According to an Anact report, companies "cautious" or even "reluctant" to telework

L'Anact published on its site an analysis of 40 collective agreements signed in 2020, taken from the D @ ccord statistical database of the Ministry of Labor, in which we can learn that the number of agreements concerning teleworking is still increasing in 2021.

These agreements numbered 1980 in 2020 and increased to 2720 in 2021 according to figures from the ministry of November 15.

For Anact researchers, "following the first containment linked to Covid, many companies have negotiated their first teleworking agreement or renegotiated the existing agreement"

But teleworking was already on the rise since 2018 with an annual increase of 30% when it was not a recurring theme in the negotiations. Thus, a National Interprofessional Agreement (ANI) of 6 November 2020 “for a successful implementation of teleworking” admittedly proposed a general framework but above all supplemented and extended a previous ANI of 2005.

Rather "reluctant", "cautious", "convinced" or experimenters?

The study shows that teleworking is linked to the size of the company. For those with between 50 and 250 employees represent 40% of companies involved in teleworking, those with less than 50 employees and those with 250 to 1000 employees are tied at 25% while companies with more than 1000 employees do office bad students with only 10%.

But the industry of these companies also plays a role in their tendency to set up teleworking. For example, the manufacturing industry and specialized scientific and technical activities are represented at 16% in this study, while the information and communication sector is only 8%.

A typology is therefore put forward by Anact according to the approach chosen by companies for teleworking: the “reluctant”, the “cautious”, the “convinced” and the “experimenters”.

“Reluctant” or “cautious” type agreements are over-represented with a third of the 2020 agreements studied offering one maximum day of teleworking per week or less and half of them offering two maximum days per week.

For Anact researchers, before the arrival of the Covid-19 pandemic, the case-by-case management of teleworking requests took precedence, often motivated by personal situations while 2020 marked a turning point in the way of conceiving teleworking, moving from an exceptional situation to a "transposition of office activities to home". Despite this change in mentalities, remote work is not yet perceived "as a form of work organization in its own right (...) mixing face-to-face and distance".

Asked in the study, the trade unionist Bénédicte Moutin, CFDT confederal secretary in charge of the quality of life at work, believes that depending on the "maturity" of the company, "we can see agreements that were rather limiting switch to a right to telework ", with for example a" self-planning of telework days by the teleworkers themselves ".