{"id":3885,"date":"2026-04-29T17:06:16","date_gmt":"2026-04-29T15:06:16","guid":{"rendered":"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/"},"modified":"2026-04-29T17:06:16","modified_gmt":"2026-04-29T15:06:16","slug":"teletravail-hybride-accord","status":"publish","type":"post","link":"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/","title":{"rendered":"Le t\u00e9l\u00e9travail hybride est r\u00e9gi par un accord au contrat de travail."},"content":{"rendered":"<p class=\"wp-block-paragraph\">Le travail hybride m\u00eale pr\u00e9sence au bureau et t\u00e9l\u00e9travail selon des modalit\u00e9s choisies par l\u2019entreprise et le salari\u00e9. Il transforme l\u2019organisation du travail tout en imposant des r\u00e8gles claires entre employeur et collaborateur.<\/p>\n\n<!-- \/wp:post-content --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La question centrale concerne l\u2019articulation entre l\u2019<strong>accord<\/strong>, la <strong>clause au contrat de travail<\/strong> et les pratiques quotidiennes des \u00e9quipes. Les points essentiels et les modalit\u00e9s op\u00e9rationnelles suivent sous le titre A retenir :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Sommaire<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #1e73be;color:#1e73be\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #1e73be;color:#1e73be\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#A_retenir\" >A retenir :<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Accord_collectif_et_charte_pour_le_teletravail_hybride\" >Accord collectif et charte pour le t\u00e9l\u00e9travail hybride<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Mise_en_place_par_accord_collectif_ou_charte\" >Mise en place par accord collectif ou charte<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Obligations_de_lemployeur_et_protections_du_salarie_en_hybride\" >Obligations de l\u2019employeur et protections du salari\u00e9 en hybride<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Sante_securite_et_materiel_fourni\" >Sant\u00e9, s\u00e9curit\u00e9 et mat\u00e9riel fourni<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Protection_des_donnees_et_vie_privee\" >Protection des donn\u00e9es et vie priv\u00e9e<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Temps_de_travail_frais_et_representation_dans_le_travail_hybride\" >Temps de travail, frais et repr\u00e9sentation dans le travail hybride<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Controle_du_temps_et_droit_a_la_deconnexion\" >Contr\u00f4le du temps et droit \u00e0 la d\u00e9connexion<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/#Frais_priorite_de_poste_et_role_du_CSE\" >Frais, priorit\u00e9 de poste et r\u00f4le du CSE<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"A_retenir\"><\/span>A retenir :<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Cadre l\u00e9gal fond\u00e9 sur les articles L1222-9 \u00e0 L1222-11<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Accord collectif ou charte d\u00e9finissant modalit\u00e9s et formalit\u00e9s<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Obligations employeur sur mat\u00e9riel, frais, sant\u00e9 et s\u00e9curit\u00e9<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Droits du salari\u00e9 acc\u00e8s aux formations priorit\u00e9s de poste d\u00e9connexion<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Accord_collectif_et_charte_pour_le_teletravail_hybride\"><\/span>Accord collectif et charte pour le t\u00e9l\u00e9travail hybride<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Apr\u00e8s ces \u00e9l\u00e9ments cl\u00e9s, l\u2019encadrement collectif d\u00e9finit les r\u00e8gles pratiques du t\u00e9l\u00e9travail et du travail hybride. Selon L\u00e9gifrance, les dispositions l\u00e9gales posent le principe du volontariat et la possibilit\u00e9 d\u2019un accord collectif ou d\u2019une charte.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Mise_en_place_par_accord_collectif_ou_charte\"><\/span>Mise en place par accord collectif ou charte<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce point pr\u00e9cise les conditions de passage en t\u00e9l\u00e9travail et les formalit\u00e9s d\u2019acceptation par le salari\u00e9. Selon Service-public.fr, l\u2019accord ou la charte doit d\u00e9tailler plages de contact, contr\u00f4le du temps, acc\u00e8s pour personnes vuln\u00e9rables.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Crit\u00e8re<\/th>\n<th>T\u00e9l\u00e9travail r\u00e9gulier<\/th>\n<th>T\u00e9l\u00e9travail occasionnel<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Fr\u00e9quence<\/td>\n<td>Jours fixes par semaine<\/td>\n<td>Jours ponctuels selon besoin<\/td>\n<\/tr>\n<tr>\n<td>Formalisation<\/td>\n<td>Pr\u00e9vu par accord ou charte<\/td>\n<td>Accord \u00e9crit ou \u00e9change de courriels<\/td>\n<\/tr>\n<tr>\n<td>Exemple<\/td>\n<td>1 \u00e0 2 jours hebdomadaires<\/td>\n<td>Quelques jours par trimestre<\/td>\n<\/tr>\n<tr>\n<td>Avantage<\/td>\n<td>Rythme stable pour l\u2019organisation<\/td>\n<td>Flexibilit\u00e9 ponctuelle pour d\u00e9placement<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La table montre les diff\u00e9rences pratiques entre r\u00e9gularit\u00e9 et occasionnel, sans pr\u00e9tendre remplacer une n\u00e9gociation. Selon Service-public.fr, la fr\u00e9quence et la formalisation doivent figurer dans l\u2019accord ou la charte.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Conditions formelles du t\u00e9l\u00e9travail :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Formalit\u00e9s d\u2019acceptation et de retour sans t\u00e9l\u00e9travail<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Plages horaires de contact et r\u00e9gulation de charge<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Acc\u00e8s sp\u00e9cifique pour salari\u00e9s aidants et femmes enceintes<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab En t\u00e9l\u00e9travail r\u00e9gulier, j\u2019ai gagn\u00e9 en concentration sans perdre le lien avec l\u2019\u00e9quipe. \u00bb<\/p>\n<p><cite>Alice B.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>L\u2019accord collectif facilite la gestion des litiges et clarifie le r\u00f4le du CSE quand l\u2019entreprise d\u00e9passe cinquante salari\u00e9s. Cette formalisation conditionne ensuite les obligations de l\u2019employeur et la protection du salari\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"A modern home office with ergonomic desk and laptop, natural light, hyper-realistic, 1200x675\" ><\/otoimage>\n\n<!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Obligations_de_lemployeur_et_protections_du_salarie_en_hybride\"><\/span>Obligations de l\u2019employeur et protections du salari\u00e9 en hybride<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Puisque l\u2019accord fixe les r\u00e8gles, l\u2019employeur prend des responsabilit\u00e9s en mati\u00e8re de s\u00e9curit\u00e9, d\u2019\u00e9quipement et de remboursement des frais. Selon le Code du travail, l\u2019employeur doit aussi veiller \u00e0 la sant\u00e9 et \u00e0 la s\u00e9curit\u00e9 des t\u00e9l\u00e9travailleurs.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Sante_securite_et_materiel_fourni\"><\/span>Sant\u00e9, s\u00e9curit\u00e9 et mat\u00e9riel fourni<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>L\u2019employeur fournit, installe et entretient le mat\u00e9riel n\u00e9cessaire si le t\u00e9l\u00e9travail s\u2019exerce au domicile selon les conditions de s\u00e9curit\u00e9. Selon L\u00e9gifrance, les installations \u00e9lectriques et l\u2019environnement doivent \u00eatre conformes pour engager cette responsabilit\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>\u00c9l\u00e9ments de conformit\u00e9 l\u00e9gale :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Fourniture et maintenance des \u00e9quipements adapt\u00e9s au poste<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Formation sp\u00e9cifique aux outils et risques li\u00e9s au t\u00e9l\u00e9travail<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>\u00c9valuation \u00e9quivalente de la charge et des r\u00e9sultats<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>L\u2019employeur doit aussi assurer la priorit\u00e9 d\u2019acc\u00e8s \u00e0 un poste sans t\u00e9l\u00e9travail correspondant aux comp\u00e9tences du salari\u00e9. Cette priorit\u00e9 suppose une information proactive sur les postes disponibles.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Protection_des_donnees_et_vie_privee\"><\/span>Protection des donn\u00e9es et vie priv\u00e9e<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La circulation des donn\u00e9es entre domicile et entreprise augmente les risques et impose des mesures techniques et organisationnelles. Selon la CNIL, l\u2019employeur doit s\u00e9curiser les flux avec VPN, chiffrement et authentification forte lorsque c\u2019est n\u00e9cessaire.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Mesure<\/th>\n<th>Responsabilit\u00e9 employeur<\/th>\n<th>Responsabilit\u00e9 salari\u00e9<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>VPN et chiffrement<\/td>\n<td>D\u00e9ployer et maintenir<\/td>\n<td>Utiliser selon les consignes<\/td>\n<\/tr>\n<tr>\n<td>Authentification forte<\/td>\n<td>Mettre en place<\/td>\n<td>Respecter les proc\u00e9dures<\/td>\n<\/tr>\n<tr>\n<td>Politique d\u2019usage<\/td>\n<td>Informer et sanctionner<\/td>\n<td>Suivre la charte informatique<\/td>\n<\/tr>\n<tr>\n<td>Formation s\u00e9curit\u00e9<\/td>\n<td>Organiser sessions adapt\u00e9es<\/td>\n<td>Participer activement<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ces mesures traduisent l\u2019obligation de protection des donn\u00e9es personnelles en t\u00e9l\u00e9travail et l\u2019exigence d\u2019information pr\u00e9alable des salari\u00e9s. Une formation cibl\u00e9e sur les \u00e9quipements renforce la conformit\u00e9 et la s\u00e9curit\u00e9 op\u00e9rationnelle.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Notre DRH a pr\u00e9cis\u00e9 que l\u2019accord clarifie les remboursements et les outils fournis. \u00bb<\/p>\n<p><cite>Julie P.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:otoyoutube query=\"t&eacute;l&eacute;travail r&eacute;glementation France explication\" ><\/otoyoutube>\n\n<!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La protection des donn\u00e9es impose un \u00e9quilibre entre contr\u00f4le et respect de la vie priv\u00e9e des salari\u00e9s. Ces obligations appellent ensuite des r\u00e9ponses sur le temps de travail, les frais, et la repr\u00e9sentation collective.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"Two colleagues discussing hybrid work policy in modern office, hyper-realistic, 1200x675\" ><\/otoimage>\n\n<!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Temps_de_travail_frais_et_representation_dans_le_travail_hybride\"><\/span>Temps de travail, frais et repr\u00e9sentation dans le travail hybride<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette \u00e9volution soul\u00e8ve des questions pratiques sur le d\u00e9compte des heures, le droit \u00e0 la d\u00e9connexion et la prise en charge des frais. Selon la jurisprudence europ\u00e9enne, l\u2019employeur doit garantir un syst\u00e8me fiable de suivi du temps de travail.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Controle_du_temps_et_droit_a_la_deconnexion\"><\/span>Contr\u00f4le du temps et droit \u00e0 la d\u00e9connexion<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le contr\u00f4le du temps doit rester proportionn\u00e9 et respecter la vie priv\u00e9e des salari\u00e9s tout en assurant la conformit\u00e9 l\u00e9gale. Le droit \u00e0 la d\u00e9connexion s\u2019applique en mode hybride et demande des r\u00e8gles explicites dans l\u2019accord ou la charte.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Bonnes pratiques employeur :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>D\u00e9finir plages horaires de contact claires et raisonnables<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Mettre en place un syst\u00e8me de suivi non intrusif<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>\u00c9valuer la charge avec indicateurs partag\u00e9s et transparents<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J\u2019ai senti la charge augmenter sans d\u00e9compte clair, j\u2019ai alert\u00e9 les ressources humaines. \u00bb<\/p>\n<p><cite>Marc D.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le contr\u00f4le doit \u00eatre fiable mais non intrusif, et les limites doivent \u00eatre inscrites pour prot\u00e9ger la vie priv\u00e9e des collaborateurs. L\u2019\u00e9quilibre entre suivi et respect personnel reste un enjeu majeur.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Frais_priorite_de_poste_et_role_du_CSE\"><\/span>Frais, priorit\u00e9 de poste et r\u00f4le du CSE<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Sur le plan financier, l\u2019employeur prend en charge les frais engag\u00e9s pour l\u2019ex\u00e9cution du contrat, y compris les d\u00e9penses li\u00e9es au t\u00e9l\u00e9travail. Selon Service-public.fr, l\u2019employeur peut choisir entre remboursement au r\u00e9el ou versement d\u2019une indemnit\u00e9 forfaitaire.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Modalit\u00e9s financi\u00e8res et frais :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Prise en charge des frais professionnels li\u00e9s au t\u00e9l\u00e9travail<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Indemnit\u00e9 forfaitaire ou remboursement sur justificatifs<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Prise en charge partielle des abonnements de transport selon situation<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab \u00c0 mon avis, l\u2019\u00e9valuation disciplinaire doit int\u00e9grer la sp\u00e9cificit\u00e9 du travail hybride. \u00bb<\/p>\n<p><cite>Paul N.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:otoyoutube query=\"droit &agrave; la d&eacute;connexion t&eacute;l&eacute;travail explication\" ><\/otoyoutube>\n\n<!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le CSE doit \u00eatre consult\u00e9 avant la mise en place d\u2019un dispositif dans les entreprises de plus de cinquante salari\u00e9s. Ce r\u00f4le collectif garantit la repr\u00e9sentation et la coh\u00e9rence des r\u00e8gles sur l\u2019ensemble des sites et des \u00e9quipes.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"Group meeting in hybrid work setting with remote participants on screen, hyper-realistic, 1200x675\" ><\/otoimage>\n\n<!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Source : Minist\u00e8re du Travail, \u00ab T\u00e9l\u00e9travail \u00bb, Service-public.fr, 2024 ; L\u00e9gifrance, \u00ab Code du travail, articles L1222-9 \u00e0 L1222-11 \u00bb, legifrance.gouv.fr, 2023 ; CNIL, \u00ab T\u00e9l\u00e9travail et protection des donn\u00e9es \u00bb, cnil.fr, 2021.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph -->\n\n","protected":false},"excerpt":{"rendered":"<p>Le travail hybride m\u00eale pr\u00e9sence au bureau et t\u00e9l\u00e9travail selon des modalit\u00e9s choisies par l\u2019entreprise et le salari\u00e9. Il transforme l\u2019organisation du travail tout en &#8230; <a title=\"Le t\u00e9l\u00e9travail hybride est r\u00e9gi par un accord au contrat de travail.\" class=\"read-more\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/teletravail-hybride-accord\/\" aria-label=\"En savoir plus sur Le t\u00e9l\u00e9travail hybride est r\u00e9gi par un accord au contrat de travail.\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":3884,"comment_status":"open","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-3885","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-contrat","resize-featured-image"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>T\u00e9l\u00e9travail hybride : quand l&#039;accord s&#039;invite au contrat<\/title>\n<meta name=\"description\" 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