Compensation of employees, entrepreneurship, societal issues... the point on a few measures that are emblematic of the law Covenant.
It took seven months for the Parliament to adopt the law Covenant. On 11 April, the review of the action plan for growth and business transformation (Pact), a pad of 962 pages, started on 5 September last, comes to an end finally. Despite the senators, who were opposed to the privatisation of ADP, have rejected the text two days ago: the national Assembly has the last word.
First iconic, the modification of the codes of civil and of commerce, to endorse a new definition of the social object of the company. It will now be registered in black and white that the latter "is managed in its corporate interest, taking into consideration the social and environmental challenges of its activities".
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The companies will also establish a "reason to be" in their statutes, in other words, a goal to be achieved, identifying all their actions. The most motivated will be able to adopt the status of "enterprise mission", which will force them in particular to establish a monitoring body, which will sit representatives of employees, to ensure the compliance of management decisions with the mission.
The lifting of obstacles to employment
Another measure, in response to a longstanding demand of the employers ' organisations, which are a brake on hiring, the recast thresholds social, these staffing levels that subject them to new constraints, legal, administrative, or financial. It will now have exceeded the thresholds for five years for the company to be obligated. These thresholds are now limited to 11, 50 and 250 employees.
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On the other hand, the rules decided by the orders Working from the beginning of the quinquennium have not been changed. From 50 employees, companies will need to put in place, at the end of a year, an economic and social committee (ESC) to full awards.
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A one-stop shop for enterprise creation, an online platform, will be established to facilitate the administrative procedures of registration faced by the project promoters. The stage setup is going to become optional for micro-entrepreneurs, who will no longer be required to have a bank account dedicated to their professional activity before reaching 5000 euros revenue for two consecutive years.
The employee savings plan encouraged
- Side employees, the law intends to improve the remuneration of the work in developing the employee savings in SMES. The principal changes have already been enacted in the law of financing of social security, 2019 : the removal of the social contribution on the amounts paid under the bonus scheme for businesses with less than 250 employees, as well as on all payments to employee savings (profit-sharing, participation and contributions of the employer on a salary savings plan) for businesses with fewer than 50 employees.
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The grind ultimately adopted, this Friday also provides for the upload by the ministry of Labour of model agreements drawn up by the professional branches, to ensure that SMES no longer have to duplicate or emulate. She finally opens the possibility to open a savings plan for collective retirement (Perco), even in the absence of a company savings plan (PEE).