The Force Ouvrière union of health services in the Alpes-Maritimes wishes to renew the installation bonus in 2026, intended for health professionals working in the valleys. This measure aims to support recruitment in local hospitals and nursing homes (EHPAD), while establishments continue to face persistent difficulties.
The installation bonus scheme supports social and medico-social establishments facing persistent recruitment challenges. These structures welcome elderly people, people with disabilities, or children in danger. A charter from the Alpes-Maritimes department dating back to 2023 stated that “the social and medico-social establishments (ESMS) under the Department’s jurisdiction are increasingly struggling to recruit qualified personnel.”
This situation is not new. The health crisis exacerbated these tensions. Establishments in the highlands and midlands are particularly affected, due to their distance from urban centers. The storms in October 2020 worsened the situation for several sites. Consequently, the Alpes-Maritimes department deployed various support tools at that time. Actions focused on personnel reinforcements, combating isolation, and mobilizing the volunteer network.
Given the persistence of difficulties, the department created in 2020 a 200,000-euro emergency fund to provide a 5,000-euro installation bonus. This was renewed for 2022 and expanded in 2023 to include medical-psychological helpers and educational and social assistants. The regulation states that this bonus targets doctors, nurses, nursing assistants, AMP and AES recruited between January 1 and December 31, 2023.
In this context, according to the FO union of the Alpes-Maritimes, it seems necessary to sustain this support: “it seems essential to us that this measure is renewed for the year 2026, to support the recruitment of staff in our local hospitals and our nursing homes.” They add that these structures “are not only places of care but genuine living spaces for our elders, at the heart of our villages.” According to them, this scheme is crucial to enhance the attractiveness of professions and promote the retention of professionals.
A structured scheme to ensure employee commitment
The bonus was granted under conditions: the beneficiary had to be qualified, and their recruitment must not follow a resignation from the same establishment within the previous six months. After a successful one-month trial period, the beneficiary had to commit to a contract of at least 18 months. These conditions were specified in the regulation: “after a satisfactory one-month trial period, the beneficiary must commit to a work contract of at least 18 months.”
Eligible establishments had to fall under departmental jurisdiction, be public or associative, and located in the Mountain zone as defined by current regulations. The bonus was subject to a tripartite agreement signed between the employee, the establishment, and the department. Payment was made to the establishment, which then entirely remitted it to the employee. The repayment conditions were also strict. In case of resignation or gross misconduct, the employee was obliged to repay the entire bonus. Partial repayments could be considered for long absences.
The system also included monitoring obligations. The establishment informed the department of any events that could alter the conditions of allocation, allowing participation in evaluating the scheme.
This bonus remained an incentive tool. It acted as a lever to stabilize teams, reduce unfilled positions, and ensure continuity of care. FO emphasizes that this measure contributed to “better care for the elderly in a humane and caring environment.” In the valleys, the presence of qualified professionals determines access to care and the maintenance of a local public service.
Thus, renewing this bonus in 2026 would constitute an answer to the needs of rural establishments. It would continue the actions taken since 2020 to support structures essential to local life.
