Profit-sharing, participation, contribution, PEE, company PER… and now Macron bonus or PPVE: the jargon of employee savings flourishes again each year with spring. Because you will soon have to decide whether to invest your possible annual bonus, or to receive the cash even if it means paying the tax. Update on the changes for the year 2024.
1 – The Macron bonus is paid into your employee savings plan
Nearly 5.3 billion euros, in more than half a million companies, for an average bonus of 885 euros per beneficiary employee. A record hit. At least the 2023 vintage of the Macron bonus displays higher statistics than those of the exceptional purchasing power bonus (PEPA), the Macron bonus version 2019, 2020 or 2021. In 2022, for the first year of existence of its successor , the value sharing bonus (PPV), the one which keeps the nickname Macron bonus, has changed category: 806 euros on average and nearly 5 million beneficiaries. More flexible, the PPV finds its audience.
What change in 2024? Where the PEPA was to be an exceptional boost in the face of the Yellow Vest crisis, then in the face of the health crisis, the PPV is a long-term one. This is even more true in 2024: certainly the PPV is no longer tax exempt but it officially joins the fold of employee savings. From now on, you will be able to pay this bonus into your employee savings plan, whether it is a PEE or PER. what good? Since January 2024, only the PPV paid in small businesses (less than 50 employees) to employees earning a salary below 3 SMIC will be exempt from tax. The only option for not paying tax on the Macron bonus: space in your employee savings plan. As for incentive and participation bonuses.
Does this new development significantly change the situation? It is impossible to read the future but the impact of this measure is potentially significant. Because it finalizes the anchoring of the value sharing bonus as one employee savings scheme among others. More flexible and easier to implement for the employer. The downside and the risk, on the employee side, is that if the Macron bonus establishes itself permanently as an alternative to profit-sharing in SMEs, but profit-sharing is tied up by an agreement when the PPV depends solely on the goodwill of the employee. ’employer.
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2 – The PPVE in line of sight (although the sight is distant)
What change in 2024? The creation of the company valuation sharing plan or PPVE, and the company valuation sharing bonus, which also bears the acronym PPVE. It’s what? A new employee savings plan, in the sense that this future bonus can fund your company savings plans or company retirement savings plans. It will be necessary to go through an agreement within the company. Then, to make a long story short, if the value of your company increases over the 3 years following the agreement, then all employees will receive a bonus, according to a clever calculation formula.
Does this new development significantly change the situation? In the short term, nothing. Two decrees are missing before agreements can be reached in business. But they are expected soon to put to music this new feature of the value sharing law in force since November 2023. In the event of an agreement signed in 2024… the first bonuses will not be paid until 2027, or even 2028.
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3 – Exceptional profits? Mandatory negotiations to better share them
What change in 2024? Deadline: June 30, 2024! Companies with more than 50 employees (SMEs having exceeded this threshold for more than 5 years and having a union representative) must have started negotiations before the end of the first half of the year on the thorny issue of exceptional profits, unless they have already taken into account this exceptional criterion in existing incentive or participation agreements.
The objective? In the event of an exceptional year, with results well above average (the threshold must be precisely defined in the company agreement), it will be necessary to pay an additional profit-sharing, participation, contribution or contribution. Macron bonus.
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Does this new development significantly change the situation? Potentially. The impact of this measure is, however, difficult to anticipate because everything will depend on the negotiation in each company… It is also a measure taken on an experimental basis, the full-scale test extending over 5 years.
And in 2025…
Employee savings, even companies with less than 50 employees will have to get started, with the exception of very small companies: the new constraint will affect companies with more than 10 employees, and if they make profits for three consecutive years . The new feature will only apply from January 2025. The value sharing system put in place could be an incentive or participation system but also a Macron bonus.