{"id":7421,"date":"2023-06-21T15:38:53","date_gmt":"2023-06-21T13:38:53","guid":{"rendered":"https:\/\/www.groupe-aplitec.com\/?p=7421"},"modified":"2024-01-13T16:37:05","modified_gmt":"2024-01-13T15:37:05","slug":"profit-sharing","status":"publish","type":"post","link":"https:\/\/www.groupe-aplitec.com\/en\/news\/profit-sharing\/","title":{"rendered":"Profit-Sharing"},"content":{"rendered":"\n[et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” custom_margin=”0px||0px|10px|false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ _module_preset=”default” width=”100%” max_width=”1140px” custom_margin=”0px||0px||false|false” custom_padding=”0px||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_text_color=”#000000″ link_text_color=”#000000″ ul_text_color=”#000000″ ol_text_color=”#000000″ quote_text_color=”#000000″ header_2_font=”Roboto|500|||||||” header_2_text_color=”#232323″ header_2_font_size=”40px” header_3_text_color=”#005292″ header_4_text_color=”#005292″ header_5_text_color=”#005292″ header_6_text_color=”#005292″ custom_margin=”0px||0px||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]

 <\/p>\n

Preamble\u00a0<\/span><\/h2>\n

Profit-sharing is an optional scheme that consists of paying each employee a bonus linked to the company’s performance or results.<\/p>\n

A real tool for employee remuneration and retention, profit-sharing offers a very advantageous tax and social framework for both the employer and the employee.<\/a><\/p>\n

 <\/p>\n

1. Scope<\/strong><\/span><\/p>\n

The introduction of profit-sharing is optional <\/strong>regardless of the company’s workforce, nature or legal form.<\/p>\n

Profit-sharing must be collective in nature, i.e. all employees included in the scope of a profit-sharing <\/strong>\u00a0agreement must be able to benefit from it. Only a seniority condition is provided (3 months maximum).<\/p>\n

In companies with fewer than 250 employees that usually employ at least 1 employee (even part-time) in addition to the manager himself, managers may be eligible for profit-sharing<\/strong>.<\/p>\n

2. Implementation\u00a0<\/span><\/strong><\/span><\/h3>\n

2.1 The profit-Sharing agreement<\/strong><\/span><\/h3>\n

<\/span><\/p>\n

The introduction of profit-sharing is done by means of a collective agreement. <\/strong><\/p>\n

The profit-sharing agreement is\u00a0 concluded for a period of 1 to 3 years <\/strong>\u00a0(compared to 3 years for an agreement concluded before 09 December 2020) and may be tacitly renewable.<\/p>\n

The closing date is the last day of the first half of the calculation period following the date on which it takes effect, under penalty of sanctions.<\/p>\n

As an exception, companies with fewer than 11 employees<\/strong>, without a union delegate or elected member of the Social Economic Committee (\u00ab\u00a0CSE\u00a0\u00bb) may set up by unilateral decision a profit-sharing scheme for a period of between 1 and 3 years. This possibility of setting up a profit-sharing scheme by unilateral decision of the employer has been extended to companies with fewer than 50 employees <\/strong>under certain conditions.<\/p>\n

2.2 Filing and control of agreements<\/strong><\/span><\/h3>\n

<\/strong><\/span><\/p>\n

The profit-sharing agreement must be filed on the T\u00e9l\u00e9Accords platform within 15 days of the closing date.<\/p>\n

A system for securing the tax and social exemptions attached to the sums paid in respect of employee savings is exercised on the basis of control by the administration.<\/p>\n

<\/strong><\/span><\/p>\n

<\/strong><\/span><\/p>\n

3. The calculation of profit-sharing\u00a0<\/span><\/strong><\/span><\/p>\n

3.1\u00a0 The profit-sharing bonus<\/strong><\/span><\/h3>\n

<\/strong><\/span><\/p>\n

The profit-sharing must be random and <\/strong>must result from a free calculation formula, included in the agreement, but linked to the results and\/or performance of the company<\/strong>. The calculation formula may be supplemented by a multiannual target.<\/p>\n

The distribution of the profit-sharing bonus may be:<\/p>\n

    \n
  • Uniform<\/strong> , i.e. all employees receive the same amount<\/li>\n
  • Proportional <\/strong>to employees‘ salary<\/strong> or time of attendance<\/strong><\/li>\n
  • Combination of 2 or 3 of these criteria.<\/li>\n<\/ul>\n

     <\/p>\n

    3.2 The matching contribution<\/strong><\/p>\n

    <\/strong><\/p>\n

    The matching contribution is an optional payment made by the employer in addition to the profit-sharing when the beneficiary chooses to pay the amount into a savings plan<\/strong>. Its amount is freely determined by the employer within a certain limit. Thus, the contribution may not exceed 3 times the amount that the beneficiary pays into the savings plan, nor be greater than 3,519.36 euros.<\/p>\n

     <\/p>\n

    3.3 The profit-sharing supplement<\/strong><\/p>\n

    L\u2019employeur peut accorder un suppl\u00e9ment d\u2019int\u00e9ressement qu\u2019il d\u00e9termine librement en plus du versement de l\u2019int\u00e9ressement et de l\u2019abondement<\/strong>. Il s\u2019agit d\u2019un outil de motivation et de r\u00e9compense pour les salari\u00e9s.<\/p>\n

    Le suppl\u00e9ment d\u2019int\u00e9ressement b\u00e9n\u00e9ficie des m\u00eames exon\u00e9rations fiscales et sociales que l\u2019int\u00e9ressement.\u00a0<\/p>\n

    La r\u00e9partition du suppl\u00e9ment est identique \u00e0 celle du versement de la prime d\u2019int\u00e9ressement, \u00e0 d\u00e9faut d\u2019accord distinct.<\/p>\n

    <\/span><\/p>\n

    3.4 The overall ceiling<\/strong><\/p>\n

    The total amount of bonuses distributed to beneficiaries, including, where applicable, the profit-sharing supplement, must not exceed 20% of the total gross salaries paid to all employees of the company.<\/strong><\/p>\n

    The amount received, by an employee per year, in respect of profit-sharing may not exceed 75% of the annual social security ceiling. <\/strong><\/p>\n

     <\/p>\n

    4. The social and tax advantages of profit-sharing<\/span><\/strong><\/span><\/h3>\n

    <\/span><\/strong><\/span><\/p>\n

    On the corporate side<\/span>,<\/u> a number of social and tax advantages exist:<\/p>\n

      \n
    • The sums awarded in respect of profit-sharing are exempt from social contributions<\/strong>.<\/li>\n
    • For companies with less than 250 employees, the social lump sum <\/strong>contribution (\u00ab\u00a0forfait social\u00a0\u00bb) has been abolished<\/strong>.<\/li>\n<\/ul>\n

      On the employee side, the sums received as part of the profit-sharing are subject to the \u00ab\u00a0CSG\u00a0\u00bb and \u00ab\u00a0CRDS\u00a0\u00bb<\/strong> but are exempt from employee contributions and income tax<\/strong>.<\/p>\n

      NB: if the employee has opted for the immediate receipt of profit-sharing<\/strong>, these sums will be subject to income tax.<\/p>\n

      Example of a comparison of costs <\/u>for the <\/u>payment of <\/u>a standard bonus and a profit-sharing bonus<\/u>:<\/p>\n

      Classic bonus:<\/span> \u00a0100 euros : -25% of social contributions and +40-45% of employers’ contributions
      \u00a0= Total received by the employee 75 euros – Income taxes.<\/p>\n

      Profit-sharing bonus: <\/span>100 euros: no employer contributions and social lump sum = total paid by the employer 100 euros and total <\/strong>received by the employee 91 euros + x% of possible investment interest. <\/strong><\/p>\n

       <\/p>\n

       <\/p>\n

       <\/p>\n

       <\/p>\n

       <\/p>\n

       <\/p>\n

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      This fact sheet contains summary information. Please contact us for advice tailored to your situation. We cannot be held responsible for any misinterpretation.<\/em><\/p>\n

       <\/p>\n

      <\/em><\/p>\n

      Contact<\/strong><\/span><\/em><\/span><\/p>\n

      Claire APPELGHEM<\/strong><\/span><\/p>\n

      Head of HR\/Employment Law<\/p>\n

      Claire.appelghem@groupe-aplitec.com<\/p>\n

      01 40 40 38 38<\/p>\n

      <\/strong><\/span><\/p>\n

       <\/p>[\/et_pb_text][et_pb_button button_url=”https:\/\/www.groupe-aplitec.com\/wp-content\/uploads\/2023\/06\/2023-profit-sharing.pdf” url_new_window=”on” button_text=”T\u00e9l\u00e9charger le dossier ” button_alignment=”center” _builder_version=”4.20.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"

        Preamble\u00a0 Profit-sharing is an optional scheme that consists of paying each employee a bonus linked to the company’s performance or results. A real tool for employee remuneration and retention, profit-sharing offers a very advantageous tax and social framework for both the employer and the employee.   1. Scope The introduction of profit-sharing is optional […]<\/p>\n","protected":false},"author":7,"featured_media":3757,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[22,58,59,21],"tags":[],"class_list":["post-7421","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites","category-human-resources","category-news","category-rh"],"yoast_head":"\nProfit-Sharing - Groupe Aplitec<\/title>\n<meta name=\"description\" content=\"Profit-sharing is an optional scheme that consists of paying each employee a bonus linked to the company's performance or results. 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