The work environment is changing... not to say revolution!
Under the effect of the pandemic, hitherto anecdotal practices are indeed, today, in full development.
And while many companies would like to return to the world before, those undergoing a talent war have understood that the quality of life at work has become decisive in recruiting new employees...
Hybrid work, the future
While forced telework during Covid-19 has been difficult for many households, it has also demonstrated the potential of a mode of organization that was previously largely discredited.
So much so that since the return to normal, not a month has passed without a poll praising this practice.
"All the opinion surveys show the willingness of working people to telecommute, and in particular among young people who are more concerned about the balance between personal and professional life and who no longer hesitate to change jobs in this respect. commented Claude Calmon, founder of the recruitment firm Calmon Partners, specializing in the investment professions.
More specifically, hybrid working – understand a mix between working in the office and working remotely – is the new modern leitmotif!
And the entrepreneur adds: “It has become a real subject of negotiation in job interviews, which was not even thinkable barely five years ago”.
The 4-day week in test
According to a recent survey by the ADP firm, 64% of French employees would also like to be able to condense their working week into 4 days.
And precisely, the United Kingdom carried out a pilot project during the first half of 2022 by authorizing workers to increase the duration of their working days to transform their fifth day into rest.
A trial is also planned in Spain, while over the summer Belgium gave employees the right to decide whether they wanted to work 4 or 5 days, condensing their working hours.
In France, the ecologist deputy Matthieu Orphelin would even like to go further.
His bill, tabled in April 2022 in the National Assembly, intends to encourage companies to adopt the 32-hour week, without loss of pay, in return for tax exemptions.
The elected official relies on the similar device of the Robien law which benefited 400 companies in 1996, before being abolished two years later by the Aubry laws.
A few French companies today operate on this model, such as LDLC, a Lyon-based IT company which implemented the 32-hour week without loss of pay in January 2021.
Unlimited holidays
Another dream practice: unlimited holidays.
Several large American companies such as Goldman Sachs, Netflix or LinkedIn have introduced them, often to compensate for extended working hours.
But this is also the case for the 10,000 employees worldwide of the Indeed group, including in France.
On a smaller scale, the Parisian HR programmatic marketing agency Golden Bees also implemented this measure in September 2021, as presented to us by Catherine Regeffe, the company's HRD.
"The idea of this system is to globally improve the balance between professional and personal life, and to free employees from scrupulous monitoring of their leave counters".
However, "it is not a question of taking 6 months or a year off but of taking time for oneself when necessary, according to the needs of each individual, and this, while respecting the organization of his team ".
Our "EMPLOYMENT" file
The HRD thus prefers to speak of “responsible leave” rather than “unlimited” leave.
As for the feedback, it is positive since Golden Bees has noted an average increase of 8 days of leave taken over the year and has registered +30% of applications since the mention of this possibility on recruitment announcements (contracts in thirty-five hours), not to mention an increase in turnover over the last months of 2021.
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