French law · Prepare your case, step by step
Organise hiring-discrimination evidence in France
A hiring-discrimination file should separate observed facts, the suspected protected characteristic and available explanations. Keep the advertisement, application, exchanges and relevant comparisons obtained lawfully. Different treatment requires contextual assessment. This organiser cannot establish discrimination or a recruiter’s intention; it helps present a clear factual record to the appropriate adviser or authority.
Go to the organiserWhich situations should I distinguish?
| Situation | Purpose | What to check |
|---|---|---|
| Professional criterion | Assess suitability for the role | Advertised skills and requirements |
| Prohibited criterion | Raise a discrimination issue | Stated reason and context |
Which reason can make a refusal discriminatory?
A refusal to hire is discriminatory when based on a prohibited ground rather than a professional criterion.
Source 1 ↗Source 2 ↗How do observations become a factual record?
The difference between an impression and a substantiated file lies in verifiable facts: wording, chronology, comparators, questions asked and the reason given.
Source 1 ↗Source 2 ↗Do the available routes serve the same purpose?
Civil, criminal, administrative and reporting routes serve different purposes and use different evidence rules; present them separately.
Source 1 ↗Source 2 ↗What does a worked example show?
An advertisement specifies a skill, but a rejection message appears to rely on an unrelated personal characteristic.
- Task
- Organise hiring-discrimination evidence in France
- Evidence to locate
- Job advertisement, application, submitted CV and stated criteria
- Question to resolve
- How do observations become a factual record?
Preserve the exact wording and compare the stated reasons with the recruitment criteria.
How can I prepare this file?
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Read this distinction: A refusal to hire is discriminatory when based on a prohibited ground rather than a professional criterion. Record what your documents establish and what remains uncertain.
Which issues should I examine in my file?
Which reason can make a refusal discriminatory?
Read this distinction: A refusal to hire is discriminatory when based on a prohibited ground rather than a professional criterion. Record what your documents establish and what remains uncertain.
How do observations become a factual record?
Read this distinction: The difference between an impression and a substantiated file lies in verifiable facts: wording, chronology, comparators, questions asked and the reason given. Record what your documents establish and what remains uncertain.
Do the available routes serve the same purpose?
Read this distinction: Civil, criminal, administrative and reporting routes serve different purposes and use different evidence rules; present them separately. Record what your documents establish and what remains uncertain.
What should I know before acting?
Which reason can make a refusal discriminatory?
A refusal to hire is discriminatory when based on a prohibited ground rather than a professional criterion.
Source 1 ↗Source 2 ↗How do observations become a factual record?
The difference between an impression and a substantiated file lies in verifiable facts: wording, chronology, comparators, questions asked and the reason given.
Source 1 ↗Source 2 ↗Do the available routes serve the same purpose?
Civil, criminal, administrative and reporting routes serve different purposes and use different evidence rules; present them separately.
Source 1 ↗Source 2 ↗Which documents make this file useful?
Start by locating these records: Job advertisement, application, submitted CV and stated criteria; Messages, interview notes, questions asked and rejection decision; Lawfully obtained comparators and a chronology preserved without altering originals. Keep unknown or unavailable details marked as such; a checklist is not proof that a document exists.
What does the worked example demonstrate?
An advertisement specifies a skill, but a rejection message appears to rely on an unrelated personal characteristic. Preserve the exact wording and compare the stated reasons with the recruitment criteria. This fictional example demonstrates a preparation method, not the outcome of a real case.
Which mistakes can change the analysis?
Avoid these shortcuts: Turning correlation or personal perception into a certain legal conclusion; Collecting or disclosing third-party personal data disproportionately.
Source 1 ↗Source 2 ↗Does completing the sheet submit a request?
No. The sheet organises your selected issue, available records and own notes. It sends nothing to an authority or another party, calculates no deadline and cannot suspend one. Copy the file and check the applicable procedure before acting. Preserve the exact wording and compare the stated reasons with the recruitment criteria.
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