Comme prévu par la loi Travail, les dispositions du Code du travail relatives à la durée du travail ont été réécrites. Parmi elles, figurent les règles dites « d’ordre public » qui s’imposent à l’employeur, celles pouvant faire l’objet d’une négociation collective au niveau du cabinet ou de la branche et, enfin, celles qui sont mises en œuvre en l’absence d’accord collectif.
Si la possibilité de négocier en matière de durée du travail n’est pas nouvelle, elle sera fortement renforcée au niveau du cabinet à partir du 1er janvier 2017. En effet, les accords d’entreprise seront alors prioritaires sur les accords de branche, même s’ils contiennent des mesures moins favorables aux salariés. Autrement dit, l’accord de branche aura vocation à s’appliquer seulement si rien n’a été prévu au niveau du cabinet.
Cette nouvelle règle concernera de nombreux sujets tels que le dépassement des durées maximales quotidienne et hebdomadaire de travail, le taux de majoration des heures supplémentaires, la rémunération des temps de pause et de restauration, la mise en œuvre d’horaires à temps partiel ou encore les contreparties aux temps d’habillage et de déshabillage.
Ces accords collectifs seront conclus par voie d’accord majoritaire, c’est-à-dire par des syndicats représentatifs ayant obtenu plus de 50 % des suffrages exprimés au premier tour des dernières élections professionnelles. Toutefois, pour favoriser la négociation au sein du cabinet, un accord pourra être soumis à la validation des salariés dès lors qu’il sera signé par des syndicats qui, sans avoir atteint cette majorité, auront totalisé plus de 30 % des suffrages. Une procédure dont l’entrée en vigueur, prévue pour le 1er janvier 2017, nécessite la publication d’un décret.
Décret n° 2016-1551 du 18 novembre 2016, JO du 19
Décret n° 2016-1553 du 18 novembre 2016, JO du 19
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