The increase in the retirement age implies that companies keep their senior employees in activity longer. “It is up to the company to adapt its work organization to support its experienced employees until the end of their career. It is a matter of common sense “, says Stéphane Dubois, director of human and societal responsibilities at Safran. On April 11, the aeronautical and space engine manufacturer, which has 43,200 employees in France, including 13,500 over the age of 50, concluded with all of the group’s trade unions (CFDT, CFE-CGC, CGT, FO) an agreement to strengthen the employment of its “experienced employees”, preferred term to that of “seniors”, considered overused.
Among the measures taken, part-time helped to be able to work longer – “a strong commitment from the company, because its implementation is complex, especially in factories”, would like to point out Stéphane Dubois – and the possibility of retraining from the age of 50 for employees exposed to risk factors. These retrainings are accompanied over five years and built with the requesting employee. Individual situations are assessed on a case-by-case basis, in particular by occupational medicine. Finally, in order to avoid the obsolescence of skills, Safran promises an effort on continuous training for these employees.
The social protection group Apicil, of which 18% of employees are over 55, will set up a top-up of the time savings account (CET) of 30% to reduce activity, while maintaining salary and contributions. at full rate. Groupe ADP, which has 2,100 employees in France, including 400 over the age of 55, signed a job and career management agreement (GEPP) in April 2022. “The aim is to offer, in particular, access to part-time work for those aged 55 and over, with 100% maintenance of pension contributions, as well as individual support for those aged 60 and over, with a prevention report medico-social »explains Elodie Gourmellet, HRD of Groupe ADP in France and Switzerland.
“Remove preconceptions”
But such agreements dedicated to older employees or GEPP agreements including a senior section are still rare. “ Companies are not really taking on the subject and many measures still concern a smooth transition to retirementnotes Samuel Pasquier, expert at Syndex, specializing in supporting employee representatives and trade unions. It is true that the subject is a little fresh, and that the practice of companies does not necessarily follow the speeches. It should be remembered that for a long time, the consensus between employers and their older employees was to make them leave more quickly. Even today, they are still faced with a glass ceiling: remuneration, access to training…”
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