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The four-day week: a revolution in the world of work?

Did you know that a growing proportion of companies in France are already experimenting with a four-day working week?

Adopting this practice raises fascinating questions about work-life balance, productivity and employee well-being.

What is the four-day week?

The four-day work week is a new trend in labour law that could be implemented in two ways:

  • Reduce the total number of working hours per week, without lowering wages
  • Keep the 35-hour week, but increase daily working hours

Several large companies, such as KPMG in France, have already adopted a four-day week. Abroad, similar initiatives are being tested by 200 companies in Spain and several in the UK. In Iceland, after a successful trial period, the four-day week has been generalized.

The benefits of a four-day work week

The four-day work week can have several advantages for employees and employers. For example:

  • Increased productivity
  • Reduced absenteeism
  • Improving well-being at work
  • Attracting new talent
  • Reduced operating costs and carbon footprint

The challenges of a four-day work week

However, the four-day work week also presents certain challenges. For example, it could :

  • Creating problems in personnel management and work-life balance
  • Making implementation tricky and costly
  • More stress for employees who have to work more at the same time
  • Affecting sales and profitability
  • Problems of competitiveness
  • Additional hiring required
  • Reducing employees’ social ties with the company

What do you think of the four-day work week?

Adopting a four-day working week is a decision that depends on the specific situation of each company. If you have any questions on this subject, Cabinet DESRUMAUX AVOCATS can help you assess whether this option is right for your company, and how to implement it effectively.

We invite you to share your thoughts and experiences on this fascinating subject. Is the four-day work week the future of work? We look forward to hearing your views.

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The modernized version of the Syntec agreement came into force on May 1: Major changes

New amendments to the SYNTEC agreement were extended at the beginning of May, and must therefore be applied in all companies applying this agreement.

These amendments implement a modernized version of this agreement at national level.

It is worth analyzing the main changes brought about by the implementation of these texts.

– An updated collective agreement

The text of the collective bargaining agreement has been revised in its entirety by the social partners, with the aim of simplifying it and making it easier to read.

The new collective agreement now comprises 69 articles divided into thirteen chapters.

The text has been reorganized to make it easier to understand.

The text has also been reworded to clarify its interpretation.

A glossary has been included to make it easier to understand the structure of the text.

– New notice periods for termination of the trial period at the employer’s initiative

New provisions coming into force in this new version of the SYNTEC agreement provide for new notice periods in the event of termination of the trial period by the employer, capped at 6 weeks when the employee has between 6 and 8 months’ seniority.

– Recalculation of retirement indemnities

The calculation of severance pay on retirement has been harmonized with that of severance pay.

From now on, the remuneration elements to be taken into account will be the same for calculating these two allowances.

– Changes to fixed-price agreements

The new version of the Agreement broadens the scope for using fixed-price agreements.

As a result, it is now permitted under the collective bargaining agreement to enter into lump-sum agreements with position 2.3 managers.
Previously, only position 3 managers could enter into this type of agreement.

Please note: employees on a fixed day rate must be paid 100% extra for days worked on Sundays and public holidays.

– Implementation of a telecommuting agreement

The social partners of the Syntec agreement have also adopted an amendment concerning telecommuting, which has been growing steadily in recent years.

The new agreement sets two objectives for employees who work in this way:

– Establish a framework for the latter and for companies that implement hybrid work ;

– To ensure the protection of these employees and the continuity of the company’s activity.
For example, this agreement provides for the fixing of teleworking locations, the need for volunteers to set up teleworking…

Important: employees working from home must also have a break of at least 45 minutes, including the statutory 20-minute break once the working time has reached 6 hours.

Part of this agreement is also devoted to the right to disconnect for all employees covered by the SYNTEC agreement.

– Adopting leave for spontaneous termination of pregnancy

Any employee affected by a spontaneous interruption of pregnancy will benefit from an exceptional two-day leave of absence. This absence will not be deducted from the employee’s vacation entitlement, and there will be no reduction in salary.
This leave applies equally to the employee experiencing the interruption and to his or her spouse, provided that these employees are covered by the Syntec agreement.

– Annual negotiation of minimum wage levels for supervisors, engineers and managers

Minimum wages will be reviewed annually, no later than June 30 of each year.