Companies are increasingly aware of the need to secure their practices in order to limit the risk of URSSAF adjustments or even litigation. Carrying out a Social Audit is the answer to this problem.
But it’s not just that: it’s also a real growth driver, helping companies to boost their attractiveness and employee loyalty, while at the same time adopting a CSR approach.
There are three types of Social Audit:
- Compliance audits: application of collective agreements, employment contracts, company agreements, rules relating to employee safety, etc;
- Mergers and acquisitions, in particular to determine the liabilities guarantee, or, for example, in the context of business transfers;
- CSRD/CSR obligations.
At COGEP, we have a multi-disciplinary team made up of employment lawyers, payroll managers and social protection specialists to support you in your projects and offer you tailor-made packages to suit your needs.
Once the team has completed its diagnosis, we will issue you with a report. This will be presented as follows :
- identification of strengths and areas for improvement;
- drawing up an action plan/corrective action plan.
By entrusting this mission to COGEP’s experts, you will enable your company to benefit from an detailed analysis of its social management in order to :
- control and limit risks: staff turnover, labour disputes, URSSAF reassessments, industrial tribunal disputes, etc;
- identify and capitalise on best practice;
- optimise costs;
- ensure the development of your employees.
Take advantage of this expertise by contacting your dedicated COGEP contact.
Two examples to illustrate the Social Audit
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Personnel management
As part of an audit of the acquisition of a company specialising in events, we were able to help the buyer determine the amount of the liabilities guarantee and to look into the difficulties of personnel management within the transferring company, noting:
- Failure to comply with mandatory compensatory rest periods;
- The irregularity of the fixed annual number of days;
- The absence of employment contracts for intermittent workers.
These findings alone led to the assessment of a significant risk of over €900k.
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Audit of employment contracts
An association specialising in employment reintegration wanted to have all its employment contracts audited .
We found that some of the clauses in the contracts were invalid, such as annual working hours, mobility and exclusivity clauses.
We also noted income disparities and the award of certain bonuses, which could lead to inequality of treatment between employees.
We therefore presented our report, which included a number of recommendations. We then helped the association to overhaul its contracts and review its remuneration policy.
