2023-11-22 11:02:00
Shoard your remaining days of leave, to use them later, or convert them into cold hard cash. This is the principle of the time savings account (CET), created in the early 2000s. Except that, in fact, not all private companies have implemented this non-mandatory system.
The government wants to extend this right to save vacation time to all private sector employees. To do this, he wants to create a “universal” time savings account (CETU).
Negotiations between the social partners, who reached an agreement in mid-November on the new unemployment insurance rules, are due to open in the coming weeks.
The social partners have until mid-March 2024 to find a compromise on CETU and the employment of seniors. Ahead of these discussions, the Ministry of Labor sent them a guidance document on November 21. This note sets out the main lines that the savings account system resulting from these negotiations must meet.
A promise from candidate Macron in 2022
The CETU is a promise from Emmanuel Macron during the presidential campaign for his re-election in 2022. The head of state took up a measure proposed by the CFDT since 2018. The idea of this system is as follows: in the absence of a CET set up by their company, all employees must have access to an account with similar functioning, to store days which they can then take at other times in their career, even if they have changed employer . This CETU would be managed by an external third party. This operator must be defined during the discussions.
In addition, Emmanuel Macron, like the CFDT, expressed the wish that this device be “portable” and “monetizable”. Behind this jargon, two probable points of disagreement between the social partners.
A “portable” and “monetizable” time savings account
First characteristic, portability. It means that the employee who changes company will be able to keep his stock of saved leave time. This is not the case with the CET, for which the employee must, on the contrary, use all his remaining leave before leaving his company, in order not to lose it.
Portability risks making employers cringe. “Employers will not be happy to know that a newly recruited employee will already be able to take several weeks of leave,” analyzes an observer.
Second characteristic, a “monetizable” device. This means that the employee will have the possibility of converting the time he has accumulated on his CETU into money. This is already the case with the current CET.
In practice, it seems simple. When I change companies, it should be up to my former employer to pay me this money. But what if my salary has increased a lot in the meantime? Will I have to pay my remaining leave days at the rate of my current salary? And who would pay the difference? “This will be a key point in the negotiations,” recognizes Yvan Ricordeau, the CFDT negotiator.
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