> And hiring laws aren‘t determined by the employee‘s nationality.
Hiring laws aren't, but firing laws are. When I worked as a corporate lawyer, we had lawyers who specialized in knowing the employment laws in various countries and advising companies on the process for exiting, the cost for doing so, etc.
I'd also disagree that people aren't paid by companies during parental leave. They are often topped-up by companies. This was the case at the law firm where I worked, and at the R1 university my wife works for. I'm sure it is also the case at FAANG, which have generous corporate leave policies.
Firing laws are not dependent on nationality, but the location of the employer. If you are based in France, you have to adhere to French laws, simple as that. If you hire a French in the UK, the UK rules apply.
But I guess that's clear to everyone, I was just taking issue with GP's statement that his friend does not hire the French. He probably does not hire in France.
I'm not going to pretend that parental leave doesn't have its downsides. Of course it also results in companies hiring more people to account for the loss of productivity. It isn't cheap, even if the government is footing the bill.
Hiring laws aren't, but firing laws are. When I worked as a corporate lawyer, we had lawyers who specialized in knowing the employment laws in various countries and advising companies on the process for exiting, the cost for doing so, etc.
I'd also disagree that people aren't paid by companies during parental leave. They are often topped-up by companies. This was the case at the law firm where I worked, and at the R1 university my wife works for. I'm sure it is also the case at FAANG, which have generous corporate leave policies.