Emmanuel Duteil 11:58 a.m., August 31, 2021

While the Minister of Labor Elisabeth Borne announced Monday evening that there will no longer be a "minimum number of days" of teleworking required in companies from this Tuesday, the editorialist of Europe 1, Emmanuel Duteil, commented on this practice in Europe Matin, saying that it has many advantages.

EDITORIAL

There will no longer be a "minimum number of days" of teleworking required by the state in companies from Tuesday evening, said Labor Minister Elisabeth Borne on Monday.

A new protocol must indeed be published this evening in order to allow "the management of the companies, in discussion with the representatives of the employees", to define the new rules in force for the re-entry.

In Europe Matin, our columnist Emmanuel Duteil returned to this practice democratized by the health crisis.

He considered that it was in the interests of both companies and employees to maintain a dose of remote work. 

Flexibility in the management of family life

"I assume from the outset, we must maintain a dose of teleworking. It is in the interest of companies and employees. Coming back to work five days a week is not a good idea. Teleworking undergone and imposed during the first confinement as well as the memories which go with it and which generated a lot of suffering, it is to be banned. But I am talking about a voluntary and chosen telework, one to two days a week for professions which can because it is estimated today that around a third of the professions practice it.

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When it is possible, teleworking has indeed advantages.

It offers flexibility in the management of family life, especially childcare.

It allows you to avoid endless journeys, either because you live far from your work, or because you live in a large metropolis and have to take crowded buses and subways in the morning.

It even gives the possibility of living further from work to have a small pleasant space, a garden, a balcony and therefore a little more peace.

And then, it offers time slots to pick up a package or manage, for example, a quote.

Go to work because it's useful

All this is therefore linked to his personal comfort to perhaps work better.

Because it is not anecdotal.

And this is all the more important as many employees have recently taken a liking to these spaces of freedom in their agenda and going back would therefore simply be a big step backwards for them.

Casually, an employee who is happy in his position is always an employee who works better.

And then that also has an important virtue: we go to work because it is useful.

We therefore need days when everyone is there in order to concentrate the reflection, the big meeting and the moments of conviviality on the days when we are present.

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All this of course requires organization and effort. But there is also another effect linked to the health crisis. Employees, according to HRDs, want a change in the management style. They ultimately want more recognition and this practice is a way to meet these legitimate aspirations. As for the risk that teleworking rhymes with 'glandouille', still according to the HRD, an employee who does not work telework is an employee who does not work either when he is physically present. And finally, fewer employees at the same time at work, it also means less need for square meters and therefore savings in rent. "

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