The 35-Hour Week and Its Evolution

The introduction of the 35-hour work week in 2000 under the Aubry Laws marked a watershed moment in French labor history. Promoted by the Socialist government as a means to reduce unemployment through work-sharing and improve quality of life, the reform sparked intense debate that continues today.

The law didn't actually prohibit working more than 35 hours; rather, it defined 35 hours as the threshold beyond which overtime rates apply. This distinction is crucial for understanding how the system works in practice. Many French employees work more than 35 hours, but they receive compensation—either financial or in time—for those additional hours.

Implementation varied significantly by sector and company size. Large corporations often found creative ways to maintain productivity while complying with the law, using annualization of working time and negotiating flexibility arrangements. Small businesses, with less room for maneuver, sometimes struggled with the constraints.

Over the years, successive reforms have introduced more flexibility while maintaining the 35-hour reference point. The 2008 law allowing companies to negotiate overtime arrangements and the various sector-specific agreements have created a complex landscape where actual working hours vary considerably. Yet the symbolic importance of the 35-hour week remains—it represents a societal choice to prioritize life outside work.