Since the 2020 pandemic, remote work has become the norm, affecting workers worldwide. In France, by 2024, it has become deeply ingrained in corporate culture, to the point that it is now a demand for many candidates. It now influences recruitment, but why is it relevant for companies to offer remote work?
In this article, we will discuss the advantages, disadvantages, as well as the applicable regulations and laws on this subject.
1 – The Different Forms of Remote Work
To define remote work, we can say that it is any activity that can be carried out remotely, meaning outside the company premises by the employee, using digital communication tools.
Here are the different forms that remote work can take:
- Partial remote work: Includes days of in-office presence set by the employer.
- Hybrid remote work: Allows employees to come to the office whenever they want.
- Full remote work: The entire work time is spent outside the company’s premises.
Bessand is particularly involved in international recruitment for full remote positions in Sales and Tech. Feel free to contact us if you want to learn more.
2 – The Advantages
As mentioned earlier, remote work has many advantages, both for employees and employers.
For employees:
- It allows for better stability between professional and personal life (for example, when there are family obligations).
- It reduces absenteeism at the office by offering greater flexibility in terms of working hours and avoiding delays related to transport issues.
- It reduces fatigue, which improves productivity.
- It also helps reduce employees’ daily expenses (transport, lunch, babysitting for children, etc.).
For companies:
- It offers employers the possibility of reducing costs related to office rental or purchasing equipment.
- For executive positions, it has become a frequent demand, as the best candidates are increasingly demanding in terms of work-life quality.
- The fact that remote work allows employees to be more flexible is also an advantage for employers, as it increases motivation, reduces office distractions, and helps with time management.
3 – The Disadvantages
While remote work allows for better stability between work and personal life, it also comes with a major disadvantage: domestic distractions. This can manifest as interruptions or other various distractions. This is, in fact, one of the reasons some companies are hesitant to implement it, fearing that their employees might not work enough remotely.
It is also not uncommon to feel a sense of social isolation, especially for people living alone, reducing proximity with the teams. Some people also struggle to disconnect from work at the end of the day because the line between professional and personal life is too blurred, which can become a major cause of burnout.
Working with remote teams also comes with risks, particularly in terms of communication. This often leads to misunderstandings due to communication tool issues or network problems.
4 – The Audience for Remote Work
Remote work is not suitable for all professions, but today, more than one-third of French employees practice it, primarily in executive positions, 75% of whom have already worked remotely.
In sectors that require physical interactions, such as hospitality, healthcare, or certain industrial jobs, remote work is less applicable. It is also seen in sales jobs, such as store salespeople.
Remote work is better suited to jobs in the digital sector, such as in Tech, marketing, customer support, or management, in sectors that are developing and equipped with new communication technologies. The possibility of practicing remote work also depends on the size of the company. For companies with over 500 employees, more than 50% of employees work remotely, compared to less than 40% in companies with 50 to 99 employees.
However, in law, the French Labor Code does not specify criteria or conditions that determine whether remote work can be implemented in a company. In theory, remote work applies to all professional categories.
In fact, Bessand recruits candidates in the Tech and Sales sectors, so don’t hesitate to contact us if you belong to these professions and are looking for a job. We offer positions in full remote, hybrid, and partial remote work.
5 – Implementing Remote Work in a Company
The introduction of it in a company can be done in several ways:
- Through mutual agreement between the employer and the employee.
- Through a collective agreement.
- Through a charter created by the employer, after consulting with the Social and Economic Committee (CSE).
In the case of a simple agreement: It should be clearly established between the employer and the employee, particularly regarding the terms, such as working hours, tools to be used (computer, communication software, etc.), and interactions with the team. It is advisable to organize joint training for managers and employees on best practices for remote work, especially if there are teams in charge of coordinating remotely who need to report results.
In the case of a collective agreement or a charter: The conditions for transitioning, as well as the terms for returning to the office, must be clearly defined, including the modalities for monitoring remote work and employee acceptance of remote work conditions, the time slots during which employees can be contacted, and the specific provisions allowing employees with disabilities to access remote work.
The method for implementing is at the discretion of the employer. However, it is not advisable to only collect the employee’s agreement, as this can be complicated depending on the size of the company and the number of employees. It is therefore better to have a clearly established charter.
6 – Obligations in Remote Work
Remote workers have the same rights as employees who are physically present in the company, including the right to information and the provision of a written contract indicating working hours, remote work days, gross and variable salary, etc.
Employer obligations toward remote employees:
- Provide employees with information about the tools and equipment available to them.
- Inform employees of the time slots during which they can be contacted.
- Organize an annual review to discuss working conditions and workload.
If returning to the office:
- Prioritize remote workers for positions matching their qualifications and keep them informed about available opportunities.
In 2024, it has become an essential norm for many companies. It has redefined professional practices and offered more flexibility for employees, which has brought numerous advantages, such as reducing costs for employers and increasing productivity for employees, managing distractions, maintaining team cohesion, and implementing strategies to protect personal data.
To successfully make this transition, it is essential to support teams and establish transparent communication throughout the process.
Remote work is more than just a trend: it is a growth opportunity for your company. It allows for international recruitment, business expansion, and broadens the candidate pool by not limiting it to a specific area. Therefore, it is a major asset for attracting and retaining talent while saving costs, especially for companies with an international vision!
