The elected members ask for a meeting outside the calendar. The first reflex is sometimes to say no: “it wasn't planned”, “it costs hours”. That is almost always a mistake, both legally and in human terms. Here is why.
1. What the French Labour Code (Code du travail) provides
- From 50 employees, the committee may hold a second meeting at the request of a majority of its members (L2315-28).
- It is also convened at the reasoned request of two of its members on matters of health, safety or working conditions, and after any accident that has caused, or could have caused, serious consequences (L2315-27).
- From 11 to 49 employees, the elected members are received, at their request, in an emergency (L2315-21).
2. What an employer who refuses is exposed to
Refusing to convene the CSE when the law requires it obstructs its proper functioning, an offence punishable by a fine of €7,500 (L2317-1). And if the employer does not convene the committee in the cases provided for, the inspector from the inspection du travail (the French labour inspectorate) may, at the request of at least half of the members, convene and chair the meeting (L2315-27). So the meeting takes place anyway, without you at the helm.
3. “But it costs hours”: the real calculation
The time elected members spend in committee meetings is paid as actual working time, and it is not deducted from their heures de délégation (the paid hours granted to employee representatives for their duties) (L2315-11). This applies to an extraordinary meeting just as it does to an ordinary one: the text makes no distinction.
A one-hour meeting therefore costs one hour of work per elected member present. A refusal costs far more: an issue that comes back stronger, elected members who feel disregarded, a labour inspectorate that has been alerted, and an employee-relations climate that deteriorates for months. Not to mention the criminal risk.
4. How to handle the request well
- Reply quickly, in writing, with a date in the near future.
- Ask for the precise subject so you can prepare the agenda with the secretary, and come with the right information.
- Listen first: a request for an extraordinary meeting is often the sign of a concern that has found no other outlet.
- Close with dated commitments, recorded in the minutes and followed up at the next meeting.
A well-run extraordinary meeting defuses a conflict. A refused meeting sparks one.
Please note: this guide is for information only, up to date as of 14 October 2026, and is no substitute for legal advice tailored to your situation. A company-level agreement or your convention collective (collective bargaining agreement) may provide for different rules: check them, and consult an employment lawyer for a specific case.