Salary portage, a future solution for Human Resources

For 24% (1) of French employees, the crisis was an opportunity to put their professional lives in perspective. Furthermore, 30% (2) of managers say they are “interested in working as a freelancer in the future”, “81.3% (3) of people want to become a freelancer by choice” and not by default… In summary, the health crisis is driving a real transformation of the labor market. Instead of going through this new paradigm, many managers and HR teams are taking advantage of this development by relying on payroll transportation.

So why choose to favor payroll transportation over traditional recruiting?

Observation #1 – Recruitment, a long and increasingly complex process

Before the health crisis, it was estimated that a complete recruitment process in France lasted an average of 32 days (4). For the most strategic appointments, this period can extend to 10 weeks.

Recruiters and business managers are formal: the health crisis has made the recruitment process longer and reminded how important expert profiles are within teams. These delays can be explained in particular by returning to the question of the meaning and quality of life at work (QVT). Candidates now want to have a motivating job and continue to benefit from the flexibility of telecommuting. The human dimension has also gained importance: it is important to share the company’s values ​​and to benefit from high-quality human interaction with colleagues. In short, the right candidate for employment is even harder to seduce!

Observation #2 – It is difficult to control your HR budget

In France, the recruiting school assesses the cost of recruiting an employee between €5,000 and €8,000. While the recruiter’s salary (or the service provider’s fees) is easy to measure, the indirect costs of recruiting are many and less visible: immobilization of employees involved inon boarding or tiling of candidates, training costs, the equipment the new employee needs, but also the actual duration of his operationality… When the new recruit proves to be up to his position, this cost is quickly recouped. But in the event of failure, this expense explodes with the administrative costs of a departure, combined with the costs of a new hire.

As the current economic climate encourages caution, companies tend to favor internal reorganization over hiring. Anyway, to benefit from strong expertise, a newcomer sometimes seems necessary. The company is then forced to offer a remuneration commensurate with a market which is currently favorable to the candidates. This increase in wages also seems questionable in an uncertain situation such as that linked to the health crisis of recent years.

By definition, how does a payroll transport company offer an alternative for the future?

Payroll portage as an HR flexibility tool is the opportunity to deal with these two facts effectively.

That definition of wage transport can be synthesized into a business/freelance relationship rich in efficiency, flexibility and security.

The payroll portage company (EPS) allows a “portee” to provide services to client companies while enjoying salaried status.

The umbrella company in which the consultant is employed invoices the service and pays him his salary. It sometimes helps to optimize his remuneration.

The developer can then benefit from the specialized expertise of independent contractors. The highly secure legal framework promotes simple and fast administration. It also limits the risk of illegal lending of labor and subcontractors.

The consultant is exempt from administrative tasks. He enjoys all the benefits of salaried employment: mutual insurance, unemployment insurance, dependents insurance and supplementary pension insurance for managers… The wage trucking company also gives its independent contractors the benefit of its professional liability and saves them money from this insurance, while offering him very reassuring coverage . For example, immoportage provides real estate advisors and brokers with coverage of up to 3 million euros in compensation!

This tripartite relationship allows both the client company and the freelancers to take advantage of multiple opportunities.

Option #1 – Take advantage of the flexibility of a payroll portage service

As traditional recruitment becomes more and more complex to succeed within a reasonable time, the independent contractor in payroll portage is proving to be a particularly attractive alternative for companies. This consultant will make his strong expertise available for a specific project in the company within the limited framework of a service delivery.

This provision of service is negotiated between the customer company and the consultant involved. The payroll transport company simply intervenes to take responsibility for the administrative and HR management with reactivity. Thanks to the framework of the service, the end of the contract is also predefined upstream. There is therefore no delay or surprise when the mission closes.

Option #2 – Consider porting as a pre-rent

The ideal candidate may be known to the manager or his team. However, a hiring freeze or an inability to complete the administrative formalities immediately could deprive the company of this expert and the candidate of this mission. The payroll company is one

reactive ally. She is capable to employ the candidate within 24 hours under a CDD or CDI contract. Administratively, the candidate is then immediately able to become a consultant for the company.

Accelerating the arrival of this expert allows the company to keep pace with its project. Another advantage, the company ensures during the service the professional qualities of the candidate before they affect his salary. This consultant’s pre-employment period is not limited by a limited period. Therefore, this solution is especially valued for hiring confirmed needy profiles with high salary.

Option #3 – Control your HR budget and limit the risks

Salary portage turns out to be a very relevant solution: by choosing a freelance portage, the company benefits from the competence of an expert at the right time for the price of a fixed-term contract… without the management. And if the need continues, there is nothing stopping the company from offering to hire the freelancer full-time or part-time!

Managers who have chosen salary portage make it rhyme with transparency and clarity. The company pays a TJM negotiated with an independent contractor. She does not have to pay for her holidays or any inter-contract and even less sick leave or a precarity bonus. The investment is therefore made for a specific skill and without increasing the salary.

In addition to these economic benefits, salary portage promises significant legal benefits.

By this we mean the legal framework for payroll transport, combined with the strict practices of 2i Portage, a member of PEPS (the majority union) and more recently its PEPS/AFNOR mark, which protects the company from risk of requalification as a subcontractorbut also of negotiation crime.

Another advantage is that it does not impact their HR teams with an overload of work related to the administrative management of contracts with independent subcontractors.

In summary, salary portage guarantees a controlled cost for a high level of expertise without creating major risks for the manager and his company.

Option #4 – Respond to changes in the labor market, the example of wage portage in real estate

Wage portage responds to a double development: flexibility of the labor market as well as the maturity of the transport sector.

If wage transport has been practiced since 1988, it has only been covered by the Labor Act since 2008. It will be necessary to wait until 2012 before the wage transport association sees the light of day, and 2017 for the collective agreement. The payroll transport activity is currently strictly monitored. This structure now makes it possible perfectly masters the legal and financial stakes of portage.

With regard to the flexibility of the labor market is one of the glaring examples of real estate trade. While real estate agents or networks of agents want to develop, successive crises slow down financial risk-taking. As elsewhere, the management of wage costs and the need to ensure activity concern the managers of the property. On the part of property advisers and dealers, the desire for independence is growing without rejecting the need for security.

that property salary portage therefore, it makes sense today to test an activity without engaging in the process of creating a business. The development of the independent’s activity remains at the heart of its daily life, while it depends on the payroll transport company to ensure the invoicing of its customers.

The flexibility in salary portage therefore gives both estate agents and brokers, advisers or property dealers the opportunity to find the right balance between development/growth of the team and risk management.

(1): https://www.cadresenmission.com/blog/etude-statut-independant-2021/

(2): https://www.ifop.com/wp-content/uploads/2021/03/CP-etude-IFOP-Vdef.pdf

(3): https://www.cadresenmission.com/blog/etude-statut-independant-2021/

(4): https://www.meteojob.com/emploi-actualites/actualite/131020201/quel-est-le-temps-moyen-dun-processus-de-recrutement

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