IFPEN extends QVCT deal to end-2027 with full-rate pensions for 80/90% part-time

IFP Energies nouvelles (IFPEN) and COFIP, forming a single entreprise (UES), extend their quality-of-life and working-conditions (QVCT) agreement for one yearLegifrance, from 1 January to 31 December 2027Legifrance. The text applies at Rueil-Malmaison and Solaize, each with its own autonomous occupational-health service, and confirms the roles of human resources, managers, staff representatives, prevention services and the contacts for sexual harassment and sexist behaviour.

Employees working part-time at 80% or 90% on a weekly basis, excluding annualised part-time, may contribute to basic (CNAV) and complementary pensions as if full-time.Legifrance IFPEN pays the employer contributions and the employee CNAV contributions; the employee pays the employee complementary contributions. The option runs for the whole of part-time parental leave, for up to three years at once for personal-reasons part-time, for parents of a child under 7 until the end of the month before the seventh birthday, for part-time taken to enter retraite progressive, and for part-time business-creation leave of up to two years. Apart from the under-7, retraite-progressive and business-creation routes, employees who already used the scheme cannot reuse it for another personal-reasons spell. The new terms cover entries from 1 January 2027; employees already covered keep their existing commitment.

The annex recalls retraite progressive: at least 60 years old, 150 quarters across basic schemes, and part-time work between 40% and 80% of full-time.

Pregnant employees may attend compulsory prenatal examinations on paid leave, obtain close parking on the prevention service's request, and receive a 28-hour credit on the closure counter when the pregnancy is declared. A pre-departure interview in the month before maternity or adoption leave covers replacement, the right to return to the same or an equivalent post with equivalent pay, and the appraisal timetable. Paternity and childcare leave is 25 calendar days plus the 3-day birth leave, 32 days for multiple births, fully paid once probation is completed and counted for seniority and profit-sharing.

Supplementary birth leave counts for seniority and the personal training account but not for paid leave, and is paid by the health insurance fund with no employer top-up. Full parental-education leave of up to three years counts for seniority, and IFPEN pays the employer share of complementary health cover during the first such leave up to 12 months. Sick-child leave stays at up to two months a year, the first month paid at 91.82 euros per working day since 1 January 2024 and revalued each 1 January with the UFIP point, the second unpaid; parental-presence leave is paid on the same scale for three months. Each parent of a child under 7 gets one day per child per year until the seventh birthday, usable only in the year of grant. Childcare for children under 12 made necessary by staggered hours, training or missions is reimbursed up to 50 euros a day for 12 days a year, with no age limit for a disabled child.

Meetings are set in core hours with a 45-minute lunch break, telework continues under the regime extended on 1 February 2024 for four years, part-time requests follow a three-month notice and two-month reply with a twelve-month minimum and a guaranteed return on three months' notice, disconnection carries no penalty, and a 118-day donated rest-day pool stood at 1 September 2026 before the statutory scheme applies.

Legal basis: Accord QVCT IFPEN-COFIP (UES) applicable 1 January–31 December 2027, read with Code du travail articles L.2232-12, L.2231-5, L.2261-7-1 and L.2261-8, Code de la sécurité sociale articles L.161-22-1-5 and L.161-22-1-6, and Accord UFIP du 9 avril 2009.