Nearly one out of two employees has an employee savings product. But which one? Or which ones? Answer, through a survey carried out for the launch of the employee savings week, from Monday 27 March.
Does your employer pay you a profit-sharing or profit-sharing bonus? If so, it is obligated to give you access to a company savings plan (PEE) or similar product, with a 5-year horizon. Access to a collective retirement savings plan (PER) is not as automatic, since employees must necessarily have access to a PEE before setting up a retirement product.
So much for the obligations of the employer. Ct salaries, according to a survey (1) produced by OpinionWay on the occasion of employee savings week, 47% of employees have at least one employee savings scheme. But between PER, PEE and the others, which products do you choose?
In fact, as confirmed by the annual studies of Dares, the PEE is mechanically the most accessible of the products, the others being less systematic. It is therefore difficult to speak of preference: the dice are loaded!
Profit-sharing, participation, PEE, PER: who is entitled to what for their wage savings?
Nevertheless, this survey makes it possible to take stock of holdings in employee savings plans. So 31% of employees say they have a PEE (or similar product, PEI or PEG), which marks an increase of 3 points compared to 2020. And the launch of PER clearly offered a beneficial publicity stunt to plans geared towards retirement: their holdings (new collective PERs and former Percos) jumped by 21% in 2020 25% in 2023. The employee shareholding, 10%, remains globally stable.
Investment: 5 strengths and 5 weaknesses of employee savings (know before investing)
(1) OpinionWay survey for La Semaine de l’Epargne Salariale, conducted online from January 25 to February 2 with a representative sample of 1,004 French people aged 18 and over who are employees (in the private and public sector) and self-employed in a company with at least 1 employee.