With the evolution of the professional world and the expectations of employees, teleworking has become a practice widely adopted by companies in France. While some companies still keep a majority of their employees in the office, many have implemented hybrid working methods, with days dedicated to teleworking and others in the office. In 2023, according to a study by JLL, 60% of employees in France have access to teleworking , and 53% practice it regularly.
When it comes to pace, a dominant hybrid model is emerging, where employees work 2 days a week remotely and 3 days in person. This model offers more flexibility while maintaining a collaborative dynamic within the company. Let’s take a closer look at the different types of remote work and the benefits they offer, to help you identify the formula that might best suit your situation.
The different types of teleworking
1. Regular teleworking : a common model
Regular telework is now the dominant model in the French professional world. This mode consists of working remotely on a recurring basis, generally 1 to 3 days per week. Indeed, according to JLL, 38% of hybrid employees opt for a rhythm of 2 days of telework per week, and a total of 78% of teleworkers in France alternate between 1 and 3 days remotely.
💡 Advantages :
- Organizational flexibility.
- Maintaining social ties and collaboration with the team in person.
⚠️ Disadvantages :
- May request adjustments for remote digital tool management.
- Requires a suitable workspace at home, which is not always possible for all employees, especially those living in small spaces.
For those who are short on space, solutions like the Zenho telework desk can meet this need. This innovative desk is designed to adapt to small spaces thanks to its foldable structure. A truly functional workstation, it folds and stores easily, offering a practical alternative for those who want to telework comfortably, even in more restricted homes.
In some companies, employees opt for this model in order to better reconcile professional and private life , by avoiding daily commutes while maintaining regular physical exchanges with their colleagues.
2. Occasional teleworking : a one-off solution
Occasional telework is a remote working method used on an ad hoc basis. It occurs when the employee needs to stay at home for personal reasons (appointments, family emergencies, etc.) or for professional reasons.
💡 Advantages :
- Short-term flexibility without long-term commitment.
⚠️ Disadvantages :
- The lack of a formal framework can sometimes pose organizational difficulties, particularly in the event of unforeseen circumstances.
Although this mode of teleworking is not always formalized, it can be used in tacit agreement with the employer to manage specific situations, without impacting productivity.
3. Full-time teleworking (full remote) : a minority practice
Full-time teleworking remains a minority in France, affecting only around 1% of employees, according to an Owl Labs study. This option is often preferred by freelancers or companies operating entirely in dematerialized mode.
💡 Advantages :
- Complete geographic flexibility.
⚠️ Disadvantages :
- Risks of social isolation.
- Difficulties in maintaining corporate culture and integrating new recruits.
For some companies, this mode is compatible with specific positions and independent workers, but it is rarely adopted as a primary solution.
4. Teleworking : alternating between office and home
Commuting telework consists of alternating between days of presence in the office and remote work, with a set frequency. This is particularly appreciated in large companies that encourage hybrid flexibility.
💡 Advantages :
- Reduced travel time and better time management.
- Flexibility to choose remote and in-office days.
⚠️ Disadvantages :
- May require strict organization to effectively distribute on-site and remote periods.
Remote working is ideal for companies looking to offer more flexibility while ensuring face-to-face meetings to maintain team cohesion.
5. Nomadic telework : always on the move
Nomadic teleworkers are not tied to a fixed location. They work from various spaces (cafes, coworking spaces, etc.), often on the move. This mode is particularly suitable for workers in constant mobility, such as salespeople.
The legal framework for teleworking in France: protection for employees
Teleworking in France is formalized by articles of the Labor Code (L1222-9 to L1222-11), defining the rights and duties of the employer and the employee. This framework includes:
- The requirement for a written agreement between the parties.
- The employer's provision of the necessary equipment.
- Protecting the health and safety of teleworkers.
In the event of force majeure (epidemic, natural disaster), the employer may impose teleworking as an exception to ensure business continuity.
Frequently asked questions about forms of teleworking
What are the main forms of teleworking?
What are the main forms of teleworking?
The main forms of telework are regular telework , occasional telework , full-time telework and nomadic telework .
Is teleworking mandatory for the employer?
Is teleworking mandatory for the employer?
No, teleworking is based on a mutual agreement between the employer and the employee. It is not mandatory for either of them, and refusal cannot constitute grounds for dismissal.
How to avoid isolation when working from home?
How to avoid isolation when working from home?
To avoid isolation, it is recommended to:
- Use collaborative tools to stay connected with your team.
- Favor face-to-face meetings whenever possible.
- Working from third places to meet other professionals.
