Employer mobility plan: succeed in your approach with a 2-week mobility challenge

Launching an employer mobility plan often feels like an administrative marathon. Assessment, consultation, drafting, validation… the classic process stretches over 6 to 12 months. Yet a different approach makes it possible to speed up momentum while collecting valuable data: a 1‑ to 2‑week mobility challenge.

Key takeaways

The employer mobility plan (PDME) has been mandatory since the 2019 Mobility Orientation Act for companies with at least 50 employees on the same site in areas covered by an urban travel plan.
The most effective way to kick‑start a PDME is to organise a 1‑ to 2‑week mobility challenge, combining daily questions, educational memos and concrete actions for employees.
This format serves as a “live” assessment of mobility practices: modes used, perceived barriers, real costs of commuting.
The benefits are measurable: lower fuel bills (in a context of prices above €2/L), reduced greenhouse gas emissions, improved well‑being and employer brand.

What is an employer mobility plan (PDME)?

The employer mobility plan (PDME) is a document made up of two parts: an assessment of the mobility generated by the site and an action plan for the coming years.

It covers all journeys: employees’ commuting, business travel, assignments, client meetings, logistics and goods deliveries.
The PDME has evolved from the company travel plan (PDE) of the 1980s to its formalisation by the Mobility Orientation Act, enacted on 24 December 2019.
Its main environmental objective is to reduce the carbon footprint and greenhouse gas emissions, with a national target of carbon neutrality by 2050 and a 37.5% reduction in CO2 emissions by 2030.
The PDME aims to reduce air pollutants by optimising travel linked to the company’s activity and promoting alternatives to the car: public transport (bus, tram, train) and active mobility such as cycling.
It is also an HR and CSR tool: improving quality of life at work, reducing stress linked to traffic jams, contributing to climate goals.

Who is concerned and what are the legal obligations?

Since 1 January 2020, companies with more than 50 employees must include the issue of improving employees’ daily mobility in their mandatory annual negotiations (NAO).

Companies with 50 or more employees on the same site located in an urban area with more than 100,000 inhabitants must draw up an employer mobility plan, which must be sent to the competent mobility organising authority.
If no agreement is reached during the NAO, the company must formalise a PDME. It can also be implemented jointly by several companies.
Concrete example: an industrial company with 120 employees in the Lyon metropolitan area (a territory covered by a PDU) must either negotiate mobility measures or roll out a structured PDME.
Companies with more than 50 employees that do not comply with this obligation will not be able to benefit from technical and financial support from ADEME.
Tip: include all company sites, even those with fewer than 50 employees, in the process to harmonise practices.

Why roll out an ETP through a 1‑ to 2‑week mobility challenge?

Purely “paper-based” approaches generate little engagement. A short challenge creates a collective, fun dynamic, with participation rates reaching 70 to 80% according to field feedback.

The challenge makes it possible to test solutions in real conditions: coming by bike once during the week, replacing a trip of less than 2 km with walking, offering carpooling to a colleague who lives nearby.
This format quickly collects usable data through targeted questions about behaviours and barriers.
Favourable economic context: with fuel regularly exceeding €2/L since 2022 (geopolitical tensions, carbon taxes), employees are receptive to the idea of calculating the real cost of their journeys — often between €150 and €200 per month for a 30 km round trip.
In 10 to 14 days, the company sends a clear signal that mobility is a priority topic and that it listens to on-the-ground constraints.

The typical stages of an employer mobility plan

The process of developing an employer mobility plan includes several stages: appointing a mobility coordinator, carrying out a diagnosis, defining objectives, drawing up an action plan, implementing it and monitoring the results. These phases usually extend over 6 to 12 months, but the mobility challenge can be integrated from the outset to speed up delivery.

Appointing a mobility coordinator

Management appoints a coordinator (often from HR or general services) with 10 to 20% of their time dedicated to this role.
Their missions: oversee the diagnosis, organise the challenge (schedule of questions, memos, actions), and act as the interface with the transport authority and partners.
They track key indicators: participation rate, carpool registrations, declared bike trips.

Mobility diagnosis

To develop an effective mobility plan, it is necessary to carry out an assessment of mobility within the company, taking into account employees’ travel habits and preferences.

An assessment of infrastructure is needed to identify the available transport options: public transport services, cycle paths, parking.
Trip analysis is essential to study employees’ commuting and business travel habits.
The challenge complements this diagnosis through questions such as “What is your main mode of transport?” or “How much do you spend per month on fuel?”
Typical pre-challenge statistics: 70% solo car, 10% public transport, 8% carpooling, 7% cycling, 5% walking.

Defining objectives

Setting quantified and measurable objectives is a key step in defining the mobility strategy.

The results of the challenge (e.g.: 20% of participants try cycling) provide a realistic basis for targeting +5 to 10 percentage points of soft modal share over 3 years.
Environmental objectives: reduction of emissions in tCO2e, improvement of air quality.
Economic objectives: reduction of costs related to parking and corporate vehicle fleets.
Social objectives: optimisation of time and reduction of congestion on infrastructure.

Developing the action plan

Developing an action plan involves identifying concrete measures such as the Sustainable Mobility Package and incentives for cycling.

Financial incentives: Sustainable Mobility Package, reimbursement of public transport passes beyond the statutory 50%.
Facilities: secure bike shelters, changing rooms, showers, charging stations.
Organisation: remote working, staggered working hours, four-day week.
Services: internal carpooling platform, company shuttle, taxi vouchers for occasional situations.

Implementation, monitoring and evaluation

The implementation of mobility actions must involve employees and representative bodies (Social and Economic Committee – CSE).

Make permanent the actions that worked during the challenge: monthly “Everyone on bikes” day, internal community of carpoolers.
The monitoring and evaluation of mobility measures must be carried out using key indicators: modal share, funded subscriptions, use of bike parking.
Plan surveys at 3 and 6 months to measure established habits.
Typical result: +5 percentage points of soft modal share over 12 months in companies profiled by the OEPV.

Designing an effective mobility challenge: questions, memos, actions

The ideal duration is between 7 and 14 days, with a daily pace: 1 question, 1 memo, 1 action.

Questions (participatory diagnostic):

What is your main mode of transport for commuting to work?
In response to rising fuel prices, have you considered changing your mode of transport?
What would be the main barrier preventing you from adopting carpooling or a soft mobility option?
How much do you spend per month on fuel for your home–work journeys?

Memos (educational information):

Fuel at more than €2/L: why prices are soaring and how to free yourself from them
The guide to soft mobility for your everyday journeys
Carpooling with colleagues: a step-by-step guide to getting started easily

Actions (practical implementation):

Come to work by bike or public transport once this week
Register on a home–work carpooling platform
Offer carpooling to a colleague who lives near you
Replace a car journey of less than 2 km with walking or cycling
Calculate the real cost of your car journeys between home and work this month

Incentive measures and concrete levers for home–work travel

The Sustainable Mobility Package helps support employees’ purchasing power by offering transport solutions. Companies can promote soft mobility for commuting by implementing incentive measures, such as reimbursing public transport subscriptions beyond the regulatory 50%.

Sustainable Mobility Package (FMD): up to €900/year in 2025 for bikes, e-scooters, carpooling (driver or passenger), can be combined with public transport reimbursement.
Available subsidies: employers can receive financial support covering up to 60% of the cost for a bike-focused mobility assessment and for designing a pro-cycling action plan.
Toolbox: support and assistance are available on the Eli employee engagement platform and on the Ecological Transition for Businesses platform for organisations wishing to structure their project.
Case study: a tertiary site with 300 users in the Paris region, combining 100% public transport coverage and Klaxit integration, recorded a +12% increase in active and low-carbon mobility in the first year.

Employer mobility plan FAQ

Is an employer mobility plan mandatory for all companies?

No. The requirement applies to companies with at least 50 employees on the same site, located within the scope of an Urban Mobility Plan (PDU) or a Mobility Organising Authority (AOM). Outside these thresholds, implementing an employer mobility plan (PDME) is still strongly recommended for economic and environmental reasons — 90% of committed companies report a return on investment through their CSR strategy.

How long does it take to implement a full employer mobility plan?

Allow 6 to 12 months for a full process. However, a 1- to 2-week mobility challenge can be launched very quickly to kick-start momentum and collect initial data within the project team.

Is a 2-week mobility challenge enough to change habits in a lasting way?

On its own, no. But combined with long-term measures (FMD, infrastructure, work organisation), it catalyses a collective response: 30 to 50% retention of new habits has been observed in supported companies.

How much does an employer mobility plan cost the company?

The initial cost (assessment, communication) ranges from €10k to €50k, often subsidised at 50–80%. The benefits quickly offset this: reduced parking needs, lower absenteeism, increased logistical efficiency.

How can you motivate employees who are most reluctant to use soft mobility options?

Start with very accessible actions (just one bike trip per week), provide reassurance about safety through guides and regular updates, and highlight those who take part. Managers play a key role in setting an example across all the relevant sites.