- 📈 Find out how the 13th month can boost your job satisfaction!
- 💡 The 13th month: a bonus which is not automatic, but which can be essential.
- 🧩 Understand the eligibility conditions so you don’t miss out on this opportunity.
- 🔍 Master the different methods to calculate your 13th month and optimize it.
- 📊 Practical examples guide you to understand every detail of the calculation.
Are you wondering how to determine the 13th month premium? Whether you are an employee or an employer, understand the method of calculating the 13th month is essential to effectively manage your compensation or payroll. In this article, we will dissect together the subtleties of calculation of end of year bonuses, explore the eligibility conditions and guide you step by step through the different calculation formulas.
What is the 13th month and what is it for?
You have probably already heard of the famous “13th month”. But do you really know what it is? Imagine receiving an extra month of salary every year. Nice, right? That’s exactly what the 13th month is!
The 13th month is an annual bonus paid in addition to the usual salary. It is generally equivalent to one month’s gross salary. His goal? Reward employees for their work and loyalty throughout the year. It’s a bit like a professional Christmas present!
For employers, this is a great way to motivate and retain their teams. According to a study conducted by PayFit, 78% of employees consider the 13th month to be an important factor in job satisfaction. Not surprising when you know that it can represent a nice bonus on the bank account!
But be careful, don’t get carried away too quickly. The 13th month is not an acquired right for everyone. So how do you know if you are entitled to it?
Is the 13th month obligatory?
You may be wondering if your employer is obliged to pay you a 13th month. The answer is: it depends! Indeed, the 13th month is not imposed by law in France. But then, how does it work?
Cases where the 13th month is imposed by law or collective agreements
Although the law does not impose it directly, certain collective agreements make it obligatory. For example, in the National Collective Agreement for Hotels, Cafés and Restaurants, the 13th month is a right for employees.
Company agreements and internal practices
In other cases, the 13th month may be provided for by a company agreement or may have become standard practice. At certain large groups such as L’Oréal or Danone, the 13th month is an integral part of the remuneration policy.
Eligibility conditions at the 13th month
Now that you know that the 13th month is not a universal right, let’s see who can claim it. Because yes, even in companies that offer it, not everyone is necessarily entitled to it.
Criteria linked to seniority and working time
Seniority is often a key criterion. Some companies require a minimum presence, for example 6 months or 1 year, before granting the 13th month.
Working time also matters. If you are part-time, your 13th month will generally be calculated in proportion to your working time. Don’t panic, we’ll see later how to calculate it precisely.
Exceptions in case of absence or specific events
What happens if you’ve been away for part of the year? Good question! Paid leave is generally included in the calculation of the 13th month. But be careful, sick leave or unpaid leave can impact your bonus.
Imagine that you took a 3-month sabbatical this year. It is likely that your 13th month will be reduced accordingly. It makes sense, right?
How to calculate the 13th month?
Calculation for an employee in post all year
For an employee present all year, it is quite simple. The 13th month generally corresponds to the gross monthly salary. For example, if your gross monthly salary is €2,500, your 13th month will also be €2,500 gross.
But be careful, some companies have their own calculation method. For example, they can base themselves on the average salary for the year or include certain bonuses.
Calculation in the event of hiring or departure during the year
Were you hired during the year? No worries, you will still be entitled to part of the 13th month. This is called a pro rata temporis calculation.
Let’s take a concrete example. You were hired on July 1st with a gross salary of €2,000. Your 13th month will be calculated over 6 months, i.e.: (2,000 x 6) / 12 = €1,000 gross.
Specific adjustments for absences or periods not worked
Absences can impact the calculation of the 13th month. Paid leave is generally included, but sick leave or unpaid leave can reduce the amount.
Imagine that you were on sick leave for 1 month. Your employer could deduct this month from the calculation of your 13th month. It’s a bit frustrating, but it’s the rule in many companies.
Practical example of calculation
Let’s put all this into practice with a concrete example. Let’s say that you are Marie, an employee at TechInno, an innovative start-up. Your monthly gross salary is €3,000.
You worked all year, except for one month of unpaid leave to travel around the world (lucky you!). Here’s how to calculate your 13th month:
1. Gross monthly salary: €3,000
2. Number of months worked: 11 (12 months – 1 month of unpaid leave)
3. Calculation: (3000 x 11) / 12 = €2750
Your 13th month will therefore be €2750 gross. Not bad, right?
Calculate your 13th month premium with our online tool
Use this tool to calculate your 13th month premium.
A well-deserved 13th month for your commitment!
You are now an expert on calculating the 13th month! As you have discovered, this bonus is not just a simple addition to your pay slip, but a real professional recognition tool. Whether you are newly hired or a long-time employee, you now have all the keys to understanding and checking your bonus. Don’t hesitate to share this article with your colleagues who still have questions about their 13th month!
Useful links
- 13th month: calculation and rules - Enter Prud’homme
- 13th month bonus calculation: example and conditions for obtaining - HR culture
- How to pay a 13th month on the pay slip - Payroll.net
- 13th month: definition, calculation and obligation -LegalStart
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