2024-03-14 09:30:37
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Since April 8, 2017, the collective agreement for ported employees has been extended, making wage portage a branch of activity in its own right. In 2022, a report made it possible to take stock of the situation, noting that Île-de-France “comes at the top of wage portage companies in 2019”. This economic model, even if it is increasingly popular, still lacks recognition in Yvelines where competition is becoming increasingly strong.
Over the past ten years, wage portage has continued to grow. According to figures from the PEPS and FEPS unions, “around 600 umbrella companies share 100,000 employees in 750 different professions” in France, with an “average annual increase of 20%”. Despite a slight decline for the year 2023, the sector therefore continues to be attractive. An observation shared by Stéphane Vivet, marketing and digital director of the Freeland group which owns ITG, one of the most important players in portage in France. “2023 was a more complicated year than expected, while 2022 was a year of recovery. In the first quarter, the deadlines for obtaining missions lengthened. Contracts took longer to sign and complete, which resulted in lower turnover. » If ITG is a solid group, others have not survived these difficulties. “We have seen companies go out of business because they could not pay their employees. For our part, the end of the year is more peaceful. » And this is fortunately the case for most companies in the sector, convinced of the attractiveness of their model.
A trendy model…
According to the official definition (https://www.service-public.fr), wage portage “is a tripartite contractual relationship in which an employee of a wage portage company performs a service on behalf of client companies. On the one hand, an employment contract is established between the employee and the umbrella company. On the other hand, a commercial contract is established between the umbrella company and the client company. »
Qualitalents has been established in Yvelines for more than ten years. Its new president, Mickael Macé, considers that there are “almost no, if at all, disadvantages” to being in salary portage. There would even be “only advantages”: fewer social charges compared to micro-enterprises and more attractive coverage for unemployment, illness or retirement. “The cost is that of a pay slip like in any company,” he summarizes. The employee has no administrative constraints and does not take risks like when you create your own business. » Apart from trading, regulated activities (notary, lawyer, doctor, etc.) and personal service, any profession can be covered.
“I was independent for a long time in a sole proprietorship, with tax deadlines and URSSAF to manage. It was quite heavy, remembers Stéphane Vivet. With portage, you can focus on your mission and your job. » A popular device, it responds to the search for a better balance between personal and professional life, but also to moving away from corporate life. “These are underlying societal trends,” continues the marketing director of Freeland. We tend to say that it’s the best of both worlds. You can settle in over time more easily. »
For Stéphane Vivet, salary portage is also interesting for human resources with a “dichotomy between the permanent employees who constitute the employees and the employees who are supported”. From a “marketing” point of view, the umbrella company is aimed at both BtoC people and BtoB companies – by providing solutions to better manage independent workers. “Salary portage makes it possible to meet specific needs that the company cannot meet on its own,” says the marketing director. It responds to transition management, that is to say: I need a skill over a limited period of time. Our end customers are companies that need transition managers or specific skills to support their projects. » On average, people stay at ITG for four years. Within Qualitalents, some have been there for almost ten years. “We get paid from management fees,” explains Mickael Macé. We prepare the pay slip, the cash advance, we provide professional insurance… You have everything at hand! »
…and intergenerational
If salary portage attracts many young people, it is also an option suitable for former managers who do not wish to return to “classic” employment. For example, they can pursue their career in high-level consulting while enjoying the advantages of employment. On his scale, Mickael Macé notes an evolution in the profiles of his employees, also including more and more women in the so-called “senior” category. “Before, we had around 70% men. Since June, of the ten people who have arrived, we have more than 70% women in the territory of 78. There is a trend for women over 45, who have been made redundant and who are taking the step of portage. This is something that is materializing because recruitment is even more difficult for them. There is sometimes apprehension about getting started but ultimately it is a good way to get an idea of their project. »
A model that deserves to be known
Due to its density and the presence of a pool of companies of all sizes, particularly large groups, the business volume is the highest in Île-de-France. In this market which remains fragmented, competition is tough. “This is what I can see from the portage market in Guyancourt,” says Mickael Macé. It’s a competitive market with a lot of driving down prices, which is never desirable. » Competition is all the stronger as portage is still little known in the region and currently only affects very few people. Bringing together just over 100,000 people across France, it represents a tiny share of the independent market. “Porting is still relatively confidential and suffers from a lack of knowledge about how it works,” regrets Stéphane Vivet. However, it is a regulated, recognized activity which responds to a territorial economic need for flexibility. Salary portage joins a desire to do things differently. » For the president of Qualitalents, HR and Pôle Emploi should also offer this form of employment more regularly. “Any person with a project idea, rather than creating a micro-enterprise, should be able to launch a wage portage. It is still the best solution. This is all the more interesting for Yvelines or Hauts-de-Seine which have a large concentration of companies, with executives and consultants. We have educational work to make the system better known. Making ourselves known to stakeholders in the department will be our first area of development for the year 2024.”
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