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CHAPTER 11
Maintaining senior employment: some lessons from best practices in France 205

11.1. Introduction

In 2009, ANACT carried out a study on companiesʼ best practices as regards
maintaining or bringing senior employees back to the workplace, on behalf of
the French General Commission on Employment and Vocational Training
(DGEFP) and the French Labour Administration (DGT) (Bugand et al., 2009a).
The study was carried out in a distinct political and legislative setting, which
gradually brought the topic of senior employment back to the fore, from end-
2008 onwards. Readers will recall that, despite a degree of progress, France
continues to post one of the lowest employment rates in the 55-64 age group
(38.9% in 2009, Eurostat), with an average of 46.0% in EU-27 (Eurostat).
Another significant indicator of recurring issues in maintaining employment for
senior workers on the labour market in France is that the actual average age
of work cessation has remained stable at around 59 for several years. At age
59, more than one of every two workers has exited the labour market.
For about 10 years, the French government has initiated several measures
to support longer working lives, but the results have not been very
encouraging. In 2009, a new step was taken. Companies with fewer than 50
employees were encouraged to set up an agreement or an action plan in
favour of senior employment before 1 January 2010. Should they fail to
institute it, they could face a financial penalty (1% of payroll).
Against this entirely new backdrop, the study shows that action in favour of
senior workers is possible, also in smaller companies, and provides
companies with concrete tools to assist them as they develop their action
plans (Bugand et al., 2009b).
In the first part of the chapter, background information about the study,
including the methodology and global results will be provided. In the second
part, the aim is to analyse, in finer detail, several undertakings that echo
guidance and counselling practices for ageing workers.

11.2. Study methodology and framework for analysis

In carrying out this study, a pragmatic approach to the concept of best
practices was taken. First and foremost, these practices were considered local
initiatives yielding favourable outcomes, as regards maintaining and bringing
senior employees back to the workplace.
A total of 40 companies – of which 12 small and medium-sized companies
(SMEs) – were examined. This is significant because SMEs usually claim to