MEDEF proposes to reduce unemployment benefits after a conventional rupture

Employers and executive meet iron over the compensation period linked to conventional ruptures. Similarly, Under the media spotlights, invite themselves The announced reform et Social negotiationnourishing a budget quarrel.

Cafes tables at currency offices, each gauges the potential consequences of a stricter cap in compensation. Similarly, For financial directions, A drop in allowances would clarify the predictability of the starting costs. Furthermore, The unions, themselves, fear a transfer of risk to the already vulnerable homes. For example, As for employees who negotiating their release. However, they are still counting on The amicable agreement To amortize the shock without exhausting their personal cash, in the short term.

MEDEF initiative in the face of government’s budgetary objectives – Medef proposes reduce unemployment benefits

Patrick Martin underlined on franceinfo that restricting the duration of compensation after a contractual termination would make it possible to generate several billion medef proposes reduce unemployment benefits savings between 2026. Meanwhile, 2029. Therefore, According to him. For example, control of public spending would go through a shorter device quickly encouraging the beneficiaries to resume an activity or find a position.

The project is part, according to the leader of Medef, in a budgetary effort Shared: The executive targets € 2 to 2.5 billion in annual savings, objective that it wishes to combine with a more fluid labor market. For his part. the employer position Recalls that the procedure has reduced disputes, but fears that an excessive hardening weakens a tool appreciated by companies.

• Compensation time currently: up to 27 months.
• Maximum deficiency period: 5 months, potentially noted.
• Government objective of savings: 2 to 2.5 billion € per year.

The key figures that fuel the debate – Medef proposes reduce unemployment benefits

After Dare figures514,000 conventional ruptures were validated in 2024, against 440,000 in 2019. This differential. medef proposes reduce unemployment benefits materialized by The leap of 17 %feeds the idea that part of the employers uses the amicable agreement to bypass the classic route of dismissal in daily practice.

For the oneédic. the increase in outings by amicable agreement generates the financial burden Main of the regime, because the contribution of companies does not evolve at the same rate. By contrast. Comparative resignations only exceptionally open access to the allowance, a detail that unions put forward to denounce an unjust transfer to employees and contributors.

“Attack the right incentive remains a delicate exercise. »»

Pierre Ferracci. Alpha group

Arguments of supporters and criticisms of opponents

Patrick Martin notes that 514,000 conventional ruptures were signed in 2024, compared to 440,000 in 2019, a sign of an appreciated mechanics which appeased the prud’homal litigation. It aims, thanks to the reform, a gain of 2 to medef proposes reduce unemployment benefits 2.5 billion € from 2026 while preserving social peace established since 2008.

The CFDT and CGT federations refute the scenario presented by MEDEF. According to them. agitate The fear of abuse is used to hide a reality: an increased number of ruptures would cover Disguised layoffs. They warn that a deficiency period brought up to five months would especially strike the employees with at least six months of seniority. without braking the expenditure an united.

“These ruptures are a social conquest; Weakening them would amount to punishing those who negotiate loyally. »»

Marylise Léon

What impact is to consider for employers and employees?

Revising the allowance would amount to retouching the balances built around the procedure. because less coverage would strengthen and then limit the negotiation capacity offered by contractual flexibility. The elongation of deficiency would postpone the budget charge.

For employers, medef proposes reduce unemployment benefits less compensation would immediately reduce the cost for the companyespecially in SMEs where each departure weighs. Employees would retain employee protection Ensured by legal compensation, but could hesitate. The legislator must verify that the measure does not deteriorate permanently the attractiveness of the device with both parties. in the medium term.