Why build an Enterprise Mobility Policy?

The Employer Mobility Plan: a response to the need for mobility

Since January 1, 2021, all companies with more than 50 employees have been required to draw up a mobility plan (PDMe). Supported by the French Mobility Orientation Act (LOM), this plan is a set of measures designed to optimize and increase the efficiency of employee travel within a company. Its aim is to improve employee mobility within the company. The first step is to take stock of the current state of the company's mobility policy in order to determine : 

• if all employees' mobility needs are covered;
• if all the company's sites are easily accessible to employees;
• which means of transportation are most used by employees.

Then, to draw up a list of actions that can be taken by the company to encourage the use of more sustainable modes of transport. Indeed, 1/3 of CO2 emissions in France are generated by transport activities.

One in four French people say they have already given up work or training because of a lack of means to travel. According to the "Mobility and Lifestyles 2020" survey , more than 1 in 5 (21%) working French people use their personal car exclusively to get to work, even though their journey is less than 9 kilometers. Based on these findings, it is essential for companies to guarantee their employees green, inclusive and innovative mobility. 

The Employer Mobility Plan (EMP) encourages companies to put in place a set of measures aimed at optimizing the travel generated by a company's activity in order to reduce greenhouse gas emissions. It takes into account: 

• employees' commuting to and from work ;
• employee business travel;
• visits of customers, suppliers, partners;
• inbound / outbound deliveries of goods...

In addition, long commutes have a negative impact on employees' well-being. Thus, to improve the quality of life at work, the 5 dimensions of mobility in companies that this mobility plan addresses are

• work organization;
• telecommuting;
• flexible scheduling;
• logistics;
• deliveries of goods.

In addition to the legal obligation, companies have many interests in setting up an adequate mobility plan for different reasons: 

• Rationalize commuting expenses;
• reduce carbon emissions generated by employee travel;
• promote more sustainable modes of transportation;
• defend the purchasing power of employees who use their personal vehicles.

Thus, even if the mobility plan is above all an environmental approach, it represents a powerful lever for achieving your HR and CSR objectives. 

Mobility funding schemes for companies

In France, there are many types of financial aid to support employee mobility in companies, including : 

• exemption from social security contributions for up to 75% of the cost of public transport passes. 
• premium to finance the Sustainable Mobility Package (FMD)
• up to 25% reduction in corporation tax (IS) for company bicycle subsidies (note that some regions supplement this scheme) and 100% tax exemption for URSSAF contributions, since bicycles are not considered benefits in kind.
• exemption from social security contributions per year and per employee for the financing of mileage allowances, thanks toAvantage auto. 

Obstacles and success factors for the implementation of the mobility plan

A successful Enterprise Mobility Plan is an opportunity to achieve some of your key HR objectives. Renovating your mobility plan, at the company level, or in some cases, at the level of an entire group, is a complicated task, for which it is important to be accompanied by experts. Four steps are essential for a successful mobility plan:

1. An audit of your current mobility policy; 
2. The construction of a new plan in line with your resources and all your employees' needs; 
3. A tailor-made change management plan to ensure positive use of all new systems;
4. More operational, a clear view of all the stakeholders to be involved internally; 

Identify your challenges to build your plan

In addition to reducing and optimizing employee commuting, a number of other factors are driving the implementation of a corporate mobility policy. First of all, the competitiveness of the job market is a major factor, forcing companies to reorganize regularly. The economic crisis, new ways of working and the aspirations of a new generation are all upheavals that force companies to restructure in order to remain attractive.

Employee mobility is one of the key issues to consider here. Your policy can meet a number of challenges: attracting talent, protecting purchasing power, reducing carbon emissions, retaining senior staff and many others. Overhauling your mobility policy is a strategic challenge for your company, and should be considered as a global project. With the sustainable mobility package or the mobility credit, Worklife supports you as a co-leader in mobility.