We have already touched on this topic in several previous articles, and it deserves a closer look. Objectives, obligations, implementation steps, available support and more: here is everything you need to know to build the employer mobility plan (PDME) into your sustainable mobility strategy in France, while optimising commuting and meeting your CSR goals.
Key points:
- The PDME aims to optimise work-related travel, especially commuting, with sustainable solutions.
- In France, it is mandatory in certain cases for companies with more than 50 employees.
- It is based on a diagnosis, clear objectives, a tailored action plan and regular monitoring, and it offers many benefits.
- ADEME funding, tax exemptions and local subsidies are available.
What is an employer mobility plan?
The employer mobility plan is a strategy to improve work-related travel, especially commuting, by favouring sustainable, cost-effective mobility solutions suited to employees' needs.
Its main objective is to reduce the carbon footprint of work-related travel while improving quality of life at work. This involves promoting alternative modes of transport (car sharing, company bikes, public transport, etc.), optimising the vehicle fleet, for example by switching to electric vehicles, introducing remote working and developing shared mobility.
Who does the PDME apply to?
In France, companies with more than 50 employees on the same site must include mobility in their mandatory annual negotiations (NAO), in accordance with the LOM law (French mobility law). Companies located in low-emission zones (ZFE-m) or within the scope of an inter-company plan may also be concerned.
The scheme aims to encourage the highest-emitting organisations to rethink work-related travel with a view to reducing emissions and optimising journeys.
Although there is no immediate penalty, failing to take action can harm the company's CSR image and limit access to certain public subsidies.
How do you draw up an employer mobility plan?
1. Carry out a diagnosis: identify employees' travel habits and areas for improvement.
2. Set objectives: reduce car use, promote cycling, public transport or remote working.
3. Define an action plan: concrete measures, timetable, team involvement.
4. Monitor the results: assess how effective the actions are in order to adjust them and make the approach last.
What are the benefits for the company and its employees?
- Lower costs: less spending on travel, parking and fleet management. Time and productivity gains.
- Employee well-being: less stress and more comfort with solutions such as cycling, car sharing or remote working.
- Positive CSR impact: a smaller carbon footprint and greater recognition of the company's environmental commitment.
What support and subsidies are available?
ADEME (the French agency for ecological transition) offers financial support to help companies implement their mobility plan. This support can cover diagnoses, awareness campaigns or facilities (bike parking, charging stations, etc.). Local authorities may also offer specific subsidies depending on the area.
Some measures in the plan may qualify for tax advantages, such as the exemption from social security contributions on the cycling mileage allowance or the support linked to the Sustainable Mobility Package (Forfait Mobilités Durables).
Do not hesitate to contact the relevant organisations for more information.
How do you measure the plan's effectiveness?
To assess the results of an employer mobility plan, it is essential to track concrete indicators: use of alternative modes of transport, changes in CO₂ emissions, number of employees benefiting, travel costs, etc.
Tools such as internal surveys, mobility dashboards or fleet management software make regular monitoring easier. This monitoring helps you adjust actions on an ongoing basis and keep employees engaged. It is also useful for showcasing results in the company's CSR or environmental reports.
Conclusion
The employer mobility plan has become a strategic tool for combining economic performance, employee well-being and environmental responsibility. By committing to this approach, companies actively contribute to the transition to sustainable mobility, while gaining concrete benefits in terms of image, costs and quality of life at work.
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