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2 min

Baisse des indemnités journalières maladie : une mauvaise nouvelle aussi pour les entreprises.

💸 The French Government BAYROU decreed a reduction in social security daily allowances (IJSS), announced in the Official Journal on February 21, 2025. The salary cap for calculating IJSS will drop from 1.8 to 1.4 times the minimum wage (SMIC), effective April 1, 2025. This adjustment reduces monthly IJSS by €360 for employees earning over €2,522.52 (1.4 x SMIC at 35 hours/week). Companies are expected to cover the difference for employees with at least one year's tenure, potentially increasing employer contributions. The reform impacts welfare schemes like those in the HCR branch and may lead to higher contributions for both employees and companies. The CTIP criticized the measure's adoption without social dialogue, warning of significant contribution hikes and social model imbalance.

1 min

Pour vous aider à déclarer l’OETH en DSN, Charlie vous accompagne dans ce module pas-à-pas, réalisé par l’Agefiph et l’Urssaf.

📚 Charlie assists in the step-by-step module for declaring the obligation to employ disabled workers (OETH), using the fictional company "Agessaf" as a practical case. Targeted at payroll managers, accountants, disability referents, and external service providers (accounting firms), the module aims to prepare for the annual declaration, calculate employment obligations with possible deductions and capping rules, and identify the DSN sections to be filled out. Register at https://appuipro.agefiph.fr/learn/courses/369/declarer-loeth-en-dsn-en-toute-simplicite.

Energie : extension des tarifs réglementés aux TPE depuis le 1er février 2025

🔌 As of February 1, 2025, France's energy code article L337-7, pertaining to regulated electricity tariffs, has expanded to include small businesses (TPE) with fewer than ten employees and an annual turnover or balance sheet total not exceeding 2 million euros. Initially reserved for contracts up to 36 kVA, these tariffs now apply regardless of subscribed power. The regulated tariff is set by the state and the Energy Regulatory Commission, mainly offered by EDF, comprising fixed and variable parts. Prices are revised yearly based on production and distribution costs. New excise rates effective February 1, 2025: 33.70 €/MWh (excluding VAT) for households and professionals up to 36 kVA (previously 21 €/MWh), 26.23 €/MWh for 36-250 kVA (previously 20.5 €/MWh), and 22.50 €/MWh for over 250 kVA (previously 20.5 €/MWh). Businesses must cancel their contracts if they no longer meet regulated tariff criteria.

1 min

Webinaire | Forfait jours des cadres autonomes – Jeu. 20 mars 2025 10h

💻 Le Département des Affaires Sociales du GHR annonce un webinaire sur le forfait jours des cadres autonomes, le 20 mars 2025 de 10h à 11h, en partenariat avec Klésia et Malakoff Humanis. Inscriptions disponibles via le site du GHR.

5 min

Procédure de saisie des rémunérations : anticiper les changements pour le 1er juillet 2025

📄 Le décret du 12 février dernier réforme la procédure des saisies-rémunérations, qui prendra effet à partir du 1er juillet 2025. La réforme supprime l'autorisation judiciaire préalable et transfère la mise en œuvre de la procédure aux commissaires de justice. En cas de non-respect des délais d'information, l'employeur peut être condamné à une amende civile de jusqu'à 10 000€. Les requêtes en saisie des rémunérations introduites avant le 1er juillet 2025 seront jugées selon les anciennes dispositions. Un registre numérique des saisies des rémunérations sera introduit, en attente de l'avis de la CNIL et d'un décret d'application.

1 min

Arnaques OETH, attention !

⚠️ Employers subject to the Obligation d'Emploi des Travailleurs Handicapés (OETH) are warned against increasing scams. Fraudsters often use misleading solicitations and direct victims to fake websites. Advice includes vigilance with emails and website addresses. More information is available at the French government website. The article was published on 21/02/2025.

1 min

L’obligation d’information sur l’origine de la viande bovine étendue définitivement aux viandes porcines, ovines et de volaille

📖 A French decree from February 13, 2025, expands on the December 17, 2002, decree, mandating the display of meat origins in restaurants, including where the animals were born, raised, and slaughtered. Initially a temporary measure from March 1, 2022, to February 29, 2024, this requirement now also applies to pork, sheep, and poultry meats and affects dine-in, takeout, and delivery establishments. Meat origin must be visibly indicated on menus or other materials, clarifying the country of birth, raising, and slaughter for customer awareness.

2 min

Pourboires : prolongation du dispositif d’exonération pour 2025

💸 GHR initiated a tax and social exemption for tips in 2022, extended to 2023 and renewed for 2024. The French Finance Law for 2025, published on February 14, continues this exemption until December 31, 2025. Tips given from January 1 to December 31, 2025, by clients and passed on by employers to eligible workers earning up to 1.6 times the minimum wage (SMIC) are exempt from social security contributions, taxes, and various job-related contributions. These exemptions apply for employees whose monthly income does not exceed 1.6 SMIC.

1 min

Rejoignez-nous pour la prochaine Visio du CHAT du GHR !

💻 The GHR offers a digital customer service (SAV digital) with no registration or agenda required. It provides a platform to discuss digital topics, share challenges, and discover current trends and practices. This live, free forum is open to all GHR members. The next session is on Thursday, March 13, from 16:00 to 17:00. Join the CHAT to engage with digital experts in the hospitality and catering industry.

6 min

Les affichages obligatoires en matière sociale

📋 Employers must inform employees about multiple subjects including work regulations and occupational health. Two decrees published in the Official Journal on October 22, 2016, expanded the list of mandatory postings that can be replaced by other means of communication. Mandatory documents to be posted include work schedules, health and safety notices, inspection details, and CSE members if applicable. Other documents such as collective agreements, weekly rest periods, and prevention of discrimination can be communicated by any means ensuring a definite date. In non-collective work schedules, employers must record daily and weekly hours, and provide monthly documentation detailing overtime and rest periods linked to pay slips. Documents must be accessible and visible in workplaces, and where applicable, communicated to employees.

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