What is a QWL agreement? Is it mandatory to implement one? QuarksUp explains and gives you examples of how to do it right!
The concept of QWL (Quality of Life at Work) emerged in the 1970s. Since then, it has become increasingly important within companies. Quality of life at work has become a real performance issue. Is the QWL agreement mandatory? We provide you with the answers.
The three key points to remember about the mandatory QWL agreement:
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According to the Labor Code, companies have a duty of care towards their employees. They must protect the " physical and mental health of workers."
According to Article L2242-1 of the Labor Code, companies with trade unions are required to initiate negotiations at least every four years. These negotiations are directly related to quality of life and working conditions.
Since 2016, the Rebsamen Act (law of August 17, 2015) has grouped together seven mandatory negotiations with trade unions. One of these directly concerns quality of life at work.
These companies must therefore define a framework and objectives for these QWL agreements. They must include questions about gender equality and work-life balance. This mandatory QWL agreement must be negotiated with the social partners.
Now that we have answered the question "Is the QWL agreement mandatory?", it is time to learn more about what a QWL agreement is.
Quality of life at work reflects the conditions in which employees perform their duties. This concerns their working environment. In June 2013,the National Interprofessional Agreement (ANI) on professional equality provided its definition of QWL:
"It can be understood as a sense of well-being at work, perceived both collectively and individually, which encompasses the atmosphere, the company culture, the interest of the work, the working conditions, the sense of involvement, the degree of autonomy and empowerment, equality, the right to make mistakes granted to everyone, and recognition and appreciation of the work done."
The QWL agreement is the result of a QWL initiative launched within the company and supported by genuine social dialogue. This agreement must cover several major areas of investigation:
As we have seen, the QWL agreement is mandatory. The major challenges involved in implementing it are therefore both legal and managerial.
As part of a QWL initiative that benefits employees, the QWL agreement will enable:
Finally, implementing a QWL agreement also helps to retain employees, increase a company's attractiveness, and improve its brand image.
The QWL agreement is the result of negotiations with social partners: trade unions, employee representatives, and employees appointed by the Social and Economic Committee (CSE).
Management may also decide to involve the company's employees in these issues by organizing, for example, a referendum. Employees and managers can be involved in various ways: questionnaires on quality of life at work, working groups, etc.
The formalization of a QWL agreement must follow a formal methodology:
A QWL agreement must cover the two main themes of gender equality and work-life balance. For each of these themes, the agreement must formalize the results of the assessment and indicate:
Don't forget to include the effective date of the agreement and any revisions. It must be signed by the unions (or by the works council if it is leading the negotiations), as well as by the employer.
We hope this article on mandatory QWL agreements has been helpful! For more information, read our article on the steps involved in QWL agreements, which includes a few examples.
