Mind RH has listed and studied 69 company agreements dealing with the employment of older workers, signed since the ANI on the employment of experienced workers was agreed on 14 November 2024 up to the end of June, covering a period of seven and a half months. These include agreements on job management and career paths (GEPP), intergenerational agreements, agreements on diversity and inclusion, and some specifically dedicated to older workers and end-of-career issues. This analysis highlights a proliferation of the latter two types of agreements since our study conducted between 1 January 2023 and the publication of the decrees implementing the pension reform on 11 August of that year (also covering a period of seven and a half months). These have more than doubled, from 19 (out of 74 agreements and amendments dealing with the subject) to 43.
“The raising of the legal retirement age from 62 to 64 and labour market tensions have made the social partners aware of the need to boost the employability of people aged 50 and over and to keep them employable and in good health for company needs,” notes Amélie Gaudard, a consultant at Secafi, which advises employee representative bodies. “People are having children later and later and are now retiring later, with healthy life expectancy on the rise. It is this cultural transformation that we must support and to which we must adapt collectively. We are also seeing that age limits are becoming obsolete in companies and are being updated,” points out Monelle Barthélemy, director of partnerships at the Club Landoy business collective (Bayard Group).
