Remuneration is a strategic lever for performance, retention and attractiveness. It can also be a source of legal risk if not properly framed.
Remuneration is a strategic lever for performance, retention and attractiveness. It can also be a source of legal risk if not properly framed.
Components of Remuneration
Fixed Remuneration
- Clear and precise drafting in the employment contract
- Compliance with minimum collective agreement thresholds
- Integration of bonuses and additional elements
Variable Remuneration
- Clauses with defined, measurable and achievable objectives
- Securing calculation methods (individual/collective)
- Precautions to prevent disputes
Benefits in Kind
- Housing, company car, digital tools, etc.
- Social and tax evaluation and treatment
- Contractual mentions and HR documentation
Welcome Bonuses, Golden Parachutes & Specific Clauses
- Signing or arrival bonuses
- Termination indemnity clauses
- Legal framing in case of negotiated departure or termination
Collective Remuneration Schemes
Profit-Sharing & Incentives
- Support in implementing mandatory or optional schemes
- Negotiation of collective agreements or unilateral decisions
- Social and tax optimisation
Employee Savings & Retirement Plans
- PEE, PERCO, company PER
- Drafting agreements / joining existing schemes
Securing & Compliance
- Verification of compliance with labour law & collective agreements
- Equal treatment / non-discrimination
- Consistency between remuneration and job objectives
- Support during URSSAF or Labour Inspectorate audits
Strategy and Tailored Advice
- Guidance on salary policy implementation
- Integration into recruitment packages
- Preparation for potential changes or disputes
