The 35-Hour Week: Symbol and Reality

No French labor policy attracts more international attention than the 35-hour work week, implemented in 2000:

Original Intentions

The Aubry laws aimed to: - Reduce unemployment through work-sharing - Improve work-life balance - Boost productivity through reorganization - Negotiate flexibility alongside hour reduction

Complex Implementation

Reality proved messier than theory: - Overtime became common, paid at premium rates - Managers excluded through forfait days systems - Small firms gained exemptions and delays - Productivity gains offset some labor costs

Mixed Outcomes

Research shows nuanced effects: - 350,000 jobs created (though disputed) - Worker satisfaction increased, especially among parents - Costs varied by sector and implementation methods - International competitiveness concerns in some industries

Nathalie Dubois, our auto worker, appreciates the balance:

"The 35 hours gives me every other Friday off—RTT days. I spend time with my kids, pursue hobbies. Some colleagues prefer overtime pay, but I value time. It's about choice."

Yet employers express frustration. Jean-Marc Pellerin, who runs a 50-employee machinery firm, explains:

"The 35 hours works for large companies with shift patterns. For us, it means complex scheduling, overtime costs, and difficulty serving customers who work longer hours. We adapt, but it's a competitive disadvantage."