Returning to work after sick leave can be a delicate step for employees. In order to make this return easier and to avoid a relapse or professional disengagement, the legislation provides for a specific scheme: therapeutic part-time work, also called therapeutic half-time work.
It makes it possible to gradually adapt the return to work to the employee’s state of health, while receiving partial compensation.
What is therapeutic half-time work?
Therapeutic half-time work corresponds to a return to work on a part-time basis for medical reasons. It can occur after sick leave, an accident at work or an occupational illness, or directly when the state of health justifies it.
In practical terms, this scheme allows the employee to return to their job with an adapted work rhythm, thereby supporting their recovery or their retention in employment, as specified by the Ministry of Labour.
Contrary to what its name suggests, therapeutic half-time work does not necessarily correspond to 50 %: the working time can be adjusted (20 %, 60 %, 80 % and so on) according to the medical recommendations
What are the conditions to benefit from it?
Setting up therapeutic half-time work rests on several essential conditions.
First of all, it must be prescribed by the referring doctor, who considers that the partial return is compatible with the employee’s state of health. This prescription is then examined by the health insurance fund, which validates the scheme and the continuation of the allowances.
Finally, the employer must agree to the work organisation arrangements (hours, distribution, tasks), in line with the medical recommendations.
How long does therapeutic half-time work last?
Contrary to certain received ideas, there is no single legal duration for therapeutic half-time work.
The duration depends in particular on:
- the medical prescription
- the change in the employee’s state of health
- the agreement of the CPAM’s medical adviser
- the remaining entitlement to daily allowances
In practice, the scheme is generally granted for a period of a few months and can be renewed if necessary.
The precise terms (duration, hours, organisation) are not set by law, but are determined on a case-by-case basis between the employee, the employer and the healthcare professionals.
What pay during therapeutic half-time work?
An employee on therapeutic half-time work receives:
- pay from the employer, calculated in proportion to the time worked
- daily allowances (IJ) paid by the French statutory health insurance to offset the loss of salary
This mechanism ensures continuity of income, while remaining capped:
the combination of salary + allowances cannot exceed the usual full-time pay
What steps to take with Ameli?
Setting up therapeutic half-time work involves several administrative steps. The employee must send their health insurance fund the medical prescription, together with their employer’s agreement.
For its part, the employer must provide a certificate stating the terms of the return (working time, pay, organisation), necessary for calculating the allowances, as detailed on the Ameli website.
The employer must also declare the pay items each month in order to enable the payment of the daily allowances.
Therapeutic half-time work
A lever for retention in employment
Beyond its administrative framework, therapeutic half-time work plays a key role in keeping employees in work.
It makes it possible:
- to avoid too abrupt a return after a period of sick leave
- to limit the risks of relapse
- to maintain the link with the company
- to secure the career path
By supporting a gradual return to work, it is an essential tool for preventing professional disengagement and an important HR lever for companies.
In conclusion
Therapeutic half-time work is a flexible scheme, which rests on coordination between the employee, the employer and the French statutory health insurance.
While it does not follow a standardised duration, it makes it possible to adapt the work rhythm to the employee’s capabilities and is an effective solution for reconciling health and professional activity.
In a context of growing awareness of health-at-work issues, it stands out as an indispensable tool to incorporate into policies for preventing risks and supporting employees.
