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PÔLE EMPLOI has more than a quarter of its employees teleworking

3. Labor relations / working conditions


Since the merger of the Nord-Pas-de-Calais and Picardie divisions into Pôle Emploi Hauts-de-France, a new work organization has been implemented. Among the topics covered, teleworking has been a key focus, addressing issues of quality of life at work, road safety and reduction of greenhouse gas emissions.

At the beginning of 2017, the national management of Pôle Emploi signed an agreement on quality of life at work, making the organization commit for three years and especially providing for the implementation of teleworking. The teleworking program was launched following an application round.


  • Check the compatibility of teleworking with the organization's professions

  • Test the program in real life situation

  • Reduce the organization's carbon impact

  • Reduce road risks by limiting daily commutes


Each round of application is carried out in 3 stages.

For 2 months, every employee may apply subject to the working time specified in his or her employment contract. In order to ensure the welcoming shifts, avoid isolating oneself from the group and organize meetings, the employees must be on site at least 3 days/week.

The local and regional managements then decide on the applications. Applicants justify their choice to telework. All applications are assessed taking into account the needs of the department and employees are given a justified decision. In the case of a refusal, a plan to overcome and correct the employee's difficulties so that he or she can improve his or her skills is provided.

The last step is to set up the program:

  • Amendments to the employment contract set the framework to ensure teleworking in good conditions
  • The technical department, with the support of an external company, ensured the deployment of computer hardware and equipment in order to create a neutral and adequate working environment

Within the organization, a reflection on the layout of the offices is underway in order to facilitate remote exchanges (coworking room, etc.).


  • Motivation boost in the organization: improvement of team cohesion and overall production of local agencies

  • Contribution to the modernization of the structure's image

  • Strengthening of trust between employees, middle management and regional management

  • Increase in the share of teleworkers over recruitment campaigns: from 9.6% in 2017 to 24% in 2018 and 43% in 2019 in Hauts-de-France


  • Reduction of psychosocial risks and stress-inducing situations

  • Reduction of the company's carbon impact

  • Financial gains: employees save on commute costs

Mise à jour le 08/01/2020

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