일･생활 균형을 위한 재택근무 도입방안 연구 - 프랑스 사례 연구를 중심으로

The coronavirus crisis was not a one-off and a future pandemic could emerge at any time, and the need for legislation on teleworking (i.e. working from home) is all the more critical as the trend towards more diversified working practices is already underway. Telecommuting, which was hastily introduced and implemented by the government in response to the coronavirus outbreak, has so far shown its potential as a survival method and has become an alternative in times of crisis, and it is now necessary to explore telecommuting as a way to improve workers’ work-life balance based on experiences from the recent past. Starting with the European Framework Convention on Telework in 2002, a full-fledged guideline for telework, and the National Industrial Agreement (ANI) between labor and management on July 19, 2005, the French Labor Code (Code du travail ) further sets out regulations on telework. In addition, at the end of March 2020, about 40% of all wage earners began to work from home after the declaration of a movement restriction order that prohibited all citizens from going out, and research on the impact of telework on workers has been actively conducted. In addition to the various positive effects of telecommuting, such as shorter commutes, more flexible working hours, and increased labor productivity, previous research has also identified negative effects of telecommuting experienced during the pandemic. In this article, we look at the case of France, which implemented telecommuting as a measure to prevent the spread of the coronavirus, and factors to consider when adopting telecommuting as a new alternative for work-family balance. While the circumstances were similar to those in Korea, the main difference was that the French government paid attention to the debate on the impact of teleworking on individual workers. In particular, the French government was sensitive to the findings of various studies on the adverse effects of teleworking, such as mental health issues and long working h2reased worker autonomy and flexibility. The need for legislation on telecommuting has been called for in many previous studies. Although the protection methods differ to some extent, they all acknowledge the need for labor law protection for workers who work from home. It is time for Korea to consider telecommuting as a work-life balance measure from a long-term perspective and to provide systematic protection for it, rather than a mere one-off guideline.