Although remote work has existed since 2005 under French law and has been legalized by the Labour Code since 2012, today it has become a genuine employee right. For many, this represents a necessary first step toward democratizing this practice, as only 1,500 companies in France currently practice remote work.
Remote work, a major asset
Whether occasional or regular, studies tend to show that remote work helps employees feel better. It allows them to better organize their personal schedules, especially since an increasing number of professions require only a computer and internet connection. This flexibility also promotes employee accountability and fosters their professional growth by making them increasingly autonomous.
Moreover, companies already implementing this system attract more young talent, who far prefer a flexible and pleasant work environment to a high salary. For many organizations, attracting new talent is indeed a priority concern.
Remote work, what’s changing
Today, employees can request to exercise their right to remote work through any means available—verbal communication, email, messaging, employment contract amendment, etc. All these methods are valid and constitute official requests. If the employer refuses this request, they must provide justification (mandatory meetings impossible via Skype, training days, etc.). Otherwise, they cannot refuse it.
This reform therefore makes it easier for employees to exercise this right, which remains underutilized in practice. It is undeniably the first step toward a genuine revolution in our work model.