The Social and Economic Committee (CSE): role, implementation and missions
The Social and Economic Committee (CSE) is the representative body for employees in France. Mandatory for at least 11 employees, it is the pillar of social dialogue, with missions that scale according to workforce size.
In a nutshell
- The CSE is the sole body for employee representation in France.
- It is mandatory in businesses with at least 11 employees once this threshold has been met for 12 consecutive months.
- It plays a central role in the social dialogue between the employer and its employees and in business decisions.
- Its missions vary according to the size of the business.
- Employee representatives benefit from protective status.
What is the Social and Economic Committee (CSE)?
The Social and Economic Committee (CSE) is the body that represents employees to the employer. Today, it constitutes the pillar of social dialogue within the business.
For employers, the CSE is a partner; it notably allows for:
- Organizing exchanges with employee representatives.
- Informing and consulting elected members on certain projects.
- Securing business decisions.
When is it mandatory for a CSE to be set up?
A CSE is mandatory as soon as the workforce reaches 11 employees for 12 consecutive months. It allows for the establishment of a structured framework for exchanges between the employer and employees on social and economic issues, as well as working conditions.
Composition of the CSE and union representation
The composition of the CSE varies depending on the company’s workforce. It brings together the employer, who chairs the body, and elected employee representatives, whose number gradually increases with the size of the company.
The CSE comprises the employer, who acts as chair, and an elected staff delegation.
The size of the delegation depends on the business’s workforce. The number of representatives increases progressively to ensure representation adapted to the stakes:
- In businesses with 11 to 24 employees, the delegation includes one full member and one alternate.
- In businesses with 25 to 49 employees, it includes two full members and two alternates.
- From 50 employees upwards, it includes at least four full members and four alternates, with the number increasing according to the workforce size.
A representative for the prevention of sexual harassment is appointed from among the members of the CSE.
Union representation coordinates with the CSE according to the size of the business:
- In businesses with fewer than 300 employees, the union delegate is automatically the union representative to the CSE.
- In businesses with more than 300 employees, each representative union organization may appoint a specific representative.
How set up a CSE?
The CSE is formed through workplace elections organized by the employer.
These elections take place every four years, unless otherwise provided for by a collective bargaining agreement.
For businesses with multiple sites, a central CSE may be set up in addition to individual branch CSEs.
In the absence of a CSE, an employee or a union organization may request that elections be held. The employer must then initiate the procedure within one month.
What are the missions of the CSE?
The missions of the CSE evolve based on the size of the business.
The primary missions of the CSE are to present individual and collective employee grievances and to contribute to health, safety and working conditions.
The missions are expanded. The CSE:
- Participates in the business’s economic and social decisions.
- Is consulted on strategic matters (organization, employment, training).
- Intervenes in matters of occupational health and safety.
- Manages the social and cultural activities offered to employees.
In large businesses, the CSE can rely on specialized committees.
From 300 employees upwards, certain committees become mandatory, notably the Health, Safety and Working Conditions Committee (CSSCT).
Other mandatory committees must be established at this workforce level:
- Training Committee, responsible for reviewing continuous professional training programs.
- Housing Information and Assistance Committee, responsible for helping employees access home ownership or rental housing.
- Professional Equality Committee, responsible for reviewing the business’s social policy.
- Procurement Committee, responsible for selecting the CSE’s suppliers and service providers.
For businesses with 1,000 or more employees, the CSE also includes an Economic Committee responsible for reviewing the company’s economic and financial documents.
Companies with fewer than 11 employees: how does employee representation work?
Businesses with fewer than 11 employees do not have a CSE. To ensure employee representation, VSB (very small business) elections are organized every four years at the regional level. This vote measures the influence of union organizations, for which employees are called to cast their ballots.
How does the CSE operate?
The operation of the CSE relies on dedicated resources that allow representatives to carry out their missions and fully play their role as stakeholders in social dialogue.
The employer must provide premises for the CSE to carry out its mission.
In businesses with 50 or more employees, the CSE has an operating budget as well as a budget dedicated to social and cultural activities.
Operating budget
In businesses with 50 or more employees, the CSE has an operating budget paid as a grant by the employer, which corresponds to:
- 20% of the gross payroll in businesses with 50 to 1,999 employees;
- 22% of the gross payroll in businesses with at least 2,000 employees.
Social and cultural activities budget
The budget for social and cultural activities is set by company agreement or, failing that, according to the applicable rules based on the budget paid in previous years.
Status of representatives
Employee representatives benefit from protective status. Their dismissal is subject to a specific procedure to guarantee their independence.
CSE members have a monthly credit of hours, which is considered working time:
- 10 hours per month in businesses with 11 to 49 employees
- 18 hours or more in businesses with 50 or more employees
The employer organizes meetings with the CSE on a regular basis. The frequency depends on the size of the business:
- At least every two months in businesses with fewer than 300 employees
- At least once a month in businesses with 300 or more employees