teleworking figures in France

teleworking figures in France

The concept of telework, its advantages and its concrete application are topics regularly discussed in France and abroad in recent years. Indeed, the emergence of information and communication technologies as well as the dematerialization of certain activities have made this new organization of work possible.

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What’s more, they led the legislation to adapt, as evidenced by the ordinances of 2017. The health crisis of 2020 greatly accelerated the use of telework, in almost all countries of the world. Governments imposing telework days, over longer or shorter periods, have forced companies to adapt.

Moreover, the number of company agreements devoted to the concept of teleworking increased by 67% between 2019 and 2020. However, today, the mandatory annual negotiations still do not refer to teleworking. Teleworking in fact generates disruptions in traditional practices, in particular management, leading to changes in the old status quo and in work habits.

Here is a review of the past three years and the evolution of practices.

Teleworking figures in France

Few figures relate to all French workers, but one assertion is possible: the development of telework has greatly accelerated to deal with the Covid 19 crisis, whereas it had been constant in France for a few years.

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23% of workers teleworked in December 2021

According to a survey by DARES (Direction de l’Animation de la recherche, des Etudes et des Statistiques) in January 2022, 23% of French workers teleworked regularly during the month of December 2021, i.e. at least one day a week. . An upward trend is observed in most sectors. It is mainly visible in equipment with 31% of teleworkers or for financial and banking activities where it reaches 59%. Employees who are working are less in the company than a month earlier with 71% on site and 21% remotely.

Of the 27 million jobs, 18 million remain incompatible with teleworking. These are mainly craftsmen, traders, health professions or even agricultural professions.

41% of companies are in favor of telecommuting for executives

The practice of teleworking varies considerably according to socio-professional categories, with 53% of teleworkers-managers in December 2020, although they only represent 20.4% of the active population.

Île-de-France has 2 to 3 times more employees working from home than the rest of the country, mainly because the Paris region alone has 1.4 million executives.

In 2022, many companies are promoting telework for their executives, but there is a great disparity between companies.

  • 72% of large companies.
  • 44% of SMEs.
  • 34% of VSEs.

The study unveiled by Apec and ANACT, the National Agency for the Improvement of Working Conditions) shows that executives are 91% in favor of teleworking and 51% of them want to practice it two to three days a week. But companies are more in favor of a hybrid organization with only one or two days a week.

The number of teleworked days averages 3 per week

According to the DARES survey, the proportion of employees teleworking 2 to 4 days a week is rising sharply to 67%, or 16% of the entire French payroll. The practice of teleworking only one day per week or a few days per month fell to 27%. The majority of teleworkers do so two days (37%) or three days (24%) per week.

If telework was rather occasional before the first confinement, the trend has clearly reversed with employees who spend almost half the week working from home. This trend follows in particular the application of the various government recommendations during the Covid crisis with a hybrid work organization that is being put in place in most companies.

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In 50% of companies, a majority of teleworkers want to continue the experience

Remote work wins the support of employees. The ideal number of teleworked days is now 2.5 days per week compared to 1.4 days in November 2019.

In addition, telework has a bright future ahead of it, since for a third of companies, only a minority of employees want to telework less.

Its benefits are recognized today:

  • Stress reduction.
  • Increase in motivation.
  • Better balance between personal life and professional life.
  • Increased autonomy.
  • Increased productivity.

38% of companies report difficulties for a minority of employees

They are 26% to estimate that the lack of social connection has had an impact on their psychological health while they were only 12% in 2019.

According to the Coconel survey, 38% of French people said they felt isolated during the first confinement, a rate in line with that of the population showing signs of psychological distress in mid-April 2020.

12% of respondents felt the need to go to a health professional for psychological support and two-thirds gave it up mainly for fear of exposing themselves to the virus.

In a new report published at the end of 2021, EU-OSHA highlighted the emergence of new psychosocial risks, including difficulty disconnecting, work overload, loss of social ties or stress. The DARES study indicates that for 38% of companies, a minority of employees have difficulty managing computer equipment, find their working comfort reduced or even their working time increased. This minority feels a lack of support from their colleagues and their hierarchy, particularly in the information and communication sector.

31% of companies struggle to combine teleworking and face-to-face

The DARES study of January 2022 tells us that in 31% of cases, companies are struggling to combine on-site work with remote work. They encounter problems with their employee’s equipment in 17% of situations and with their premises in 6%. However, some sectors of activity such as finance and insurance (62%) or information-communication (55%), as well as large companies (53%) state that they do not experience any of these particular difficulties compared to 38 % only of companies with 10 to 19 employees.

Material problems are not the only obstacles to the sustainability of teleworking. The impressions of executives on the consequences of telework on their individual and collective management are mixed, even negative in the following cases:

  • 39% on the visibility of everyone’s work;
  • 38% for team cohesion;
  • 36% on facilities to be exchanged individually.
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In addition, the DARES study mentions the fact that 40% of companies state that they have no opinion on the individual experience of employees working from home. This state of affairs is more significant in large companies (45%) than in small structures (30%).

It therefore seems essential to support, train and supervise managers, but also to provide a legal framework for teleworking so that the adoption of this practice can be encouraged in companies.

Teleworking figures in Europe

The situation in France reflects a global trend, more or less followed by other EU member countries since the start of the health crisis.

44.6% of teleworkers on average in Europe

Since the start of the Covid 19 crisis, teleworking has taken a leap in Europe with more than 44% of employees working from home, compared to only 16.1% in 2019. The evolution is impressive in southern European countries such as Italy or Greece: where the rate of teleworking was the lowest, it has been multiplied by a factor of 6 to 20 since the pandemic.

Almost half of teleworkers had never worked from home before the health crisis

Among those who worked from home during the crisis, 54% say they have already used telework before the health crisis, while 46% are new teleworkers. The latter are particularly young employees between the ages of 18 and 34.

The proportion of respondents indicating that they work exclusively from home varies greatly in the member countries of the European Union, with more than 40% in France or Italy and only 20% in Poland or Croatia, for example.

78% of employees indicated a preference for working from home

78% of them want to continue teleworking after the health crisis, at least occasionally. For 32% of them, the ideal rhythm would be several days a week, while only 13% would like to be able to telecommute daily.

To go further and make remote working a reality in your company, download this checklist of good practices to put in place for the hierarchy and for the employees.

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To go further and make remote working a reality in your company, download this checklist of good practices to put in place for the hierarchy and for the employees.

Telecommuting checklist

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