EPNAK sets 12-hour workdays for Lo Ligot 31 respite-care staff

Staff at EPNAK's Lo Ligot 31 respite-care unit may work up to 12 effective hours a day under a company accordLegifrance signed at Évry on 24 November 2025Legifrance with the CFDT, CGT and CFE-CGC central union delegates. The unit accommodates children aged 4 to 11 in respite careLegifrance — 20 children in the active caseload, with a maximum of five in temporary overnight accommodation — on weekends, public holidays and during school holidays.

The 12-hour ceiling applies to all of the unit's professionals: educational staff (moniteurs éducateurs, accompagnants éducatifs et sociaux, éducateurs spécialisés, éducateurs techniques spécialisés and conseillers en économie sociale et familiale) and general-services staff (maîtres and maîtresses de maison). Rostering runs on a 12-hour daily base with no more than two consecutive 12-hour days per weekLegifrance, applied as a priority during school-holiday weeks, at weekends and on public holidays, within annualised working time. The rosters attached to the accord are fixed and repeated across the year.

Working beyond 10 hours a day rests on each employee's formalised voluntary consentLegifrance, and the accord is handed to staff individually. Any employee may switch back to a working rhythm capped at 10 hours a day on three months' notice, without giving reasonsLegifrance. The statutory ceiling is otherwise 10 hours of effective work a dayService Public; a collective agreement may raise it to 12 hours where activity increases or the organisation of the business requires it.

The 12 hours count as temps de travail effectif within the meaning of article L.3121-1 of the Labour Code.Legifrance Included in effective time are a break of at least 20 minutes — no working day may reach six hours without one — plus meal time and information-handover time. Where an employee is justifiably absent, the hours counted are those shown on the roster.

Health safeguards accompany the longer days. Staff receive reinforced medical follow-up through the occupational-health services, and rest between two shifts is set at 11 consecutive hoursLegifrance. Night workers are provided with adapted rest seating of the relax-chair type. Unit management and staff will jointly consider how to organise cover for absences, and the existing company accord on internal mobilisation of overtime may apply to unforeseen absences.

The accord runs for a fixed term of three yearsLegifrance with staged reviews: three sessions a year in the unit with proximity representatives in the dialogue forum on quality of life and working conditions, a team-level review after six months, and a half-yearly report to the Sud-Ouest CSE, the CSSCT C and the NAO, alongside a joint signatory monitoring commission meeting once per half-year. Tracking indicators include sick leave, adverse-event reports, the unit's health, safety and working-conditions reports, work and commuting accidents — including the time of day they occur — and staff arrivals and departures per half-year. Any party may seek renegotiation under the revision rules, with amendments made by avenant.

The accord was filed online via TéléAccords for automatic transmission to the DREETS with a copy to the labour-court registry, and supplements the Convention Collective Nationale du Travail du 15 mars 1966 applied within EPNAK. Legal basis: company accords setting the maximum daily working time under article L.3121-18 of the Code du travail, effective working time under article L.3121-1, and the Convention Collective Nationale du Travail du 15 mars 1966.