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 been the subject of specific negotiations that have led to the signing of plans or agreements for older workers or even end-of-career arrangements. mind RH has therefore taken a particular interest in the latter. We identified 19 agreements and clauses of this type, 13 of which focused mainly on end-of-career arrangements, out of the 74 texts dealing with the employment of older workers signed between 1 January and the publication of the implementing decrees for the reform on 11 August.
50, the pivotal age
Raising the retirement age from 62 to 64 means that companies will have to keep their older employees working longer. However, the age at which an employee is considered to be senior varies from company to company. Safran, the aerospace group, prefers to use the term “experienced employees” rather than “seniors”, which it defines as those aged 50 and over (13,500 of the company’s 44,000 employees in France).
