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FranceLégifrance

Rezé youth association caps high-season weeks at 42.5 hours

Amendment to ARPEJ-Rezé's 2023 annualisation deal caps high-season weeks at 42.5 hours, drops zero weeks and adds an individual tracking counter.

By Taxxa AI OyPublished 8 October 2026

Payroll & Labour

ARPEJ-Rezé, the youth and leisure association in Rezé (Loire-Atlantique) operating under APE code 9329Z, has amended its 30 May 2023 annual working-time agreementLegifrance. Amendment no. 1, signed on 2 April 2026Legifrance with the CGT and CFDT unionsLegifrance, rewrites article 2.4 of the agreement and takes effect on 1 June 2026Legifrance. The other provisions of the 2023 agreement are unchanged.

The amendment adjusts the weekly ceiling that applies during high-activity periods. Within the annual modulation of working time, the effective weekly working time of employees covered by the annualisation scheme may now be raised to a maximum of 42.5 hours during high-activity periods. The legal ceilings continue to apply in all cases: no more than 10 hours of effective work per day except by legal derogation, no more than 48 hours in any single week, and no more than 44 hours on average over 12 consecutive weeks.

The amendment deletes every provision on so-called zero weeks.Legifrance Previously the agreement allowed weeks with no scheduled work as part of the balancing mechanismLegifrance; that mechanism is removed. The balance of the annualisation scheme now rests exclusively on varying weekly schedules within the reference period.Legifrance

To track the modulation between high- and low-activity periods, the amendment creates an individual tracking counter for each employee covered by the annual schemeLegifrance. The counter records, over the reference period, the gaps between the working time scheduled under the annualisation plan and the hours actually worked.Legifrance It may show a positive or negative balance during the period.

The gaps entered on the counter are to be evened out during the reference period, in principle as full or half days off. Scheduling those regularisation days falls to the employer under its management power, in light of service needs, continuity of activity and the agreement; as a rule they are set outside school holidays, except for particular service needs or possibilities taken up during the end-of-year holiday period. Employees may express wishes on the scheduling, which management examines within the organisation of the service subject to hierarchical approval; the amendment states this is not a standalone right to impose the dates of regularisation days or half-days.

The parties agree the counter balance is to be cleared no later than 1 April following the close of the reference period, subject to service needs and to any remaining pay or time regularisations owed for that period. The amendment states expressly that the individual tracking counter is neither statutory compensatory rest, nor a time-savings account, nor a standalone scheme separate from the annual modulation of working time.

The amendment will go through the revision procedure laid down by the agreement, be filed on the TéléAccords platform and be brought to the attention of employees.

Legal basis: articles L.3121-18, L.3121-20, L.3121-22 and L.3121-44 et seq. of the Code du travail, as cited by the amendment.

Cap high-activity weeks at 42.5 hours, drop zero-week scheduling, and run the individual tracking counter for each covered employee with the balance cleared by 1 April after the reference period.

Sources

Avenant n°1 à l'Accord aménagement du temps de travail signé le 30/05/2023