With social partners soon to sit down to negotiate a national inter-professional agreement (ANI) on the employment of older workers, mind RH has analysed the company agreements signed since the beginning of the year, in anticipation of the pension reform, to organise the continued employment of employees up to the age of 64. While most of these agreements focus on end-of-career arrangements, which was already the case in previous agreements, the focus now seems to be on training and job retention, as well as on preventing arduous work.
Without waiting for the pension reform to be implemented, several companies have negotiated new agreements with trade unions to take account of the legal retirement age rising to 64 and to make it easier for older employees to remain in work. The subject is addressed in agreements following compulsory annual negotiations (NAO) as well as those on management of jobs and career paths (GEPP), workplace equality and quality of life at work, as well as in generation contracts. But it has also...
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Article authors
Nathalie Tran
Editor-in-Chief Mind HR
Antoine Piel
Section Head at Mind HR