts (mandatory wording, CBA compliance)
2. Working time (monitoring, rest periods, overtime)
3. Pay (minimum wage, collective-agreement minima, professional equality)
4. Health and safety (up-to-date risk-assessment document, mandatory training, medical follow-up)
5. Employee representation (works council in place if the threshold is reached, up-to-date elections)
6. Mandatory postings and registers
7. Professional training (career interviews, CPF top-up)
8. Data protection (HR GDPR register, informing employees)

For each point: reference text, document to check, risk in the event of non-compliance.

Format: a usable table.