Reducing financial stress

“After the pandemic and when we resumed our activity, we did not have the same amount of leeway to increase our employees.”

Thanks to its significant development, Bleu Libellule has always had the means to set up a generous remuneration policy. As for many companies, Covid has reshuffled the cards and changed this dynamic of the entire Provalliance group, of which Bleu Libellule is a member.

“We found ourselves in a situation where we could not increase the number of employees, while some of them were beginning to experience financial difficulties in the face of a cost of living that had already begun to increase..”

It is in this context that the HR department of Bleu Libellule turned to Rosaly to set up the salary on demand and thus offer more flexibility to its employees.

Offer employees the flexibility they really need

”One day, an employee told me that at the end of the month, when he bought his baguette for €1, he was actually paying €9 because of the agios. He has already acquired his salary but cannot use it before he pays. And then I told myself that it was not normal, that I needed a weekly salary.”

Cécile Ferlandin wanted to implement a weekly salary, inspired by Anglo-Saxon models to offer employees more flexibility. The constraint: the workload that this represents for payroll services. The solution? The implementation of a salary on demand and the outsourced management of payroll deposits.

”Among the solutions we consulted, some charged employees for the payment of installments. That bothered me, because it's similar to how a credit works. So I presented the Rosaly solution to the management of the group and they immediately loved it.”

A solution that is unanimously accepted in all subsidiaries

“Before the establishment of Rosaly, one person out of ten made payroll deposits, and yet today, 50% of employees make them and therefore one person out of two who needs them.”

A significant increase that proves that the need existed but was only expressed by a small part of the employees. An increase that also attests to the relevance of the solution to reduce the financial stress of employees.

“Peers I talked to were wondering if a large number of deposits was not a red flag. My perception is as follows, it just shows that our employees have needs, that they are responsible for their finances and that they act to reduce their financial stress. ”

An extra string in the HR strategy bow

Labelled Great Place to Work and a liberated company, Bleu Libellule has made trust, autonomy and flexibility its foundations in terms of management and HR strategy.

“We give employees a lot of autonomy and we empower them in their own management. Thanks to self-planning, the choice of working time can be modified every 6 months and now the freedom to pay each other when they want”.

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