Questioning Retirement Benefits: Can You Truly Reap Them from 1st of September ?
From September 1st, 2025, employees and civil servants aged 60 and over will have the opportunity to transition to part-time work and enjoy a gradual retirement, as per new measures implemented by the National Interprofessional Agreement (ANI) signed in autumn 2024. This move aims to rectify an injustice caused by the 2023 pension reform, which had raised the age of eligibility for progressive retirement from 60 to 62.
This progressive retirement policy enables workers to reduce their working hours while receiving a portion of their pension, helping to extend careers while ensuring a reduced workload before full retirement. The CFDT, one of the social partners involved in the negotiations, has welcomed this change, pushing for it to benefit all sectors, not just private sector employees and state civil servants (FPE).
However, it's essential to note that the right to switch to part-time work is not guaranteed in advance. According to Sandrine Mourey, responsible for collective bargaining and social democracy at the CGT, which did not sign the agreement, employees must still secure their employer's consent for a change to part-time work. This caveat could potentially limit the benefits for some workers, particularly those in small businesses or SMEs, where union representation may be weak and the power dynamic more imbalanced.
The employers' organization, Medef, acknowledges that this pitfall was anticipated during negotiations. However, refusal of a part-time work request must now be based on specific reasons. Employers might reject the proposal if it negatively impacts the business's operational needs or requires the employee to remain on a full-time basis due to a rise in workload.
During the ANI negotiations in November 2024, the workers' union attempted to introduce a right to part-time work of four days a week, with a six-month delay to allow the employer to adapt. However, this proposal was not accepted.
In larger companies, which often have favorable collective agreements and established end-of-career policies, the transition to part-time work is usually facilitated since the workload can more easily be absorbed by other team members. The CGT contends that employees in these structures will be the primary beneficiaries of this policy.
For employees in smaller enterprises, particularly those with fewer than 200-300 workers, negotiating part- time work arrangements may be more challenging due to weaker union presence and an imbalanced power dynamic with employers. In cases of refusal, the employee may resubmit their request, according to the MEDEF. Persistence may be the key for small-enterprise employees seeking to access progressive retirement.
Overall, while France supports a gradual retirement through part-time work, it is essential that employees negotiate with their employers to secure these arrangements, as employer agreement is required for a successful transition.
- The new measures in the National Interprofessional Agreement (ANI) allow civil servants aged 60 and over to transition to part-time work, intended to improve workplace-wellness and health-and-wellness among the aging workforce.
- This policy also impacts the science sector, as researchers and professionals in this field can take advantage of the part-time work opportunity, fostering continued experience and knowledge contributions.
- However, it's crucial for workers to navigate the policy-and-legislation requirements, including securing their employer's consent to switch to part-time work, which may cause challenges for employees in smaller businesses or SMEs, where union representation may be weak.
- In light of these considerations, it is expected that the benefits of the new part-time retirement policy will primarily reach employees in larger enterprises with established end-of-career policies and collective agreements, while employees in smaller companies may face obstacles in negotiating part-time work arrangements due to a weaker union presence and an imbalanced power dynamic with employers.
