Le système de retraite français fait aujourd’hui face à des défis majeurs. Dans un contexte de vieillissement de la population et de déséquilibres croissants, les entreprises sont de plus en plus sollicitées pour accompagner leurs salariés dans la préparation de leur retraite. Ce sujet, longtemps perçu comme lointain, devient un levier RH stratégique, tant pour la fidélisation que pour la marque employeur.
The French pension system is today facing major challenges. Against a backdrop of an ageing population and growing imbalances, companies are increasingly called upon to support their employees in preparing for retirement. This subject, long perceived as distant, is becoming a strategic HR lever, both for retention and for the employer brand.
How the pension system works in France
The French system rests on three complementary levels:
- The basic scheme (1st pillar): it is compulsory for all working people. Managed by social security (CNAV, MSA, SSI and so on), it provides retirees with a minimum income.
- The supplementary scheme (2nd pillar): also compulsory. For private-sector employees, this is the AGIRC-ARRCO scheme.
- Additional retirement savings (3rd pillar): this is optional. It is within this framework that schemes such as the individual PER, the PERCO and the PERO (Compulsory Retirement Savings Plan) fall.
A model under strain
Initially based on solidarity between generations, this system is today weakened by several demographic and economic developments:
- In 1950, there were 4 working people for every 1 retiree. This ratio will fall to 1.4 to 1 in 2050.
- Life expectancy is rising, with an average of over 85 years for women.
- The average pension amount remains limited, at around 1,531 € gross per month.
Managerial staff are particularly exposed: their replacement rate is on average 50%. In other words, a managerial employee will receive roughly half of their final salary once retired. And this drop in income is often accompanied by new expenses: individual health insurance, death and disability contract, long-term care protection and so on.
Retirement, an HR subject in its own right
In the face of these findings, retirement is becoming a strategic challenge for companies. Several trends are emerging:
- Employees are taking an interest earlier and earlier, aware of the limits of the public system.
- Employers play a key role in terms of information, financial education and support.
- Collective retirement savings solutions, such as the PERO, are seen as genuine employee benefits, strengthening appeal and retention.
MIA approach
At MIA Assurances, we support companies that want to anticipate and structure their retirement policy. We offer simple, effective and compliant solutions, suited to today’s economic, human and social challenges.
