Telecommuting is now becoming a lasting trend in the workplace. Many companies, therefore, have signed agreements since the health crisis, allowing to frame this practice for their employees. Thus, "telework charters" are flourishing, and telework is, since the Macron ordinances, perceived as a right. Whether it is regular, occasional or exceptional, telecommuting is redesigning our relationship to Le Bureau.
Telework and business: do the rules differ?
Today telework is no longer mandated, but only recommended by the government, and the rules for this professional practice are now in the hands of companies. Many of them have already signed telework agreements and allow this practice for 2 to 3 days per week on average for employees.
A fact confirmed by Malakoff Humanis' Annual Telework Barometer 2021, which states that the number of days teleworked amounts to 3.6 per week in France and that 86% of teleworkers wish to continue this practice. Figures that are even more eloquent in light of the latest study conducted by YouGov for the recruitment firm Nicholson Search & Selection in the summer of 2021, which shows that 61% of 18-34 year olds are in favor of 100% teleworking. An unprecedented shift in the appreciation of this professional practice.
The telework agreements provide a framework for the organization of telework and establish:
- The pace of telecommuting
- The conditions for eligibility to telework
- The tools available to employees
- The locations where telework is performed
- The rules of good conduct...
Note, however, that depending on the company's structures and activities, an employer can quite refuse an employee's request to telework by explaining the reason for the refusal.
Telework expenses: can we ask for their reimbursement?
Here too the practice tends to be framed! If the law already provides for the possibility of companies to take charge of all or part of the expenses related to remote work, through a lump sum allowance, the approaches are expanding. Indeed this one was only thought for the practice of working from home and aims mainly at the reimbursement of electricity, telephone and internet costs.
However, not all employees have identical housing and some find themselves unable to work from home. They are forced to commute to their workplace if they can, or to reserve workspaces within third places or coworking spaces.
This is why a bill, filed in November 2021 by LREM deputy Frédérique Larchet, aims to create a "telework title" worth up to €600 per year for teleworkers. The objective being to facilitate the assumption of responsibility by employers for the costs related to the practice of remote work in coworking spaces.
To specify that this telework package, imagined as a meal ticket or a dematerialized and prepaid payment solution, would be exempt from social contributions and income tax.
It would thus allow all teleworkers to continue to ensure their professional activity in optimal and secure working conditions.
When will the telecommuting title be implemented?
The proposed, law of the telework title should be examined in February 2022, but due to the context of the presidential elections, it could be postponed to the second half of the year.
Telework expenses: soon a lump sum allowance of 600€ per year?
Telecommuting is now a sustainable trend in the workplace. Only, is it possible to consider a partial or total coverage of telecommuting costs?
What is Corpoworking?
From diversity comes performance! An observation that also applies to corporate workspaces, constantly seeking performance and agility. What if these solutions could both be integrated into the new organizational choices of companies? For detailed explanations on corpoworking, follow the guide!
These large groups that have opted for coworking
A few months ago, we could have agreed that if coworking spaces were increasingly appealing to large groups, in reality, they were only used by a few of them. The latter only saw in these flexible spaces, an opportunity to help creativity and innovation of some project teams.