It includes the following changes to French labour laws: (i) modifications to employee redundancy procedures for distressed employers; (ii) increased flexibility for employers confronting serious temporary economic difficulties, including the option to unilaterally reduce work hours or compensation for up to two years pending negotiations with employees; (iii) modifications to employment litigation procedures to promote early-stage settlement discussions, as well as the shortening of the statute of limitations for termination and salary-related disputes; (iv) an increase in employer unemployment contributions from 4.5 percent up to 7 percent for fixed-term employees, depending upon the duration of the fixed-term agreement; and (v) augmentation of the information available to employees and their representatives by the creation of information databases and, for companies with at least 10,000 employees worldwide or at least 5,000 employees in France, by providing employee representatives with access to board meetings.