With the recent upheavals that businesses have faced, from inflation to the health crisis, the organization of work has been disrupted. HR professionals have had to adapt, and are now structuring their thinking, to adapt the legislative framework to these developments.

Thus, ANDRH, National HRD Association recently shared its proposals for work organization, after a month of polling 513 decision-makers from all sectors in February.

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What adaptations of the Labor Code to new HR challenges?

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Inflation: a cause for concern for HR

Several key themes emerged from this study, including inflation, which has a direct impact on the resources of companies and their remuneration policies.

It is indeed essential to be resilient and to optimize your investments: reduction of real estate and energy costs in particular, in order to succeed in offering attractive remuneration to talents, while having a modern office space that is in line with the challenges of the company.

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Read our article on flex-office layout‍

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‍Adapting the Labor Code to flexibility

The HR directors interviewed for this study thus unanimously admit that the health crisis has upset the organization of work.

To respond to these changes, 84% of respondents believe that it is essential to amend the Labour Code and consider as a priority:

• La simplifying the monitoring of working time, and in particular its accounting in payroll;
• La clarification of the employer's responsibility for health, QVCT and prevention in teleworking.

Thus, ANDRH asks to integrate these elements into the Labor Code, in order to respond in a relevant and sustainable way to the new expectations of flexibility of employees.
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The vice-president of the association, Benoit Serre, thus highlights the importance of guaranteeing, despite these developments, adapted working conditions for employees. Indeed, maintaining hybrid work - a mixture between remote work and the office - requires increased vigilance with regard to health and safety of the collaborator (QVCT).

On even more ambitious models, such as the 4-day week, we note that we are still at the beginning of the transformation: 3% of HR respondents have implemented it, mainly in small structures. The subject, while not yet at the center of all discussions, is in any case beginning to germinate in the minds of companies, with 61% of decision-makers who are in favor of it under certain conditions.

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Read also our article on the 4-day week

Educating about the employment of seniors

A thorny subject and at the center of all debates, with the ongoing discussions on pension reform, The employment of seniors is a problem that is perceived as very urgent.

Nearly 2/3 of respondents are in favor of a 1 senior 1 solution plan, based on the one that was built for the employment of young people during the Covid crisis.

Indeed, it seems urgent to make the employment of seniors more attractive through:

• Of employment incentives ;
• Of load reductions ;
• One increased funding for training to adapt to new jobs;
• One communication and increased training to evangelize about the employability of seniors.

The employment of people over 55 itself is not a simple and unified subject, with a difference to be made between those aged 55-59 and 60-64.

In summary, the study conducted by ANDRH highlights the importance to adapt the Labor Code to the new needs of employees and the expectations of talents in terms of flexibility, especially with the spread of hybrid work. It is also urgent to solve the problem of the employment of seniors, and to address the consequences of inflation on company resources.

It is therefore essential for companies to remain vigilant and adapt to changes in the labor market in order to ensure appropriate working conditions for all employees.

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