Eurofound's EU PolicyWatch collates information on the responses of government and social partners to the COVID-19 crisis, the war in Ukraine, rising inflation, as well as gathering examples of company practices aimed at mitigating the social and economic impacts.
Factsheet for measure FR-2020-13/217 – Updated – measures in France
|Country||France , applies nationwide|
|Time period||Temporary, 27 March 2020 – 31 December 2021|
|Type||Legislations or other statutory regulations|
Employment protection and retention
– Income support for people in employment (e.g., short-time work)
|Author||Frédéric Turlan (IRshare) and Eurofound|
|Measure added||31 March 2020 (updated 18 May 2021)|
|Related ERM support instrument|
Link to case FR-2020-10/462
An ordinance to enact “emergency measures” related to short-time working, which was published in France’s official journal on 28 March, temporarily modifies the rules on how certain employees (part-time workers, apprentices and individuals on professional training contracts) are compensated and opens up the system to groups that are normally excluded (public companies, individuals who work from home).
It also modifies the rules for employees that do training during the short-time working period as well as short-time working in the case of protected employees (e.g. staff representatives).
The new ordinance guarantees partial time workers the same rights to minimum monthly remuneration as full-time employees. Apprentices and employees on a professional training contract will be compensated with 100% of their usual remuneration. Employees who during the period of short-time follow a training course are normally compensated by their employer with 100% of their remuneration.
For training programmes agreed between employees and employers after the entry into force of this ordinance, employees will only receive 70% of their remuneration.
When short-time working is applied for all employees at a company, establishment, department or workshop to which a protected employee is assigned or posted, the employer’s decision is binding on protected employees. As a result, until the end of the health crisis, the employer does not have to obtain the agreement of protected employees to put them on short-time working.
Information not yet available.
Employees in standard employment
Other groups of workers
|Applies to all businesses||Does not apply to citizens|
Company / Companies
Social partners' role in designing the measure and form of involvement:
|Trade unions||Employers' organisations|
|Form||Direct consultation outside a formal body||Direct consultation outside a formal body|
Social partners' role in the implementation, monitoring and assessment phase:
Social partners on national level has been informed when the measure was decided by the government, but consulted when it was extended.
The opinion of the CSE (Conseil social et economique) was required because employers will have to consult them within 2 months after the request for partial activity
Eurofound (2020), Emergency measures relating to short-time working, measure FR-2020-13/217 (measures in France), EU PolicyWatch, Dublin, https://static.eurofound.europa.eu/covid19db/cases/FR-2020-13_217.html
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Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process.