Since its massive adoption during the health crisis, teleworking has become a central subject in the organization of work in France.
Recent data from Revelio Labs reveals a complex context: companies imposing a strict return to the office are experiencing particularly limited growth, with only a 0.3% increase in job offers (source: Revelio Labs). While some are talking about the end of teleworking, it is in reality a profound transformation of this practice, with more rigorous supervision and a consolidation of internal policies.
Why are we talking about the end of teleworking in France?
The notion of “ the end of teleworking ” is often misinterpreted.
What is currently being observed in French companies is not a suppression of this practice, but a revision of agreements and modalities to meet new challenges. According to Revelio Labs, organizations that offer hybrid or remote models attract the sought-after talents significantly more easily, demonstrating the importance of this flexibility in the labor market.
A post-Covid evolution of collective agreements
During the pandemic, many companies adopted remote work. Today, collective agreements are expiring, prompting employers to reconsider the terms.
Difficulties encountered by employers
Teleworking, although appreciated by a majority of employees, has highlighted several limitations for employers:
- Employee isolation : Decreased social interactions can affect morale and productivity.
- Loss of team cohesion : Collaboration and spontaneous creativity are sometimes hampered by remote working.
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Management challenges : Monitoring performance and maintaining team dynamics remotely requires specific tools and skills.
These obstacles are pushing companies to implement policies that allow them to combine the advantages of teleworking with those of face-to-face work.
Consolidated teleworking: an evolution , not a disappearance
The hybrid model as the new standard
Companies are now favoring a hybrid model that combines 2 to 3 days of teleworking per week with days in person. This system makes it possible to take advantage of the benefits of both working modes:
- Teleworking : Reduced travel, better concentration on individual tasks, work/life balance.
- Face-to-face : Strengthening cohesion, informal exchanges, collaborative work.
This flexibility meets employee expectations while providing employers with increased control over group dynamics and overall performance.
Employees facing the return to the office : what are the challenges?
Resistance to change
Some employees prefer teleworking for a better quality of life: reduced travel, work/life balance.
Talent retention
The requirement to return to the office could prompt employees to leave their positions, as shown by a recent study on the end of teleworking.
Supervision of telework: a better defined practice
Teleworking is increasingly regulated to avoid abuse or misunderstandings. Among the rules frequently established:
- Requirement for a suitable workspace : Employers insist on an ergonomic environment to ensure productivity and well-being.
- Restrictions on teleworking abroad : For legal and tax reasons, some companies prohibit remote working from another country without prior authorization.
➡ Legal example: An employee was dismissed for teleworking from abroad without agreement, as confirmed by a recent decision of the Paris industrial tribunal (2024).
The importance of equipment for effective teleworking
An ergonomic workspace, essential for success
Choosing the right equipment is essential to maximize efficiency when working remotely . Zenho's folding desks, for example, allow you to transform a space into a real professional workstation, then put it away at the end of the day. This flexibility helps separate spaces dedicated to work from those dedicated to personal life.
Back to the office: a beneficial addition
To complement remote work, the physical office remains a central location where collaboration, creativity and human interaction take on their full meaning. Companies are also investing in improving spaces to meet the modern needs of teams.
A sustainable transformation of working practices
The end of teleworking in France is not a reality, but rather an adaptation of practices. The hybrid model is an ideal compromise, allowing companies to maintain performance while meeting employee expectations. With consolidated policies and adapted tools, teleworking can become a sustainable and beneficial solution for all.
FAQ: Your questions about the end of teleworking
When is the end of teleworking planned in France?
Will teleworking soon end in France?
Teleworking is not disappearing, but companies are reorganizing it with adapted hybrid policies.
Will teleworking stop?
Is teleworking doomed to disappear?
No, teleworking is not going to disappear. It is part of a more structured strategy to meet current professional challenges.
When will teleworking end?
Is there a date set to end teleworking?
No specific date has been set. Companies are prioritizing a balance between teleworking and face-to-face work, without completely eliminating this practice.
