Ey & Associés: Employees Vote for 48-Hour Workweek
- A recent internal referendum at the audit subsidiary of EY revealed that nearly 38% of employees favor restoring the 48-hour work week.
- This employee-driven initiative, spearheaded by a coalition of unions including CFDT, CGTC, and FO, arose in response to a 2021 company agreement.
- Marc Verret, a CGT delegate, stated that the referendum was a necessary step given the ongoing concerns about burnout and extended sick leave, coupled with management's reluctance to...
EY Audit Subsidiary Employees Weigh In on work hours
Table of Contents
- EY Audit Subsidiary Employees Weigh In on work hours
- EY Audit Subsidiary Employees Weigh In on Work Hours: A Q&A
- What happened at the EY audit subsidiary regarding work hours?
- Why was this referendum conducted?
- What is the 2021 company agreement all about?
- Who spearheaded the referendum?
- What do the results of the referendum indicate?
- What are the different perspectives of the unions involved?
- Why didn’t all the unions participate in the referendum?
- What are the main concerns of Employees?
- Do the employees agree with the solution provided by the referendum?
- Why is it challenging to prevent exceeding the 48-hour limit?
- What are the next steps following the referendum?
A recent internal referendum at the audit subsidiary of EY revealed that nearly 38% of employees favor restoring the 48-hour work week. The vote, conducted between April 14 and 21, saw participation from approximately 40% of the firmS 3,000 employees, with 97% of those participants supporting the longer hours.
This employee-driven initiative, spearheaded by a coalition of unions including CFDT, CGTC, and FO, arose in response to a 2021 company agreement. That agreement, inked between management and the CFE-CGC, permits executives to occasionally exceed the standard 48-hour weekly limit stipulated in their collective agreement, sometimes surpassing even 50 or 58 hours.
Marc Verret, a CGT delegate, stated that the referendum was a necessary step given the ongoing concerns about burnout and extended sick leave, coupled with management’s reluctance to revise the existing agreement. “The result shows a strong mobilization,” Verret said. “Our campaign has generated interest and expectations. Referendums have historically been used to bypass trade unions, but they can also be a tool to mobilize employees, especially in sectors where a collective consciousness is still developing.”
Union Divided on Approach
While the CFE-CGC did not join the referendum initiative, it has voiced concerns regarding working conditions at EY & Associés and has requested a review of the current agreement. Without the CFE-CGC’s support, the other unions cannot unilaterally overturn the existing company agreement.
Concerns Remain Despite Agreement
Laurie-Anne Cadel,a union delegate who initially signed the 2021 agreement,acknowledged the value of soliciting employee opinions but questioned the referendum’s framing. “Requesting the opinion of employees is a very good idea, but the questions in the referendum were not the right ones, as there are still beneficial measures in this text,” Cadel explained. “Though, we still face significant workloads. The measures implemented are insufficient, and more needs to be done in terms of prevention.”
Cadel believes that preventing the occasional exceeding of the 48-hour limit will be challenging, as it is “part of the *business model* of the sector.”
EY Audit Subsidiary Employees Weigh In on Work Hours: A Q&A
This article provides a complete look at the recent internal referendum conducted at the EY audit subsidiary, focusing on employee perspectives on work hours. We’ll explore the key issues, the different union stances, and the ongoing concerns regarding work-life balance.
What happened at the EY audit subsidiary regarding work hours?
An internal referendum was conducted at the EY audit subsidiary to gauge employee opinions on work hours. Conducted between April 14 and 21, 2025, the vote saw participation from approximately 40% of the firm’s 3,000 employees. Nearly 38% of the employees who participated favored the restoration of a 48-hour work week, with 97% of those participants supporting longer hours.
Why was this referendum conducted?
The referendum was initiated in response to a 2021 company agreement that allows executives to occasionally exceed the standard 48-hour weekly limit, sometimes reaching 50 or 58 hours. This initiative,driven by a coalition of unions (CFDT,CGTC,and FO),aimed to address growing concerns about burnout and extended sick leave among employees.
What is the 2021 company agreement all about?
The 2021 company agreement, agreed upon by management and the CFE-CGC, permits executives to go over the 48-hour work week limit, as stated in the collective agreement. this permission is at the heart of the matter, as employees and some unions are concerned about the impact of long working hours.
Who spearheaded the referendum?
The referendum was spearheaded by a coalition of unions, including CFDT, CGTC, and FO. They are advocating for changes to address employee concerns about excessive workloads.
What do the results of the referendum indicate?
The results indicate a strong mobilization of employees. According to Marc Verret, a CGT delegate, the referendum highlights employee concerns about burnout and other work-related issues. The high level of support for the longer working hours among those who participated reflects this sentiment.
What are the different perspectives of the unions involved?
Union Breakdown
| Union | Position on Referendum | Key Concerns / Actions |
|————–|——————————-|——————————————————————————————————————————————————–|
| CFDT, CGTC, FO | Initiated the Referendum | Concerned about burnout; seeking change to the 2021 agreement & employee work hours. |
| CFE-CGC | Did not join the Referendum | Voiced concerns about working conditions but did not participate in the referendum; requested a review of the current agreement. |
Why didn’t all the unions participate in the referendum?
The CFE-CGC did not join the referendum initiative. Although concerned about working conditions, they did not support the referendum. Without the CFE-CGC’s backing, the other unions cannot unilaterally overturn the existing company agreement.
What are the main concerns of Employees?
employees are primarily worried about burnout, extended sick leave, and the overall impact of long working hours on their well-being. The persistent workloads, despite measures implemented, and the lack of prevention strategies underscore these concerns.
Do the employees agree with the solution provided by the referendum?
The framing of the questions in the referendum was questioned by some, such as laurie-Anne Cadel, a union delegate who originally signed the 2021 agreement. She acknowledged the value of employee input but believed that the questions weren’t the right ones, as there were beneficial measures in the existing text. Still, significant workloads remain, indicating that while the referendum is valued, some employees feel more is needed.
Why is it challenging to prevent exceeding the 48-hour limit?
Laurie-Anne Cadel believes that preventing the occasional exceeding of the 48-hour limit will be challenging,as it is “part of the business model of the sector.” The structural aspects of the audit industry may contribute to the ongoing need for overtime.
What are the next steps following the referendum?
While the exact next steps are not explicitly stated in the article, the unions involved are likely to use the referendum results to pressure management to revise the existing agreement. This may involve further negotiations and discussions about implementing more effective measures to prevent burnout and improve work-life balance.