the bonus-malus for companies applied
[ad_1]
The reform of unemployment insurance, initiated under the previous legislature, has taken a new step. From Thursday 1er September, a – small – part of the companies will be subject to a so-called “modulated” contribution rate according to the number of employees from whom they have separated. The purpose of this measure is to fight against precariousness in the world of work by encouraging employers to recruit employees for long periods, through a bonus-malus system. This is a campaign promise made by Emmanuel Macron during the race for the Elysee Palace in 2017.
“According to the latest inventory, still provisional but close to the final result, some 18,000 companies, employing 1.3 million people, are concerned.explains Yann-Gaël Amghar, the director general of the Urssaf-national fund. We are in the process of notifying them of the modulated contribution rate to which they will be subject, knowing that the payment of the related contributions will be made from 1er october. » These figures are slightly lower than those communicated by the Ministry of Labor at the beginning of the summer of 2021, when the – relatively complex – mechanism began to take shape: at the time, the State services indicated that the reform would apply to some 21,000 companies with at least eleven employees, out of a total of 225,000 (all professional branches combined).
The approach may seem modest from a quantitative point of view. This is because the bonus-malus only affects companies operating in seven sectors of activity, including accommodation and catering, food manufacturing, or even transport and warehousing. In addition, the employers most affected by the health crisis have been temporarily excluded from the scheme.
“Overall disappointing”
In concrete terms, the employer’s contribution rate will depend on the number of contracts and temporary assignments that end. Instead of being subject to a uniform rate (equal to 4.05% of payroll), companies will see their contribution vary according to the stability of the workforce: the “good students”, who retain their workforce, will suffer the minimum puncture (3%); conversely, those where turnover is high – due, in particular, to massive recourse to fixed-term contracts – will pay more, up to a maximum of 5.05%. The goal, in short, is to use carrots and sticks to change hiring practices.
You have 36.3% of this article left to read. The following is for subscribers only.
[ad_2]
Source link
