Understanding RTT (Réduction du Temps de Travail)

The RTT system emerged as a key mechanism for implementing the 35-hour week while maintaining operational flexibility. Simply put, RTT days are additional days off granted to employees who work more than 35 hours per week, compensating them with time rather than money for their extra hours.

How RTT Works

For an employee working 39 hours per week (a common arrangement), those 4 extra hours per week accumulate into RTT days. The calculation is straightforward: - 4 extra hours per week × 45.5 working weeks per year = 182 hours - 182 hours ÷ 7.8 hours per day = approximately 23 RTT days per year

These RTT days come in addition to the standard five weeks of paid vacation, meaning many French employees enjoy 8-10 weeks of time off annually—a prospect that astounds workers from countries with minimal vacation allowances.

RTT Management and Negotiation

The use of RTT days involves negotiation between individual desires and organizational needs. Some companies allow complete employee discretion in taking RTT days, while others designate certain days as collective RTT, effectively creating company-wide closures. Many organizations adopt a mixed approach, with some individual choice and some collective days.

Common RTT arrangements include: - Bridge days (faire le pont): Using RTT to create long weekends when public holidays fall on Tuesday or Thursday - School vacation alignment: Parents often use RTT to extend time with children during school holidays - Seasonal adjustments: Some sectors concentrate RTT during slow periods - Emergency flexibility: RTT can provide buffer time for personal emergencies

The negotiation of RTT use reveals much about French workplace culture. Employees view RTT as an earned right, not a privilege granted by employers. Managers must balance respect for this right with operational requirements, leading to detailed planning and sometimes complex negotiations.