#TRST2606681AFrance Extends Profit-Sharing Agreement for Training Organizations
AI-generated summary for informational purposes only. Not legal advice. See the original source for the authoritative text.
This order makes a sector-level employee profit-sharing agreement mandatory for employers and employees covered by France’s national collective agreement for training organizations. It means training providers within that collective bargaining scope must apply the June 2025 agreement on setting up a participation scheme, subject to several legal safeguards. The order clarifies how workforce thresholds must be counted, how employees on partial activity should be treated when calculating distribution, and how information must be shared with employees when there is no works council. Employers in the sector should check whether they fall within the covered scope and align their participation arrangements with the extended agreement.
AI-generated summary. May contain errors. Refer to official sources for legal decisions.
Key Changes
- Makes the June 2025 profit-sharing agreement mandatory across the covered training organization sector
- Clarifies how workforce size must be counted for joining the branch agreement and for participation obligations
- Sets rules for treating partial activity periods in profit-sharing distribution and for employee information where no works council exists
Obligations
What this law requires
Employers covered by the national collective agreement for training organizations must apply the 11 June 2025 sector agreement establishing an employee participation scheme, as extended by the order.
When determining whether an employer may adhere to the branch agreement, workforce must be assessed under Articles L. 1111-1 to L. 1111-3 of the French Labour Code.
When determining whether an employer is required to establish a participation scheme, workforce must be assessed under Articles L. 3322-1 and L. 3322-2 of the French Labour Code.
For participation distributions based on salary, if an employee was placed on partial activity, the employer must use the salary the employee would have received if they had not been placed on partial activity.
For participation distributions proportional to employee presence, if an employee was placed on partial activity, the employer must count all non-worked hours due to partial activity in the employee’s presence duration.