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Working conditions and social security

As a public employer, Inra offers its employees a professional environment governed by statutory rules. It also strives to create stimulating working conditions and promote values of openness, respect, support, and solidarity throughout the organisation.
Ampoule-label HR

The human resources policy at Inra is concerned with the quality of life at work. As such, the continuing actions of the Institute concern both the individual in their professional environment and the entire institute in the interests of the working community. Both are of equal importance and participate in developing the well-being of each individual.


The key aspects are a dynamic social policy, a voluntary disability policy, the prevention of professional risks including psychosocial, the promotion of diversity and gender equality, support for new working arrangements including training managers and team support.


Inra employees are beneficiaries of the French national health insurance scheme, which provides minimum social provisions for health care expenses (illness, maternity leave) but also for accidents at work, death, disability, and pensions. This protection includes the spouse and children.

Job security

After successful completion of the selection process, employees are given a permanent position and are thus guaranteed job security throughout their career.



Image-guide politique sociale

Committed to the notion of collective solidarity, the Institute is developing a social policy with a varied service offering to meet the needs of its employees in both their professional and personal lives


The panel of services proposed includes:


  • Child benefits: financial support for childcare, allowance for parents with disabled children, allowances for summer camps and holiday clubs.
  • Holidays and leisure benefits: holiday vouchers, preferential rates for holiday accommodation, sporting events, organisation of trips.
  • Social support: the network of social workers is responsible for listening to, advising, and supporting Inra employees who so wish, assisting them with various procedures and searching for solutions to professional, personal or economic problems. Inra also proposes financial support in case of unforeseen family or medical issues. 

- Guide to the social policy at Inra: "Nurture well-being"


Association of
Social Activities of Inra (ADAS-INRA)


As a public organisation, Inra has no works council. The aim of the association of social activities (ADAS), partner of the Institute, is to promote and organise various social, sports and cultural events with active and retired Inra staff. These events contribute to the cohesion and the openness of individuals and groups. The association is run by 263 committed volunteers from the 47 local sections and 39 national administrators.


- Focus on HR "Adas-Inra: a partner bringing cohesion to our institution" [in French only]
- Adas website: [in French only]

Paid leave and organisation of working hours

Staff working full time at Inra have 30 days of paid leave on top of the 12.5 days off in lieu (reduction in working hours) and can adapt their working hours for personal events (birth of a child, medical problem).




Inra has been committed to a voluntary approach for several years. The institute is actively involved in the inclusion of disabled people and is currently developing an overall policy on the issue in order to support employees throughout their careers (recruitment, job integration, and stability).


Image-taux emploi handicap

A rising employment rate: 72 people with disabilities were recruited between 2013 and 2017 of which 64 on a permanent basis.


Inra ensures the long-term integration of disabled employees regardless of how they are recruited, and the continued employment of employees with a progressive disability or a disability that develops during their career. The objective pursued by the Institute is to assess all the measures to offset the disabilities of the employees in terms of workstation arrangements, human assistance, and accessibility.


  • Workstation arrangements: suitable equipment (ergonomic keypad, screen, chair...), technical assistance (speech synthesis, hearing aids, adapted transport to and from work), adaptation of working methods (written instructions, preparation for stressful situations...).
  • Human assistance: intervention of a third party to carry out activities of daily life or professional activities. For example, for an employee with a hearing impairment, a sign language interpreter can accompany them to meetings, courses, or competition sessions.
  • Accessibility: work to enable access can be undertaken locally (access ramp, disabled toilet, automatic door...). This also concerns adapting communication tools (specific applications, internet access).  

- Brochure "Inra accessible to all ambitions" [in French only]
- Focus on HR "Disability Policy: supporting employees" [in French only]

Prevention of occupational risks

Ensuring health and safety at work is the primary responsibility of any employer. An active policy for the prevention of physical, chemical, and biological risks has been in place at Inra for several years. More recently, the scope of prevention has been extended to working conditions as a whole.


Inra thus has an action plan for the prevention of psychosocial risks comprising five main lines: training of all involved, assessment-advice regarding psychosocial risks, identification of leverage points, implementation of indicator monitoring and preparation to intervene if situations deteriorate.

Based on the conclusions of an initial review, the PSR action plan will be consolidated for its secure, institution-wide deployment. This ambition is detailed in the HR 2017-2021 roadmap.


- Information leaflet: "What are psychosocial risks?" [in French only]

Promotion of diversity and equality


Image-label égaité diversité

The dual accreditation Diversity - Equality initiated by Inra is the continuation of actions undertaken up until now in favour of diversity, defending gender equality, and fighting discrimination.


The aim is to help reconcile work and family life, prevent discrimination at work, and promote inclusion according to a proactive approach advocating openness and recognition of differences. This initiative draws on promoting objective, shared criteria.


In this respect, an action plan will be developed in 2018 to be rolled out over the coming years. Major aspects include employee training and awareness, communication, the creation of a counselling service or developments in key HR procedures. This ambition is detailed in the HR 2017-2021 roadmap.

new working

In an intense, globalized, and competitive world, the organisational aspect of work is an extremely appealing factor. Telecommuting is a clear way of improving the quality of life at work.


After implementing telecommuting on an experimental basis, it will be rolled out throughout Inra from September 2018, as scheduled in the HR 2017-2021 roadmap.