The French pension system has established mechanisms to compensate for career hazards and discontinuities in employment biographies based on solidarity but also, sometimes, on equity. These arrangements therefore make it possible to assess the "career" risk, albeit only partially; they are only found within the framework of the First Pillar, since the design of the retirement tools of the Second Pillar is unsuitable for taking account of such a "career" risk. Conversely, when looking at end-of-career management, the First Pillar is cautious on the issue of individualisation. For the time being, end-of-career planning is an issue that, in terms of "regulation", is referred mainly to the companies, which on their part requires a strong incentive for negotiations and which may result in very contrasting situations depending on the size and means of the respective company.
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In the French system, the first pillar subsumes, on the one side, the old age insurance schemes of the social security system (mandatory mechanisms of legal origin, financed on a pay-as-you-go basis) and, on the other side, the conventional supplementary schemes AGIRC/ARRCO (established via agreements concluded between the social partners) that have been made obligatory by the legislator and are also financed on a pay-as-you-go basis.
It must be borne in mind that the measures forming part of the second pillar are in no way mandatory. In France, they are therefore unequally distributed across the businesses.
CJCE 21 Sept. 1999 Albany, C-67/96, European Court Reports (ECR) I-1999, 5751.
Plan d’Épargne Retraite Collectif [Collective Retirement Savings Plan]. It is an employee savings plan intended for building up and managing an investment portfolio for retirement savings.
The agreement opens up the possibility of transforming the allowance into remunerated leave for a period of two years prior to official retirement.
Centre d’études et de recherches sur les qualifications (Céreq), Bureau d'économie théorique et appliquée, Institut du travail de Strasbourg (2009) Les salariés âgés dans l’entreprise : vers une visibilité accrue? Etude de cas et analyse de pratiques dans dix entreprises alsaciennes, Étude pour la Direction régionale du Travail, de l’Emploi et de la Formation professionnelle d’Alsace, November 2009
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Del Sol, M. (2018). Adjusting Old-Age Pensions to Match Employment Biographies in France. In: Hohnerlein, E., Hennion, S., Kaufmann, O. (eds) Erwerbsverlauf und sozialer Schutz in Europa. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-56033-4_52
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