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Managing long-term absences is a growing challenge for companies, amplified by the introduction of the responsibility contribution. This financial measure encourages employers to adopt a proactive approach to human resources.
How to limit its impact while improving your organizational performance?
Responsibility Contribution: What You Need to Know
Since the Law of December 27, 2021, amended by the Law of November 20, 2022, a contribution is imposed on companies where entries into disability significantly exceed the sectoral or national average. This contribution represents 0.625% of quarterly remuneration for the companies concerned. However, certain categories of employers, such as SMEs or adapted enterprises, benefit from specific exemptions.
A Practical Example
For a company with a quarterly payroll of €500,000, the amount of the contribution could reach:
- €3,125 per quarter (0.625% of €500,000).
- €12,500 per year, if the criteria are met across all quarters.
For large companies, where the payroll can exceed several million euros, the financial impact can be much more significant, reaching tens, or even hundreds of thousands of euros per year.
This mechanism aims to encourage companies to reduce the flow of entries into disability through more strategic absence management. A key point to remember: this contribution is based on strict calculations of the disability flow, carried out by the ONSS.
Why Adopt a Proactive HR Strategy?
To avoid unforeseen costs while strengthening productivity, a preventive and strategic approach is essential. Here are the areas for action:
- Assess your risk exposure: Understand the calculation criteria and identify risk areas specific to your organization.
- Strengthen prevention: Implement programs promoting occupational health and safety, and improve quality of working life.
- Optimize absence management: Use monitoring tools and adopt proactive communication with your teams to facilitate employee reintegration. It is also essential to establish a structured policy for long-term absence management, aimed at managers. Implementing a tool or notification system could prove valuable, guiding managers on actions to take based on the duration of absence (for example, knowing when to initiate communication, plan support, or anticipate a return). Such a system would not only structure absence monitoring but also address a strategic need for proactive and benevolent team management.
The Benefits of a Preventive Approach
Companies that invest in prevention observe:
- A significant reduction in costs related to absences.
- An improvement in productivity and employee engagement.
- An ability to anticipate social and financial reforms impacting their operations.
Your Ally in Transforming Constraint into Opportunity
The employers’ responsibility contribution regarding disability, although demanding, can become a lever for HR and organizational improvement. Ayming is here to support you! Contact us today.
