Since 1 January 2025, the law on value sharing has required, under certain conditions, companies with 11 to 49 employees to set up a profit-redistribution scheme. Arising from the law of 29 November 2023 transposing the national interprofessional agreement (ANI) of 10 February 2023, this measure is experimental and applies for five years, until 29 November 2028. When well designed, this obligation can become a real HR lever.
A reform designed for SMEs
Until now, value-sharing schemes (incentive bonus, profit-sharing, employee savings) were mainly the preserve of large companies. Until the end of 2024, only companies with at least 50 employees were required to set up a profit-sharing scheme; below this threshold, the incentive bonus, employee savings and the value-sharing bonus (PPV) were voluntary. The law marks a turning point by extending this approach to SMEs.
The aim is twofold: to strengthen employees’ purchasing power without increasing employer charges, and to encourage collective engagement by linking compensation to performance.
SMEs: what are the obligations?
If the company has already set up one of the schemes provided for (profit-sharing, incentive bonus, employer match to a savings plan, or PPV) for the financial year concerned, the obligation is deemed to be met: no further action is needed. The official framework is detailed on the digital Labour Code website.
Which schemes can be set up?
Important point: the law leaves the company free to choose among four schemes. There is no “compulsory incentive bonus”, it is one of the possible choices, not a requirement.
The incentive bonus (intéressement). It is based on collective performance criteria (financial results, quality, productivity, CSR and so on). Flexible and motivating, it is exempt from social contributions (excluding CSG/CRDS) and its criteria can be adapted to the company’s reality.
Profit-sharing (participation). It redistributes a share of the profits according to a legal formula. Compulsory above 50 employees, it remains optional for SMEs, which can adopt it voluntarily.
The Value-Sharing Bonus (PPV). This one-off bonus, often the simplest way to comply, can be paid within certain limits with an advantageous social and tax regime, subject to conditions. Watch the deadline: the enhanced tax and social exemptions on the PPV end on 31 December 2026, so 2026 is the last year to take full advantage of them.
The employer match to an employee savings plan. The company tops up employees’ voluntary payments into a company savings plan (PEE), an inter-company savings plan (PEI) or a company PER, within the legal limit and free of social charges. This is a scheme to align with your additional pension and savings strategy.
Turning an obligation into a strategic lever
Rather than enduring this obligation, SMEs can make it a performance tool. Associating employees with the results strengthens internal cohesion and team spirit. In a context of talent shortages, these schemes improve employer appeal and help retain employees. Finally, the exemptions make it possible to pay bonuses while optimising taxation, without increasing charges.
Implementation to anticipate
Unlike the 50-employee threshold, crossing the 11-employee threshold has an immediate effect, with no grace period. It is therefore best to anticipate compliance: identifying the relevant performance criteria, choosing the scheme suited to the company’s culture and resources, involving staff representatives where they exist, and formalising the agreement with the help of an expert or a specialist broker. For the details of the filing deadlines, the Service-Public.fr portal is the reference.
How MIA can help
Value sharing directly affects your compensation policy and your employees’ savings. When well aligned with your additional pension and employee savings schemes, it becomes a lasting competitive advantage. As a specialist insurance broker, MIA Assurances supports SMEs in choosing and setting up the schemes best suited to their situation and their HR objectives.
FAQ: Value Sharing law
- Which companies are concerned by the obligation?
Companies with 11 to 49 employees that have generated a net taxable profit of at least 1 % of turnover for three consecutive financial years, and that are not already covered by a value-sharing scheme.
- Which schemes can be chosen?
Four options to choose from: incentive bonus, profit-sharing, employer match to an employee savings plan, or the value-sharing bonus (PPV).
- Is the incentive bonus compulsory?
No. It is one of the four possible schemes; the company remains free to choose.
- What does a company risk if it sets nothing up?
No automatic immediate penalty, but employees can claim their right. Compliance is therefore strongly recommended.
- Until when can you benefit from the enhanced PPV exemptions?
Until 31 December 2026, the last year of the enhanced exemption regime.
