The Labour Code stipulates that documents governing the employee's conditions of employment must be written in French. A French employee, working in English, attacked his former English-speaking company.
The Court of Appeal had dismissed the plaintiff's appeal, considering that the language of the contract was indeed the one used in the company. A decision that could have been legitimate if it had found that the contract had been received from abroad. Failing this, the High Court quashed the judgment. Condemning the offending company to pay 3000 to its former employee.