Factsheet for case FR-2020-23/1160 – measures in France
|Country||France , applies nationwide|
|Time period||Temporary, 01 June 2020 – 31 December 2020|
|Type||Bipartite collective agreements|
Protection of workers, adaptation of workplace
– Changes in work organisation
|Author||Frédéric Turlan (IRshare) and Eurofound|
|Case created||21 September 2020|
As part of the continuation and relaunch of activity within the EDF energy group, 'and in particular the modalities of reprogramming until the end of 2020 the activities suspended during the health crisis' , EDF SA concluded an agreement on 3 June 2020 'relating to the protection of employees and social measures' .
Applicable until December 31, 2020, the text sets out the terms and conditions for the gradual return of employees to the site and guarantees the 'consistency' of the means of protection. In order to recognise the 'efforts and contribution of each individual' during the health crisis, it provides for the payment of a €400 bonus for all employees. The agreement was signed by four representative trade unions (CFDT, CFE-CGC, CGT and FO).
The aim of the agreement is to "support the relaunch of activity by preserving the balance between the need to fulfill missions, the interests of the company and the protection of employees" . In addition to measures organising the gradual return of employees to the workplace, the text aims to organise the management of leave and working time, to recognise the commitment of employees during the health crisis and to support those who find themselves in financial difficulty.
In addition, to take account of the lessons learned during the crisis, the signatories undertake to open collective bargaining by the end of 2020, aimed at 'improving work organisations and incorporating changes, particularly in terms of teleworking and work-life balance'.
Organising the gradual return of employees
With a view to enabling a gradual return of employees at all sites, the agreement lists 'common principles', which are to be taken up at divisional level, according to their specific features, and then applied at the level of each establishment. These relate in particular to organisational arrangements, such as widening the periods of arrival and departure on site, changing shifts, widening the periods of lunch breaks and defining catering arrangements, and maintaining home-working. Concerning teleworking, the decision will have to be taken taking into account the gradual return to the site (modulation of the number of days per week) and certain elements (local health situation, activity needs, public transport, etc.). In this respect, employees who do not already receive compensation for regular teleworking will exceptionally receive, for 2020, a flat-rate allowance of €100 gross to compensate for the costs incurred. In addition, to accompany the return to the site, "complete information" (guides, charters, videos and tutorials on barrier gestures, etc.) will be made available to employees.
Supporting work-study programmes
To support young people on work-study contracts, the agreement provides for:
Organising leave and working time
The company guarantees a minimum of two consecutive weeks of holidays between 15 June and 15 September. The summer holidays may be longer than these two weeks 'as long as the organisation of the activity allows it' . With regard to working time management, professional and managerial employees who benefit from a reduced forfait-jours (when their working time is calculated over the year in days) and wish to contribute more to the relaunch of activity, may, exceptionally, opt for a higher forfait-jours than their current one (i.e. they agree to work more).
Recognising employee commitment
Wishing 'to recognise the efforts and special mobilisation of EDF SA employees during the health crisis' , EDF will pay a €400 bonus (pro-rated according to paid working hours as of 31 May 2020) on the August payroll for all employees, excluding senior executives and managers, and employees whose employment contracts have been continuously suspended since 17 March 2020. Temporary workers will benefit from this bonus if they have been present from 17 March to 31 May 2020.
Accompanying employees in difficulty
In order to support employees 'who may find themselves in financial difficulty as a result of the health crisis and the period of confinement', the agreement provides in particular for the following measures:
As part of national solidarity, EDF is setting up a scheme accessible to all employees enabling them to donate hours or days to some NGO.
The agreement applies to the whole French workforce of EDF SA. EDF SA employs about 65,000 people.
Employees in standard employment
Workers in non-standard forms of employment
Youth (18-25) in employment
|Applies to all businesses||Does not apply to citizens|
Social partners jointly
Company / Companies
Social partners' role in designing the measure and form of involvement:
|Trade unions||Employers' organisations|
|Role||Agreed (outcome) incl. social partner initiative||Negotiated|
|Form||Not applicable||Not applicable|
Social partners' role in the implementation, monitoring and assessment phase:
The agreement was signed by the four representative trade unions (CFDT, CFE-CGC, CGT and FO), representating 100% of the votes at the workplace elections.
The trade unions supported the measures the have agreed.
|Economic area||Sector (NACE level 2)|
|D - Electricity, Gas, Steam And Air Conditioning Supply||D35 Electricity, gas, steam and air conditioning supply|
This case is not occupation-specific.
Eurofound (2020), Agreement on the protection of employees and social measures as part of the relaunch of activity at EDF SA, case FR-2020-23/1160 (measures in France), COVID-19 EU PolicyWatch, Dublin, http://eurofound.link/covid19eupolicywatch
Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process. All information is preliminary and subject to change.