Employee savings schemes are among the non-negligible benefits that can encourage workers to join one company rather than another.

But you still have to understand what it is to make an informed choice.

Have you spotted job offers that mention a right to profit-sharing or participation?

Does your company intend to implement one or other of these measures?

We help you see it clearly.

Compulsory participation for some

First of all, be aware that these measures regulated by law aim to involve employees in the results of their company.

When the annual balance sheet is good, it undertakes to allow its personnel to benefit from it by granting a bonus that can be paid directly or placed in a specific savings plan.

Any company with more than 50 employees is required to create a profit-sharing scheme for the benefit of its teams.

It is then a collective agreement that is responsible for determining the terms of redistribution of the sums concerned, to a certain extent.

Indeed, all employees must enjoy the fruits of their labor.

At most, a condition of seniority of 3 months in the company may therefore be required.

Similarly, if the amount of the bonus varies each year according to the company's profits, the calculation of the share to be paid to the staff is fixed by law or another equally favorable formula.

It can, as desired, be uniform for all employees, be proportional to salary or attendance time, or even combine several of these criteria.

Interest still optional

At first glance, the incentive scheme is very similar to participation.

Indeed, it is also set up by means of a collective agreement which determines its methods, it obeys the same rules of distribution, in a uniform or proportional way between the employees, and must benefit all the personnel, subject to seniority of a maximum of 3 months.

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Nevertheless, there are some notable differences between these two programs, starting with their framework.

Unlike profit-sharing, profit-sharing is always optional.

It is therefore at the goodwill of society!

Moreover, while the first is calculated in relation to the profits earned, the second focuses on the performance of the company.

In short: the bonus will only be paid if the objectives set have been achieved, which can be much more uncertain...

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What to do with his winnings?

Profit-sharing and profit-sharing schemes are subject to the same conditions for payment of the sums concerned.

Once notified of the amount of their bonus, employees have 15 days to request its immediate payment to their bank account.

But be careful, the amount is then taxable!

Similarly, the profit-sharing bonus is subject to social security contributions, unlike profit-sharing, which is partly exempt.

The other option, this time tax-free, is to invest this sum in the financial product(s) set up by your employer, such as the company savings plan (PEE) or the retirement savings plan (PER) of collective enterprise which succeeded Perco in the fall of 2020. But beware, your savings will then be blocked for at least 5 years and sometimes much more, except in the event of early release for a serious reason or an important project (acquisition of your residence main).

According to Dares, the statistical institute of the Ministry of Labor, 7.6 million employees received a profit-sharing or participation bonus or benefited from the matching of an employee savings plan in 2021.

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