“It is necessary to refocus debates on salary, which remains the primary instrument for sharing value in companies” | EUROtoday

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DIn his basic coverage speech on January 30, [le premier ministre] Gabriel Attal insisted on the necessity to cease the phenomenon of “smicardization”. If 17% of staff are right now on the minimal wage degree, allow us to do not forget that this phenomenon will not be new and it’s defined mechanically by the indexation of the minimal wage to inflation, which permits a relative upkeep of the minimal wage. buying energy of the minimal wage. On the opposite hand, in accordance with the path of animation, analysis, research and statistics [Dares] from the Ministry of Labor, adjustments in the actual month-to-month fundamental wage present a drop within the buying energy of staff above the minimal wage, of round 3% because the begin of 2021. How can we clarify such a state of affairs?

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It is appropriate to read recent developments with regard to the policies of flexibilisation and precariousness of work deployed by companies for several decades. Added to this is a movement of diversification and complexity of salary practices which is manifested, from the 1980s, by the rise of individualization then, from the 2000s, by the expansion of employee savings schemes. , today renamed “value sharing” within the public debate (profit-sharing, participation and firm financial savings plan).

All of those developments have truly weakened the flexibility of unions to acquire important wage will increase throughout firm collective bargaining, after they truly happen. According to Dares, solely 10.6% of firms with ten or extra staff, which make use of 51% of staff, initiated negotiations on salaries and bonuses in 2021, and an settlement was reached in lower than seven circumstances. on ten. The absence of negotiations can also be incessantly justified by the direct software of a sector settlement.

Windfall results

While the general public authorities exclude any risk of indexing salaries to inflation, the popular different, incessantly mobilized prior to now, consists of encouraging employers to pay bonuses partially or completely exempt from social contributions to take care of at the least briefly the buying energy. This is how the federal government launched, through the summer season of 2022, the “value sharing bonus”, which changed the “exceptional purchasing power bonus”, often called the “Macron bonus”, created on the finish of 2018 in response to the “yellow vest” motion.

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At the tip of 2022, the federal government inspired employer and union organizations to barter a nationwide inter-professional settlement on “sharing value in companies”. Signed in February 2023 by employer and union stakeholders, except the CGT, and transposed into legislation on the finish of November 2023, this textual content goals, amongst different issues, to generalize worker financial savings schemes from 2024, except they go for the worth sharing bonus. Participation was not beforehand obligatory in small companies.

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