Short-time work (activité partielle) allows a business facing a temporary reduction in activity to cut its employees’ working hours while maintaining part of their pay, with an allowance paid by the State.
In which cases?
Economic conditions, supply difficulties, damage to premises, bad weather, restructuring of the business or exceptional circumstances. The drop in activity must be temporary.
The steps
- Consult the CSE (staff representative committee), where the business has one.
- Prior authorisation request filed online with the authorities.
- Implementation: hours reduced or suspended, employees informed.
- Compensation of employees through payroll, then a monthly allowance claim.
The amounts
The employee receives compensation equal to a percentage of their pay, with floors and ceilings. The employer receives an allowance covering all or part of that compensation. Rates change over time: we apply the rules in force.
The long-term scheme “APLD-Rebond”, created in 2025, can no longer be put in place since 1 March 2026: agreements and documents sent before that date continue to apply, until 30 April 2028 at the latest. For a new request, the standard short-time work scheme applies.
Common mistakes
- Placing employees on short-time work before filing the request, outside the cases where a later filing is accepted.
- Having an employee work during hours not worked: a serious breach, which can lead to repayment of allowances and penalties.
- Forgetting the monthly compensation claim: the allowance is only paid on request.
- Miscalculating compensation in payroll, especially for employees on a days-based contract, part-time or with variable pay.
- Not keeping evidence of the drop in activity and of hours actually worked.
Where to start?
- Measure the drop in activity and how long it is likely to last, department by department.
- Compare the options: short-time work, taking leave, adjusting working time, training.
- Prepare the file: reason, period, employees concerned, number of hours, any commitments.
Our support
Authorisation request, calculation of compensation in payroll, allowance claims and follow-up, as part of the payroll service. See payroll and HR
Frequently asked questions
Can employees refuse?
Short-time work is in principle binding on employees, subject to certain protected statuses. The procedure must be followed.
Is the compensation subject to social contributions?
It benefits from a specific social security regime, different from that of salary. It remains taxable.
Can the company director benefit from it?
In principle not for their corporate office, unless they also hold an employment contract under the required conditions.
How long can short-time work last?
Authorisation is granted for a limited period, renewable under conditions. Businesses that entered APLD-Rebond before 1 March 2026 can continue it within 18 months over a 24-month period, until 30 April 2028 at the latest.
Can employees be trained during short-time work?
Yes, training can be organised during hours not worked, with its own compensation rules.