Employment

Employment

Last update: 15/04/2021

The Government strongly recommends limiting smoking, coffee or meal breaks between several people and the need to adopt a static position in such a situation.

It is compulsory to wear a mask in all industrial and office buildings, unless an operator is working alone and does not receive the public, or if screens of sufficient height have been installed between the workstations (at least 95 centimetres in height from the desk top).

It should also be noted that masks must also be worn in all enclosed areas that are open to the public, in all establishments that are open to the public and in queues inside and outside.

These measures apply to everyone except children under the age of five, for whom the wearing of masks is not required.

The Prince’s Government has made changes to support measures in light of the resumption of activities. Measures will focus on gradual, sector-based adjustments to the strengthened provisions for total temporary layoff, coverage of social security contributions for the sectors hardest hit by the health crisis, transitional support and assistance provided via the Guarantee Fund.

CTTR

Changes have been made to the strengthened provisions for total temporary layoff (CTTR) since they were introduced in March 2020.

It has been announced that the provisions will be extended to 30 June 2021. From 1 November 2020 therefore, in all sectors that have been heavily impacted by the crisis (events, culture, recreation, sport, travel agencies, hotels, restaurants, local shops, transport, nightclubs, etc.), no supporting documentation will be required. In sectors which have experienced an indirect hit, such as wholesale trade, printing or consultancy and management firms, applicants will need to prove that their revenue has fallen by at least 30%.

More information on: How-to-declare-Total-Temporary-Layoff

Partial exemption from employers’ contributions

The Prince’s Government intends to go further in supporting sectors that have been particularly hard hit by the crisis: tourism, the events industry, culture, sport and some shops, potentially covering up to 620 businesses.

This measure partially exempts companies that have experienced a severe and lasting impact as a result of the COVID-19 crisis from their obligation to pay employers’ CAR (retirement) and CCSS (social security) contributions until June 2021.

Period covered by the measure : The Partial Exemption from Employers' Charges covers contributions from August 2020 to March 2021.

More information on How-to-apply-for-Partial-Exemption-from-Employers-Contributions

Home working (Flexible teleworking)

Home working allows businesses and employees to introduce a more flexible approach to organising work at employees’ homes. This is designed to enable business continuity while meeting any constraints resulting from the health crisis (including the need to comply with social distancing, protecting vulnerable people or school closures).

Home working is open to all employers and employees in the Principality, on condition that the employee’s home is in Monaco, France or Italy.

 

More information on How-to-declare-home-working

The Prince’s Government is putting in place a social safeguard clause. If you are an employer and you hire an individual who has worked in Monaco for more than 20 years and recently lost their job due to COVID-19, you will be exempted from paying social security contributions. There are currently nearly 5,000 employees who have worked in the Principality for more than 20 years.

Your employer cannot force employees to take leave without giving prior notice.

Act No. 619 enacting the system for annual paid leave, stipulates that the notice period must be a minimum of one month. This can be reduced to 15 days by special agreement.

Employees who usually receive a gross base salary of less than or equal to EUR 2,075.16, for 169 hours per month, will not lose any of their income. They will receive their usual net salary, since this is less than EUR 1,800.00.

Employees who usually receive a gross base salary of between EUR 2,075.17 and EUR 2,571.43, for 169 hours per month, will be entitled to the safeguard clause at a rate of EUR 1,800.00.

If your employer wishes to pay the extra 20% so that you continue to receive your full salary, the State will exempt the employer from social security contributions on this additional portion.

In the case of higher salaries, a cap has been set at 4.5 times the minimum wage.

As with the opening of shops, home services are authorized in accordance with the health measures in force. 

Concretely, when an employee or civil servant of the Principality has a work stoppage providing for a professional absence, while awaiting the completion of a PCR screening test, for isolation measures, he will receive daily allowances paid either by the CCSS or by the SPME from the first day of shutdown.

The implementation of this measure is subject to the prescription of a "COVID PCR screening" work stoppage.

This measure takes effect from January 15, 2021 until April 18, 2021.

Yes and from the first day of sick leave. Concretely, when an employee or civil servant of the Principality is prescribed a work stoppage providing for eviction pending the completion of a PCR screening test, he will receive daily allowances paid as appropriate by the CCSS or the SPME from the first day of shutdown. These allowances guarantee the employee 50% of his remuneration. Depending on the provisions applicable in each company, a wage maintenance measure may be provided for by the employer. The suspension of the waiting period makes it possible to support employees and civil servants in complying with the isolation measures that the loss of income suffered during this period could discourage.

The Ministerial Decision of April 2, 2021 provides that when a child's class is closed, the employer must facilitate the movement of employee leave to school closing periods when leave had already been scheduled for later dates.

If no leave can be moved, the employee must discuss with the employer the possibility of working remotely. The refusal to implement remote work must be justified by the employer.

If no accommodation is possible, the insured may benefit from a work stoppage compensated by the Social Services Compensation Fund, provided that the other parent:

  • Either in a situation of effective professional activity
  • Not placed in CTTR
  • does not work from home
  • does not benefit from a childcare assistance scheme

If he meets these conditions, the employee will benefit from the first day of cessation of payment of daily allowances.

If the employer does not support salary maintenance, additional compensation bringing the maximum total compensation to 80% of the capped gross daily salary may be paid, if applicable.

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