The country’s employees do not want to abandon the financial and psychological benefits of this system of work. In France, is such an approach possible?
Returning to the office for staff is not a long quiet river. Many people, especially younger ones, can have at least part of this way of working remotely (from home or elsewhere), even if it means making financial sacrifices.
This is the situation for English employees. According to a study by Ivanthi (a software publisher), 66% of those polled say they will be telecommunicated rather than promoted, while almost half (49%) say they accept pay cuts to work wherever they want.
Savings, but costs
Only 16% of respondents say they want to return to the office full time in the future.
The country’s employees do not want to give up the financial and psychological benefits that delivery offers. Topping the list are flexibility (42%), reduced stress and travel (43%), and savings (48%).
The fact is that the delivery is not considered a complete panic. In addition to the lack of communication with colleagues, British employees regret other related costs such as increasing their electricity bill and purchasing equipment. Expenses to be paid by their employer, they believe.
And in France?
Some companies already use this concept because they are paid less to deliver. On Facebook, which targets 50% of teleworking employees, pay is adjusted according to each person’s place of residence.
In short, employees who decide to move to locations that are less expensive than Silicon Valley must automatically accept a reduction in their salary in order to increase their purchasing power, which is then coded on a contractual basis for the price of their new place of employment. .
In France, is such an approach possible? The legal framework of the employment contract is much stricter than in the Anglo-Saxon countries and it is difficult to legally justify a reduction in pay in telecommunications according to an employee’s place of residence, as this would introduce breaches in equality among employees.
“I do not think it’s possible for this plan to come from an employee or an employer because it goes against the non-discriminatory policy of” equal work, equal pay, “he said. .
“In addition, in many companies, delivery is governed by a charter that determines the number of days that a collective agreement or telecommunication is made.
On the other hand, when recruiting, some companies, mainly start-ups, considered the possibility of adapting the payroll for those who choose to settle in different regions of the country. Before meeting there.
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