Boost your employee savings: 5 key questions to ask yourself in 2026

Employee savings, compliance, performance, simplification and optimization are all key issues for companies in 2026.

The aim is to provide concrete benchmarks for assessing the overall performance of these systems, ensuring regulatory compliance and strengthening the employer brand.

Employee savings in 2026: a strategic and controlled lever

Today, over 220.7 billion euros are invested inemployee savings schemes in France, and more than 429,600 companies participate in them, according to theAFG. This scheme benefits from an attractive tax and social security framework, which is constantly evolving.

In recent years, several laws have shaped the landscape:

• Loi Pacte (2019): simplification of schemes with the creation of the PER (Plan d'Épargne Retraite).
• Value Sharing Act (2023 ): employee savings schemes extended to all companies with more than 10 employees.
• Green Industry Act (2024): integration ofresponsible investments, such as the SRI label, and ofunlisted assets in savings portfolios. Companies have until June 30, 2026 to comply with these new obligations.

5 key questions to ask yourself to boost your employee savings plan

1- Am I compliant?

The first step is to check that your legal obligations as an employer are being met.

Since the law on value-sharing, any company with more than 10 employees and earnings exceeding 1% of sales over three years must set up at least one value-sharing scheme: profit-sharing, incentive schemesor value-sharing bonus (PPV).

What's more, once a company has had at least 50 employees for five consecutive years, it reaches a new milestone: the obligation to set up a profit-sharing scheme. This measure must be introduced during the first accounting year following this five-year period, i.e. the year in which all the company's financial data are recorded (often over 12 months, aligned or not with the calendar year).

Good to know: Companies that do not meet the criteria can introduce profit-sharing on a voluntary basis.

Gerep supports companies in :

• Audit their current situation
• Secure their compliance
• and anticipate the requirements of the French " Green Industry" law on investments in unlisted and responsible assets.

2- Is my system optimal?

Compliance doesn't always rhyme with efficiency.
This stage involves checking the relevance of the existing system, its financial management and its social cost.

Since the Pact Actmany companies have modernized their management:

• Conversion from an article 83 to a mandatory PER,
• Merger of plans(PEE, PERCO, group PER) for greater clarity,
• Reduction in social security contributions and management fees.

These developments mean simplified management, greater visibility for employees and improved financial performance with the support of an expert.

3- Is performance up to scratch?

The real performance of a scheme is not limited to its face value. Gerep analyzes net performance, after adjusting for inflation and fees.

Customer case:
A company was posting an average return of 1% net over 5 years.
After an audit and a change of manager and optimization of its financial offering, actual performance rose to 4% (on average over 5 years), with a saving of €104,000 in costs redistributed to employees over the same period.

This global approach makes it possible to :

• improve the profitability of investments
• diversify investment vehicles
• and ensure lasting value for employees' savings

4- Is my management simplified?

A high-performance system must also be easy to manage. Centralized management by a single operator allows :

• a single reporting system for employees,
• better visibility of investments,
• administrative simplification for HR departments.

Gerep can also help you integrateinnovative digital tools:

• a robot advisor so that each employee can define his or her own investor profile,
• and personalized financial coaching to help employees understand the schemes and their investment choices.

5- Is my budget optimized?

Finally, the fifth question concerns control over the budget allocated to savings schemes.
The aim is to maximize every euro invested, while reducing social security contributions and taxes.

Customer case study:
A company has gone from a 19% to a 9% tax rate, saving €32,000 a year, which is reinjected into existing schemes(profit-sharing for managers, setting up an Article 39 with certain rights, etc.).