Rovaltain research firm pays weekly overtime above 37.5 hours to year end

Full-time staff of ROVALTAIN RESEARCH STAPHYT who work under the Article 9 annualisation and modulation scheme will have overtime counted each calendar week and paid monthly from 21 September to 31 December 2026LegifranceLegifrance. A fixed-term revision amendment signed with the Comité Social et Économique delegationLegifrance temporarily rewrites the overtime trigger in the company's 15 December 2023 collective accord on working time and paid leaveLegifrance, in force since 1 January 2024. The firm falls under the Convention collective nationale des bureaux d'études techniques, cabinets d'ingénieurs-conseils et sociétés de conseils (Convention collective Syntec). When the amendment expires, the initial accord resumes automatically on 1 January 2027 with no further act neededLegifrance; its expiry is neither a denunciation nor a challenge to the initial accord.

The amendment covers only full-time employees whose working time is counted under Article 9 modulation, including the Article 9.1 organisation. Part-time staff, employees on individual annual days-based packages (forfait annuel en jours), staff on Article 8 fixed collective schedules, and anyone whose time is not counted under Article 9 are excludedLegifrance. Everything not changed stays in place: the 1 January–31 December reference period, the 1,607-hour annual reference for a full-time employee, scheduling and notice rules, absence rules and pay smoothing.

During the window, effective working time beyond 37 hours 30 in the same calendar week counts as overtimeLegifrance, temporarily replacing the Article 9.5 rule under which hours between 37 hours 30 and the upper modulation limit were not overtimeLegifrance. Staff whose recovery counter is positive on 18 September 2026 have overtime counted from 37 hours 30Legifrance; staff whose counter is negative on that date, or turns negative afterwards, trigger overtime only once the counter returns to zeroLegifrance. Overtime is paid for the month worked, subject to the payroll cut-off for variable itemsLegifrance; hours worked after the cut-off are paid the following month. Consistent with the rules for arrangements spanning more than a week, these hours are excluded from the tally drawn up at the end of the annual reference period, so they cannot be counted once as weekly overtime and again as an annual overrun.

Overtime must in principle be done at the employer's request or with the line manager's prior approval: an employee who considers an extension beyond 37 hours 30 necessary must seek and obtain agreement beforehand, formalised by prior validation of the schedule in the Nibelis HR system. That procedure organises and controls overtime but does not release the company from counting and paying hours actually worked with its agreement, knowledge or at its request, and staff must faithfully record hours worked.

Rates during the window are +25% for hours between 37 hours 30 and 43 hoursLegifrance, and +50% beyond 43 hours in the same weekLegifrance. Hours between 35 hours and 37 hours 30 stay under the initial accord: still paid monthly with a 25% uplift, unaffected by the amendment. A 42-hour week thus pays 2 hours 30 at +25% under the initial accord plus 4 hours 30 of overtime at +25%; a 46-hour week adds 3 hours at +50%. The 300-hour annual overtime quota per employee per calendar year is unchanged. Maximum working times are untouched, including the Article 9.3 organisation of up to 48 hours in busy periods with a 46-hour average over 12 consecutive weeks, subject to the law and any derogations. Legal basis: the avenant de révision à durée déterminée to the 15 December 2023 accord collectif relatif au temps de travail et aux congés payés of ROVALTAIN RESEARCH STAPHYT, Articles 1 to 17.