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Managing long-term absences is a growing challenge for companies, amplified by the introduction of the accountability contribution. This financial measure encourages employers to adopt a proactive approach to human resources.
How can you limit its impact while improving your organizational performance?
Accountability 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 disability entries significantly exceed the sector or national average. This contribution represents
A concrete example
For a company with a quarterly payroll of €500,000, the contribution could reach :
- 3,125 per quarter (0.625% of €500,000).
- 12,500 per year, if the criteria are met for all quarters.
For large companies, where the payroll can exceed several million euros, the financial impact can be far more substantial, reaching tens or even hundreds of thousands of euros per year.
This mechanism is designed to encourage companies to reduce the flow of disability claims through more strategic absence management. A key point to remember: this contribution is based on strict disability flow calculations, carried out by the ONSS.
Why adopt a proactive HR strategy?
To avoid unforeseen costs while boosting productivity, a preventive and strategic approach is essential. Here are the key areas for action:
- Assess your risk exposure: Understand the calculation criteria and identify the risk areas specific to your organization.
- Reinforce prevention: implement programs to promote health and safety in the workplace, and improve the quality of working life.
- Optimize absence management: Use monitoring tools and adopt proactive communication with your teams to encourage employee reintegration. It is also essential to introduce a structured policy for managing long-term absences, aimed at managers. The introduction of a tool or notification system could prove invaluable, guiding managers on the actions to be taken depending on the length of the absence (for example, knowing when to initiate communication, plan support or anticipate a return). Such a system would not only help structure absence monitoring, but also meet a strategic need for proactive, benevolent team management.
The benefits of a preventive approach
Companies that invest in prevention observe :
- A significant reduction in absence-related costs.
- Improved productivity and employee commitment.
- An ability to anticipate social and financial reforms impacting their business.
Your ally in turning constraints into opportunities
The employer’s responsibility for disability, while demanding, can become a lever for HR and organizational improvement. Ayming is here to help! Contact us today.
