L’objectif de Link Mobilité est d’aider les salariés en mobilité géographique, qu’ils soient expatriés ou français,  à s’installer dans leur nouveau lieu d’habitation, afin de pouvoir se concentrer au plus vite sur leur nouveau poste.


Towards a better geographical mobility of workers in France

Real asset to enhance and revitalize a career, geographic mobility is beneficial to both employees and enterprises, while allowing more fluid work market.

Given the current French economic situation, it is necessary to find levers for employment and competitiveness, such as allowing a better geographical mobility of employees.

FAR & MG (Federation of Actors of Relocation and Geographical Mobility) and CILGERE Action Logement published in July 2015 a White Paper about geographical mobility of employees. They present five concrete proposals to remove the obstacles to geographical mobility.

This publication occurred after the following three observations:

1 – The French employees are favourable to geographical mobility under certain conditions

If the majority of the French are ready to be professionally mobile, they are concerned about the potential impact on their family life and housing conditions. The issues relating to the education of children and spouse employment are also important and should be considered in the management of mobility. Geographic mobility is part of a global project of the employees, taking into account their professional and personal aspirations. The company should help remove the bottlenecks and obstacles to mobility and reassure about preservation of the lifestyle of employees and their entourage.

2 – Companies are wiling to invest more in supporting the mobility of their employees

Companies have long been afraid to cross the private sphere by seeking to assist employees. Today, they want to secure their actions and this involves being able to offer guarantees for their employees, particularly in housing.

In 2011, a study by CREDOC revealed that 40% of companies are involved in housing issues when it comes to recruitment or transfer.

3 – Professional support for employees and companies is a key to success

On the one hand, employees who wish to take full advantage of this mobility opportunity, minimizing the risks associated with change; on the other hand, companies seeking to control and optimize the costs associated with this mobility. These are issues that mobility experts are familiar with!

The White Paper claims that for a mobility to succeed, a large number of players have to interact: employees, employers, branches, territories, public actors…

For CILGERE Action Logement and FAR & MG, geographic mobility is a “public good” that requires a common commitment of all actors: economic, social and political.

Here are the outlines of the five actions proposed in the White Paper:

• To establish a “diagnosis mobility” for employees and job seekers.

• To integrate a geographical dimension to human resources management policies.

• To integrate a geographical dimension to human resources management policies.

• To build employment policy and secure professional careers.

• To engage the government: they are influencers on mobility issues.

• To develop mobility assistance from ACTION LOGEMENT to secure and optimize mobility in France.

According to the authors: “The issues of geographical mobility imply a global and transversal response whose economic and social utility is not proven. This White Paper calls on all actors to commit to the challenge of geographic mobility of employees! “

Source: Economie Matin

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