Gradual retirement is attracting growing interest among employees, as demonstrated by the experience of the Safran group. This innovative system allows employees to plan their end of career while maintaining a professional activity. Let’s dive into the details of this initiative that is transforming the perception of work at the end of a career.
Gradual retirement: an innovative concept at Safran
Since 2015, Safran has implemented a progressive retirement system accessible from the age of 60. This initiative, which comes ahead of national discussions on the subject, offers employees a smooth transition to retirement. Marc Aubry, former CFDT union delegate, highlights the enthusiasm for this system:
“Between 60 and 70% of eligible employees are currently in phased retirement. Employees can opt for a part-time while continuing to contribute full-timewith an attractive salary increase. »
This system has several advantages:
- Flexibility of working time
- Maintenance of retirement contributions
- Incentive financial compensation
- Better work-life balance
This innovative approach is part of a broader reflection on the evolution of professions and work in France, where flexibility and adaptation to the needs of employees are becoming essential.
Employee testimonials: a welcome transition
The experiences of Safran employees illustrate the diversity of possibilities offered by phased retirement. Denis, 59, having worked a three-shift his entire career, opted for an original approach:
“I chose to stay at 100% and accumulate days in a time savings account to anticipate my retirement. It wasn’t so much the physical hardship as the fatigue linked to the schedule that motivated me. »
Dominique, also aged 59 and working a shift, preferred another formula:
“I opted for a 80% part-timeworking Tuesday to Friday. This allows me to make more use of my long weekends for DIY, sport and rest. »
These testimonies highlight the flexibility of the deviceadapting to the individual needs of employees at the end of their careers.
Benefits for the company and employees
Gradual retirement at Safran has mutual benefits for the company and its employees. Here is a summary table of the main advantages:
| For employees | For the business |
|---|---|
| Smooth transition to retirement | Skills retention |
| Better work/life balance | Cost reduction compared to early departure |
| Maintenance of retirement contributions | Improved employee satisfaction |
| Attractive financial compensation | Optimized human resources management |
This system proves to be a win-win solution, allowing the company to retain the expertise of its experienced employees while offering them a smooth transition to retirement.
National perspectives and ongoing debates
While Safran is a pioneer, the issue of gradual retirement is the subject of discussions at the national level. The social partners are currently holding negotiations on unemployment insurance and employment of seniors, with an agreement expected by November 14, 2024.
The unions are pleading for a generalization of the system from the age of 60inspired by the Safran model. This proposal is part of a broader context of reflection on the employment of seniors and end-of-career planning.
On the other hand, the implementation of such a system on a national scale raises questions:
- Cost for businesses and the state
- Adaptation to different sectors of activity
- Impact on the overall retirement system
- Practical implementation arrangements
These debates take place in a tense social context, as shown by the recent demonstrations against pension reform. Gradual retirement could thus represent an avenue for compromise between the aspirations of employees and economic constraints.
Safran’s experience validates that progressive retirement can be an attractive and beneficial system for both employees and the company. Its success could inspire other organizations and influence future national policies on retirement and senior employment.
