Even before the pension reform, another major reform was adopted on December 21: the reform of unemployment insurance. Since February 1, 2023, new people registered with Pôle Emploi have had their compensation period reduced by 25% if the unemployment rate for all generations is less than 9% and if it has not increased by more than 0.8 % over a quarter. The point with Mercer, specialist in human resources consulting for more than 75 years.
Thus, a senior who would currently be entitled to 36 months of unemployment, will only be compensated for 27 months with these new rules.
At the same time, the government announced its plan to reform pensions in line with what successive governments have undertaken since 1993, namely to change the parameters of the French pension system, namely the legal age and the duration of contributions. , without modifying its intrinsic functioning.
Does the combination of these two reforms risk significantly weakening seniors?
This part of the population encounters more difficulties in gaining access to employment.
Recalled by the Minister of Economy and Finance, Bruno Lemaire, during the speech presenting the pension reform on January 10, the employment rate of seniors over 55 in France is only 56%.
In addition, many companies have become accustomed to setting up mutually agreed terminations when their employees end their careers and therefore, in fact, have Unemployment Insurance pay for the care of their seniors.
What solutions are proposed to ensure the success of these reforms?
To overcome these difficulties and carry out these changes, the government is proposing two real innovations as part of its pension reform project around two main axes.
- Prevent professional wear and tear with the new creation of a “prevention of professional wear and tear” fund and compulsory medical follow-up at ages 45 and 61.
- Encourage companies to consider seniors more with the establishment of a universal CET, a Senior Index and easier access to gradual retirement.
With only 0.8% of employees having used part of their points allocated on their Hardship Prevention Account (C2P) and 0.002% having chosen training in seven years, the new solutions offered, still very much focused on training and retraining, do not appear to be the most suitable for effectively preventing occupational wear and tear.
The strengthening of medical monitoring, if desirable, would be followed by concrete effects, but only for some of the employees worn out by work.
Indeed, following a change of position of the government within the framework of the parliamentary debates, the victims of industrial accidents and occupational disease could finally leave as early as 60 years old as today.
On the other hand, the beneficiaries of both a hardship account and a long career will no longer be able to leave before the age of 62.
Faced with this observation, could the measures allowing the transition between employment and retirement be the right solution?
The government seems to have become aware of this need and has, moreover, accorded an important place to one measure in its reform: gradual retirement.
Nevertheless, extended by being possible in the future for civil servants, it remains limited in addition by being shifted from 60 years to 62 years.
However, we meet many tired employees from the age of 57/58 years. Moreover, according to the impact study of the reform presented by the government, the rate of “inactive” people (unemployed, sick, absent) of the 1950 generation reached 29% the year before retirement. .
To respond to this problem, there is now the part-time senior set up by certain companies from the age of 57/58 with maintenance of full-time pension contributions and possibly maintenance of remuneration beyond the activity rate of the employee. order from 5% to 15%.
In this regard, the government plans to implement a so-called “universal” CET in each company, which could be used as a real solution for arranging the end of careers through part-time work. The State and companies, by agreement, could even decide to supplement part of the days deposited.
The latter could also be used only from a certain age in the context of end-of-career arrangements (end-of-career leave, part-time) in order to limit work stoppages and organize the skills transfer. The future of this CET would certainly be discussed within the framework of a forthcoming Labor Law.
L’Index Senior, rejected by the Constitutional Council on April 14, had the advantage of putting the management of seniors at the center of social dialogue.
It thus made the subject of the employment of seniors compulsory within the framework of the GEPP negotiation and forced companies to be more transparent thanks to financial sanctions, the amount of which would depend on the payroll.
If this index was rejected by the Elders because it did not respect the object of the Social Security Financing Act in which it was included, it did not necessarily breathe its last, since the government could see adopted via another law.
Article published on 04/27/2023 at 01:00 | Read 40 times
2023-04-26 23:05:16
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