The time has come to request pension reform. Apart from the few measures rejected by the Constitutional Council such as the index on the high CDI, the text will enter into force. According to a study by the specialized firm Alixio, human resources departments are prepared.
All you have to do is press the button to put companies into operational mode on the new provisions, says the Alixio group’s pension expert, Franck Renaudin.
“I feel that they are ready in the knowledge of emergencies to be attended between now and June,” he says in BFM Business. If “the last pinions are indeed missing in their communication”, “some have already started an audit phase through the dates of birth of their employees”, reports the pension manager of the Alixio group.
“We don’t see any particular anxiety on the part of the companies, nor any particular feedback,” confirms Benoît Serre, vice president of ANDRH. “Businesses keep waiting and waiting for implementation decrees,” he says.
“Actually, what today blocks and wastes a lot of time is the implementation of pensions, there are difficult documents to obtain and that generates delays in the payment of pensions,” explains Benoît Serre.
A more individual approach
It is the HR departments that will have to set the new retirement dates with the employees. It will be necessary to show pedagogy with the first generations involved.
According to Franck Renaudin, “the problem will be to support them in identifying the new date and setting its launch date as best as possible so that the various projects, both within companies and for future retirees, are recorded over time.”
The companies must anticipate six months before the departure of the retirees to start the payment of the pensions. They will also have to handle a new and very different methodology.
“The study of the pension files that will be more individual than today”, says Franck Renaudin. “The fact that the reform is applied for generations with different number of quarters and even different number of months depending on the degree, we will have companies that will have to adapt more on a case-by-case basis,” explains the expert.
Two employees in the same position.
Another problem: when two employees occupy the same position. “For those for whom departure is planned, in most cases a successor has been found,” explains Benoît Serre. “But with a postponement of his departure, it’s not the easiest situation to deal with, especially in SMEs,” he says.
The vice president of the ANDRH “advises companies to respect the commitments made for recruitment and at the same time analyze ongoing recruitment and see if it is pertinent to move them on time.”
“It would be relevant to see to what extent the recruit can lighten the work of those who leave and achieve a kind of balance, apply mentoring, organize the work time of those who leave without losing interest in the position for those who arrive,” he said. he suggests.
The first interested generation will be the one born after September 1, 1961. With few exceptions, they will not be able to retire before the age of 62 years and 3 months.
Source: BFM TV
