Frame VS Noncadre: Differences and advantages of each status

In the professional world, the executive/non -executive classification is of crucial importance for businesses as well as for employees. This status influences not only the level of responsibility, but also the remuneration, the provident, the legal duration of the work or even the employers and the employee contributions. Before hiring or choosing a position, it is therefore necessary to understand the framework difference and not a framework to better anticipate the advantages, the disadvantages and the prospects for career evolution.

Definition of framework and non-frame statutes

The employee executives

If there is no legal definition, the national interprofessional agreement of February 28, 2020 characterizes the status of framework according to four criteria:

• Diploma: Recognition of qualification can result from a higher diploma or confirmed expertise.
• Influence: The executive employee is often involved in decisions, with a higher level of responsibility, or even access to management.
• Autonomy: it frequently benefits from a flat -rate working time (eg Day package), with greater flexibility on the organization of its schedules.
• Responsibility: The framework can have an intermediate management role or team management, participating in strategic management missions.

The non-Cadre employee

The non-framework status corresponds to an often more "operational" position, not requiring a higher diploma or significant managerial responsibility. Non-framework is generally subject to legal working hours, 35 hours per week. Its overtime is paid or recovered, in a specific conventional framework. He is part of an execution position or intermediate post, without involving a real supervision.

The employee assimilated-framework

Between executive and non-framework status, there is also the category of framework-frame employee. These employees do not necessarily have a role in management or team management, but benefit from certain advantages in terms of flexibility and strengthened social protection. In general, they are a classification of intermediate jobs, with a slightly lower hierarchical coefficient than that of a pure frame.

However, they often contribute to the pension plan and additional retirement as a framework, thus taking advantage of certain specific guarantees. This status is observed, for example, when an employee evolves towards technical expertise functions, deemed essential by the employer, without however taking on a hierarchical authority.

Hire a framework or non-rowing, what differences?

The trial period and the notice

In terms of recruitment modality, the distinction between framework and non-rowing is felt over the trial period. For an executive employment contract, this period can be longer (up to four months, renewable once) depending on the branch agreements or the collective agreement. Non-camida often has a shorter trial period (generally two months, renewable according to the company agreement).

The notice in the event of departure or breach of the contract is also distinct. The executives can be bound to further delays, given their high hierarchical position and the need for the employer to find a suitable replacement. A non-camidian employee, on the other hand, will observe a smaller period, in accordance with the classification scale and the rules set by the collective agreement.

Working time

The legal working time applies to non-cadres, with possible payment of overtime beyond. If executives can also be subject to it, they generally have a flat -rate working time, although not compulsory. The conclusion of an individual package agreement between the employer and the employee can only be done with the written consent of the latter.

There are two types of packages:

• The day package: the employee must work a predetermined number of days in the year, without counting working time. However, the Labor Code requires a limit of 218 days annual. This annual system opens the right to rest days (RTT) but involves overtime unpaid.
• The hours package: the number of hours, which is additional, is set in the agreement which can be applied to the week, month or year. The employee can then freely organize his working time without being subject to collective hours. However, if the employee performs hours beyond the package, they are deducted and paid at the increased rate.

This annualization of working time gives more autonomy, and has advantages and disadvantages. On the one hand, managerial responsibility and strategic management missions require a certain flexibility. On the other, the executive employee must assume a potentially heavier workload.

Remuneration

The level of remuneration is of course a central element of the framework difference and not a frame. Managers generally receive a higher salary, justified by their managerial responsibility and skills and the level of study required. The conventional grid often provides higher coefficients, as well as various premiums (responsibility, penalty, etc.).

For non-managers, remuneration is in principle lower. But performance bonuses or other supplements can enhance the pay sheet. The index scale is mainly based on the level or category in connection with conventional classification and seniority within the company.

In addition, the executive employee can benefit from other advantages: company car, telephone and function computer, professional bank card or other. All this represents additional costs for the company.

Contributions and providents

Contributions also differ between executive and non-rowing. The executives are affiliated with APEC (Association for the employment of executives) and pay a specific monthly contribution. Its rate is set at 0.06 %, distributed at the rate of 0.036 % payable by the employer and 0.024 % payable by the employee. Like France Work for non-framework, APEC accompanies executives throughout their careers and helps them in particular to find a job when necessary.

Any company employing managers or seamless framework must pay an insurance or provident organization a employer contribution primarily assigned to coverage of the death risk, in addition to social security services. This contribution is imposed by the interprofessional agreement of November 17, 2017 on the provident of executives. Fixed at 1.5 % of the remuneration bracket lower than the social security ceiling, it is fully funded by the employer.

Since the merger of Agirc-Arrco schemes in 2019, additional retirement contribution is similar for all employees. However, executives continue to perceive higher pensions since these are calculated on remuneration.

FAQ - Frequently asked questions

Why is a framework less paid than a non-row?

At equal gross salary, the non-framework employee will be better paid than the executive employee. The reason is that the framework status forces more contribution.

Why go from non-frame to frame?

Speaking from non-frame to frame offers advantages such as a higher salary, better social security coverage (provident and retirement), increased flexibility, and promotion prospects. But if the remuneration is attractive, reduced to the number of hours, the work may seem badly paid. This must also be taken into account in its calculation of the advantages of the framework by the non-Cadre employee.

To access this new status, you must strengthen your qualifications. This involves training and certifications, where highlighting recognized in a field. It is also possible to send a formal request to his employer, highlighting his skills and contribution in the company. Note that this change of status requires an amendment to the employment contract.

Why refuse the framework status?

Refusing the framework status can be motivated by personal or professional reasons, such as the desire to avoid an increased workload, less framed schedules, or managerial responsibilities. Some prefer to maintain a better separation between professional and personal life.

What interest in being an executive for retirement?

Managers generally benefit from higher contributions to supplementary retirement, which allows them to receive a larger pension. In addition, their affiliation to APEC gives them access to specific services throughout their careers.

What is the right salary for a framework?

The "good" salary for a framework varies according to the sector, the level of expertise, and the location. According to the APEC, the median gross annual salary (fixed + variable) of a frame was established in June 2024 to € 54,000. For example, this remuneration amounts to € 48,000 in sales administration trades against € 74,000 in the IT management professions. Note that men's men still earn 12 % more than women executives, but the gap tends to decrease.