Too heavy, complex, misunderstood: faced with the disinterest of companies for “Collective Transitions”, the Ministry of Labor is reviewing its copy. Launched a year ago, this system aims to facilitate the retraining of employees whose jobs are threatened towards promising professions. At the end of summer 2021, only 64 companies had opened a space on the site Professional Transitions.
During a first assessment last fall, the Ministry of Labor had admitted that the result was not up to expectations, announcing an upcoming reform. “One year after the launch of this system, it appeared necessary to change certain parameters to promote its deployment”, indicates theinstruction of the Ministry of Labor dated February 7, which details its new terms. Defined after consultation with the social partners, the new version of Transco is intended to be more interesting for employers in small businesses.
Main change: in those with less than 300 employees, employers are no longer required to sign a collective agreement of the management of jobs and career paths (GEPP) type to define the list of vulnerable jobs; they can establish it by unilateral decision, after consulting the social and economic committee (CSE) when it exists, or by informing the employees in the absence of a CSE.
“Transco” mobility leave
Another novelty: the “Transco” mobility leave. The classic version of this “leave” is similar to a termination of the employment contract on the basis of the employee’s voluntary work, associated with a period of training or support for returning to work. This system must be framed by a GEPP agreement or collective conventional termination. For the duration of this leave, the company finances the employee’s remuneration (determined by collective agreement, with a floor of 65% of the gross salary) and the cost of training actions, with the support of the skills operator whose depends on the company.
With the “Transco” mobility leave, the State covers 15% of the remuneration in addition to the minimum 65%, and finances all or part of the training depending on the size of the company, according to the same methods as the “Transco” device. The employee must hold a permanent job defined as vulnerable, and engage in training considered promising in his employment area.
Business Immersion
The instruction provides other details on the “Transco” system: it stresses in particular that “all stakeholders (…) are invited to promote actions of discovery and immersion in the company, to allow the employee to confirm his project”. But these immersion courses remain optional.
In addition to these new features, there is better support for certification relating to the knowledge and skills base, another device carried by the Transitions pro site and which is struggling to find its audience. Finally, the resources allocated to regional support platforms for professional transitions have been increased.