QVCT now replaces QVT... You may have seen this new acronym passing by, but not really heard it in your company.

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Indeed, since March 31, 2022, in the Labor Code, quality of life at work (QVT) has become quality of life and working conditions (QVCT). This new acronym was created as part of the National Interprofessional Agreement of December 9, 2020.

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QWL to QWL: why the change?

This change is not insignificant. It aims to refocus the notion of quality of life at work. Companies have a legal obligation to prevent psychosocial risks. Sometimes, QWL has tended to be assimilated too much to light actions in companies. Yoga classes, ping-pong tables in the break room, after-work aperitifs... These elements may contribute to a good general atmosphere, but they do not constitute a real approach in favor of QWL. They are not actions that have a real impact on employee well-being or improve working conditions.

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QVCT: what's changing?

The aim is to show that quality of life at work "is first and foremost about work, working conditions and whether or not they open up the possibility of 'doing good work' in a good atmosphere, within the framework of one's organization". This is what had been defined by the National Interprofessional QWL Agreement of 2013.

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As a result, this change will bring to the fore those elements that can really have an impact on health in the workplace. These include :

• Recognition at work
• Career development
• Professional equality
• Work-life balance
• Sharing information among all
• A healthy, serene working environment
• Managing transformations

All parts of the company need to be involved in the process of improving quality of life and working conditions. This is why everyone is now involved: management, social partners, managers and employees. The latter will also be able to express themselves, for example, on work organization or managerial practices. Finally, the QWC approach becomes a collective project.

QHCT in support of corporate performance

A continuous improvement approach to the quality of working life is not only good for the health of teams. It will also boost company performance. Indeed, satisfied employees who feel recognized for their work are assets for the company. They will be more motivated and involved in the organization's mission. They will also be more productive and creative. Finally, a happy employee will be less absent from work. Companies have everything to gain from taking care of their employees.

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What actions should be taken?

Organization and QVCT referent

To improve QWL, companies can act on several levels.

On the one hand, ANDRH highlights organizational initiatives such as flexible working hours, telecommuting, hybrid working, the right to disconnect, and attention to workload.

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Similarly, a QWC referent can also be appointed within the company. He or she can then take charge of and manage the QWC approach.

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The second step is to test the actions implemented and adjust them if necessary. ANDRH calls this "Test & Learn". Taking QWL into account becomes an ongoing objective that must be adjusted as the company's needs change.

Raising team awareness and training managers

To raise teams' awareness of quality of life and well-being at work, we are offering a videoconference on the theme "From QWL to QWL". This 2-hour videoconference is led by a QWL expert.

We are also convinced that it is essential to train managers in the prevention and management of psychosocial risks.

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Source : ANDRH - QVCT: What practical means of implementation for HRDs?

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