Whit Monday, seven weeks after Easter, used to be a public holiday like any other. But since 2004, it has become the default day of solidarity. This change has a very specific origin: the heat wave of 2003, which cost the lives of almost 15,000 people, mostly elderly. The Raffarin government introduced this special day to finance initiatives to help the elderly and disabled live independently: a day of unpaid work for employees, and a financial contribution for employers.
The choice of this date is not insignificant. A public holiday, but often not as deeply rooted in family customs as Christmas or July 14th, Whit Monday was deemed more "expendable". So, in 2005, it became the default day of solidarity. However, nothing obliges a company to keep it on this date.
Yes, that's right. Since 2008, companies have been free to set another public holiday, a day off work, or even several half-days to meet this obligation. What's important is that each employee performs the equivalent of seven hours of unpaid work during the year. Some companies therefore ask their teams to work a little more each day during a given period, or to give up a day off or RTT.
Because everything depends on collective agreements, company agreements and even the sector of activity. Public services, schools and transport are not always aligned. Some employees take a day off, while others benefit from internal agreements that provide for another day of solidarity during the year. And finally, in some cases, employers pay for the day, freeing their employees from the obligation.
Nearly 20 years after its introduction, the solidarity day has melted into professional practice. But it continues to raise questions, as it is applied in so many different ways. One thing is certain: whether you're at work or with your family this Monday, you've already "given" your day in one way or another.
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