Companies that do not offer company cars are not affected by this new government project, as nothing has yet been defined for employees without company cars. Therefore, the obligation to propose a mobility budget does not apply to them.
However, among the 60,000 companies that already offer company cars, only 2,000 currently provide a mobility budget. This means that 58,000 companies will need to integrate a mobility budget into their HR policies. They can choose to do so now, as the legal framework for employees benefiting from a company car is already defined. The only major change is that each company will be obliged to offer it alongside each new assignment of a company car to an employee.
Analysis for these 58,000 companies: taking time or anticipating?
Let's assume that the law, upon its publication, grants a two-year period for companies to implement a mobility budget.
This would leave them with approximately 440 working days to draft their mobility budget policies, procedures, and contracts. With the assistance of a competent consultant, this work typically takes only 5 to 10 days, spread over one or two months. Therefore, there is no immediate urgency.
However, without assistance, this task becomes as complex as walking to Lourdes: it would take about 50 full working days, be particularly demanding, and also cost much more.
Furthermore, 58,000 companies spread over these two years represent more than 2,000 companies per month. This workload will place enormous pressure on the few specialized consultants available. A good mobility budget consultant can only assist a maximum of 8 companies per month.
Given that the experience required to be a mobility budget consultant is at least 10 years in management and administration functions, with 2 to 3 years specifically in soft mobility and fleet management, companies should now find and reserve an expert to assist them.
Another excellent reason not to wait is that companies offering a mobility budget become more attractive in the job market. This allows them to attract more easily (and retain) talents, who are currently difficult to recruit and retain.
Why not simply adopt a "standard" mobility policy?
Consider the example of a garment: even if a standard model is created, there will be different brands producing it. It must be adjusted to the morphology, respect the cultural dress code, be in a suitable color and texture, fit the season, match the time of day, provide the desired comfort and warmth, etc.
The same applies to companies: even if a "standard" mobility policy is drafted, each company will have to choose a platform and a provider to manage it. This policy must be adapted to the company's size, structure, geographical location, employees, clients, products, etc.
Just as there is no universal garment that fits everyone, there is no universal mobility budget policy. Each company has its own culture, organization, resources, strengths, and weaknesses.
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