Élisabeth Borne, the Minister of Labor with the Omicron variant, called on companies to “accelerate” the use of telework when possible.
The fact remains that companies are still "cautious" or even "reluctant" on this practice.
A study by the National Agency for the Improvement of Working Conditions (Anact) which is based on an analysis of a sample of 40 collective agreements signed in 2020 shows several developments.
If teleworking has indeed been the subject of a number of agreements: 2,720 in 2021 against 1,980 for the year 2020. “Following the first containment linked to Covid, many companies have negotiated their first teleworking agreement or renegotiated the existing agreement, ”explain Anact researchers.
In addition, a national inter-professional agreement (ANI) of 6 November 2020 “For a successful implementation of teleworking” proposed a general framework, supplementing and extending a previous ANI dating from 2005.
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The majority of agreements (40%) concern companies with between 50 and 250 employees.
25% were signed in companies with less than 50 employees as well as in companies with 250 to 1,000 employees.
Agreements in companies with more than 1,000 people represented 10% of agreements.
A third of the agreements grant only one day of teleworking
Regarding the sectors of activity, in 2020, the most represented are the manufacturing industry and specialized scientific and technical activities (16%), financial and insurance activities (11%), automotive (11% ), information and communication (8%).
Anact draws up a typology according to the teleworking approach which appears in the texts between the “reluctant”, “cautious”, “convinced” and “experimenters”. About a third of the agreements studied offer a maximum day of teleworking per week or even less, and half of them offer two days per week maximum. This leads "to think that" reluctant "or" cautious "type agreements remain in the majority in 2020".
Relying on the agreements concluded in the very small and medium-sized enterprises, the researchers estimate that before the crisis, it was often the individual approach of teleworking which was implemented (…) with a case-by-case management of requests ” , in connection with personal situations.
2020 and its confinements mark an evolution with a telework apprehended "as the transposition of office activities to the home" but not yet perceived "as a form of work organization in its own right (...) mixing face-to-face and distance".
