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FranceLégifrance

FAYAT BATIMENT signs equality accord with care leave and time perks

FAYAT BATIMENT's fifth equality accord adds 4 paid sick-child days, rest-day donations, full transport reimbursement and a disconnect right; the accord enters into force on 1 July 2026.

By Taxxa AI OyPublished 14 September 2026

Payroll & Labour

Industry: Construction of residential and non-residential buildings

FAYAT BATIMENT, a Nice-based building company, concluded its fifth company equality agreement, an "ACCORD RELATIF A L'EGALITE PROFESSIONNELLE ENTRE LES FEMMES ET LES HOMMES ET LA QUALITE DE VIE ET DES CONDITIONS DE TRAVAIL" with the CFDT, CGC, CGT and FO, done at Nice on 7 July 2026 ("Fait à Nice, le 07/07/2026")Legifrance. The text states that "Le présent accord, qui constitue le cinquième accord de la société FAYAT BATIMENT en matière d'égalité professionnelle, a pour objet de prolonger et de renforcer les actions déjà engagées." It runs for four yearsLegifrance: "Il entre en vigueur au 1er juillet 2026 et cessera de produire effet à l'expiration du terme.Legifrance" It concentrates on five areas — hiring, training, effective pay, work-life balance and promotion — plus quality of working life.

On hiring, the company targets mostly-male site-supervision posts, pledging school outreach "en intégrant 1 à 2 femmes dans les Ambassadeurs Ecole" and a dedicated question for women in end-of-internship evaluations.

On training, access must be identical for men and women, with "une femme au moins dans les parcours de formation sur-mesure, tels que Cap Management/Cap Grand Projet par exemple", plus a diversity module in management training.

On pay, hiring terms must be equivalent for comparable work, with gender never a factor. For young graduates, starting-pay gaps may only reflect "la rareté du profil, de la localisation du poste, de la nature du diplôme et des précédentes expériences (stage, alternance)". Women returning from maternity leave must receive "une augmentation au moins équivalente aux augmentations perçues par les salariés relevant de la même catégorie professionnelle pendant la durée du congé maternité", and pay gaps are analysed yearly by occupation and experience.

On work-life balance, every employee gets "un congé pour enfant malade de 4 jours/année civile par collaborateur (enfants de 12 ans maximum) sur production d'un certificat médical", paid at "100% de sa rémunération". The company tops up the AJAP end-of-life allowance and the AJPA caregiver allowance during the first month for staff on congé de solidarité familiale or congé de proche aidant. A rest-day donation scheme lets permanent staff give unused leave (paid leave beyond the four legal weeks, RTT, modulation days), capped at "5 jours par année civile", to colleagues facing a seriously ill, disabled or gravely injured child under 20, the death of a child under 25, or caregiver leave; HR runs a one-month donation campaign with anonymity on both sides.

On promotion, a Mixité steering committee tracks equality indicators, with balanced promotion rates for women and men, promotion meaning a change of qualification.

Quality-of-life measures include shifting start times on the first school day for parents of children up to 12 with manager agreement, wider use of audio and video conferencing, a restated right to disconnect — no duty to answer outside working hours, exceptional off-hours use only, and for forfait-jours cadres disconnection slots "respectant l'obligation de repos quotidien (11 heures consécutives) et de repos hebdomadaire (24 heures consécutives + 11 heures de repos quotidien)" — and a mobility plan reimbursing home-to-work public-transport subscriptions at "100% (au lieu de 50%)" plus an ecological mobility bonus for staff giving up a company car. A yearly review goes to the CSE Central; revision needs three months' notice; the accord is filed on TéléAccords and with the Nice prud'hommes.

Legal basis: the rules rest on the Accord relatif à l'égalité professionnelle entre les femmes et les hommes et la qualité de vie et des conditions de travail of FAYAT BATIMENT, done at Nice on 7 July 2026.

If you work at, manage or advise FAYAT BATIMENT, apply the new equality accord from 1 July 2026 (sick-child leave, rest-day donations, full transport reimbursement, disconnect rules).

Sources

Accord relatif à l'égalité professionnelle entre les femmes et les hommes et la qualité de vie et des conditions de travail

FAYAT BATIMENT signs equality accord with care leave and time perks

FAYAT BATIMENT's fifth equality accord adds 4 paid sick-child days, rest-day donations, full transport reimbursement and a disconnect right; the accord enters into force on 1 July 2026.

By Taxxa AI OyPublished 14 September 2026

Industry: Construction of residential and non-residential buildings