Job Protection Plan (PSE) - Economic redundancy

Verified 26 June 2026 - Entreprendre Service Public / (Prime Minister)

In a company with at least 50 employees, where the employer dismisses at least 10 employees over a period of 30 days for economic reasons, it must implement a job protection plan (PSE). The employer can set up the PSE by collective agreement or by unilateral decision. He is free to enter into negotiations or not. The procedure is different depending on the employer's choice. We present you the information to remember.

Collective agreement

The PES is a set of measures to prevent or limit the number of redundancies.

The PES must provide for reclassification measures in France for employees whose dismissal is envisaged.

The establishment of an PES is mandatory in the companies at least 50 employees where the company intends to make an economic redundancy of at least 10 employees over a period of 30 days.

The PES provides for the following measures:

  • Actions aimed at the internal reclassification in France of employees, on jobs falling within the same category of jobs or equivalent to those they occupy (or, if the employees concerned have given their consent in writing, on jobs of a lower category)
  • Actions to promote the resumption of all or part of the activities in order to avoid the closure of one or more establishments
  • New activities created by the company
  • Actions promoting reclassification outside the company (in particular by supporting the reactivation of the labor market)
  • Actions to support the creation of new activities or the resumption of existing activities by employees
  • Training, validation of prior experience (VAE) or retraining measures to facilitate the internal or external reclassification of employees in equivalent jobs
  • Measures to reduce or adjust working time and measures to reduce the volume of overtime worked on a regular basis
  • Conditions for implementing the reclassification leave or the professional security contract (CSP)
  • A redeployment plan aimed in particular at older employees or employees with social or qualification characteristics that make their professional reintegration particularly difficult.

The PES may also provide for optional measures, for example:

  • Incentive premiums for voluntary departure
  • Measures which may take account of the specific problems of certain employees, in particular disabled persons and pregnant women
  • Assessment and evaluation measures to enable the persons concerned to better position themselves on the labor market according to their acquired and potential professional capacities.

The ESP shall be brought to the attention of employees by any means at the workplace.

The employer must post on the workplace any proposals of the Dreets: titleContent with a view to improving the PES and its reasoned response to these observations.

No, the CSE: titleContent shall not be consulted on the measures contained in the PES.

The PSE agreement must be signed by the representative trade unions that have collected at least 50% of the votes cast in 1er round of the last professional elections of CSE: titleContent.

Please note

The CSE may appoint a public accountant to provide any analysis that may be useful to trade union organizations in preparing for the negotiation of the PES Agreement.

Transmission of documents to Dreets

The employer must inform the Dreets: titleContent the commitment to negotiate a PES agreement.

Dreets may make proposals for improving the PES and comments throughout the PES procedure.

All documents and information relating to the PES must be sent by the employer throughout the procedure via the portal for collective terminations of employment contracts (RUPCO).

At the end of the procedure, the PES must be transmitted via the RUPCO portal:

Portal for the dematerialized management of collective breaks in employment contracts (RUPCO)

Verification of the PSE by Dreets

Agreement

When Dreets validates the PSE agreement, it applies. The employer can set up the PSE and notify redundancies.

Refusal

When Dreets refuses to validate the agreement, the employer must make the necessary changes. He consults again the CSE: titleContent and submit a new application. The employer cannot notify dismissals.

Transmission of the PES implementation report to Dreets

The employer must draw up and send to Dreets a report on the effective implementation of the PES.

This assessment is carried out at the end of the implementation of the reclassification measures. It shall be sent within one month after that date to the competent Dreets by dematerialized means.

The balance sheet shall contain the following:

  • Number of meetings of the Monitoring Committee
  • Number of internal mobility/reclassifications (within the company, UE or group to which the company belongs)
  • Number of voluntary departures (including the number of employees aged 57 and over)
  • Number of employees made redundant for economic reasons (including those aged 57 and over)
  • Number of members of support schemes (CSP, reclassification or mobility leave)
  • Accompanying measures to external mobility:
    • Number of persons who have benefited from a training or VAE: titleContent
    • Number of aid for the creation or recovery of a company
  • Number of geographical mobility aids
  • Number of beneficiaries of the degressive temporary allowance or the supplementary allowance in case of reclassification to a lower paid job.

The employer must also describe the situation of the individuals at the end of the PES. In particular, it shall specify the following:

  • Number of persons in CDI: titleContent (including those in the first 6 months) 
  • Number of individuals who have started or resumed a company (including in the first 6 months) 
  • Number of persons in CDD: titleContent/TTC: titleContent 6 months and older (including the first 6 months) 
  • Number of CDD/CTT patients less than 6 months old (including in the first 6 months) 
  • Those who are in another situation: training, retirement, early company retirement, job search.

Yes, the employee, the CSE or the trade unions can challenge the PES.

The challenge may be based on the following grounds:

  • Validation decision itself (e.g. formalism)
  • PES agreement
  • Content of the PSE.

The administrative tribunal is competent to settle disputes.

The Labor Court may be seized of any dispute that cannot be tried by the administrative court (the implementation of PES measures for example).

Unilateral decision

The ESP is a set of measures designed to prevent or limit the number of redundancies.

The PES must provide for reclassification measures in France for employees whose dismissal is envisaged.

The establishment of an PES is mandatory in the companies at least 50 employees where the company intends to make an economic redundancy of at least 10 employees over a period of 30 days.

The PES provides for the following measures:

  • Actions aimed at the internal reclassification in France of employees, on jobs falling within the same category of jobs or equivalent to those they occupy (or, if the employees concerned have given their consent in writing, on jobs of a lower category)
  • Actions to promote the resumption of all or part of the activities in order to avoid the closure of one or more establishments
  • New activities created by the company
  • Actions promoting reclassification outside the company (in particular by supporting the reactivation of the labor market)
  • Actions to support the creation of new activities or the resumption of existing activities by employees
  • Training, validation of prior experience (VAE) or retraining measures to facilitate the internal or external reclassification of employees in equivalent jobs
  • Measures to reduce or adjust working time and measures to reduce the volume of overtime worked on a regular basis
  • Conditions for implementing the reclassification leave or the professional security contract (CSP)
  • A redeployment plan aimed in particular at older employees or employees with social or qualification characteristics that make their professional reintegration particularly difficult.

The PES may also provide for optional measures, for example:

  • Incentive premiums for voluntary departure
  • Measures which may take account of the specific problems of certain employees, in particular disabled persons and pregnant women
  • Assessment and evaluation measures to enable the persons concerned to better position themselves on the labor market according to their acquired and potential professional capacities.

Yes, the unilateral document prepared by the employer in the absence ofcollective agreement shall be subject to consultation by CSE: titleContent on all the elements it contains. The CSE issues an opinion on the PSE.

The ESP shall be brought to the attention of employees by any means at the workplace.

The employer must post on the workplace any proposals of the Dreets: titleContent with a view to improving the PES and its reasoned response to these observations.

Transmission of documents to Dreets

All documents and information relating to the PES must be transmitted by the employer throughout the procedure via the Portal for Collective Terminations of Employment Contracts (RUPCO).

The Dreets: titleContent may make proposals for improving the PES and comments throughout the PES procedure.

At the end of the procedure, the PES must be transmitted via the RUPCO portal:

Portal for the dematerialized management of collective breaks in employment contracts (RUPCO)

Verification of the PSE by Dreets

Agreement

When the Dreets peer the PSE, it applies. The employer can set up the PSE and notify redundancies.

Refusal

When Dreets refuses to approve the PES, the employer must make the necessary changes. He consults again the CSE: titleContent and submit a new application. The employer cannot notify dismissals.

Transmission of the PES implementation report to Dreets

The employer must draw up and send to Dreets a report on the effective implementation of the PES.

This assessment is carried out at the end of the implementation of the reclassification measures and is sent within one month after that date to the competent Dreets by dematerialized means.

The balance sheet shall contain the following:

  • Number of meetings of the Monitoring Committee
  • Number of internal mobility/reclassifications (within the company, UE or group to which the company belongs)
  • Number of voluntary departures (including the number of employees aged 57 and over)
  • Number of employees made redundant for economic reasons (including those aged 57 and over)
  • Number of members of support schemes (CSP, reclassification or mobility leave)
  • Accompanying measures to external mobility:
    • Number of persons who have benefited from a training or VAE: titleContent
    • Number of aid for the creation or recovery of a company
  • Number of geographical mobility aids
  • Number of beneficiaries of the degressive temporary allowance or the supplementary allowance in case of reclassification to a lower paid job.

The employer must also describe the situation of the individuals at the end of the PES. In particular, it shall specify the following:

  • Number of persons in CDI: titleContent (including those in the first 6 months) 
  • Number of individuals who have started or resumed a company (including in the first 6 months) 
  • Number of persons in CDD: titleContent/TTC: titleContent 6 months and older (including the first 6 months) 
  • Number of CDD/CTT patients less than 6 months old (including in the first 6 months) 
  • Those who are in another situation: training, retirement, early company retirement, job search.

Yes, the employee, the CSE or the trade unions can challenge the PES.

The challenge may be based on the following grounds:

  • Registration decision itself (e.g. formalism)
  • PES agreement
  • Content of the PSE.

The administrative tribunal is competent to settle disputes.

The Labor Court may be seized of any dispute that cannot be tried by the administrative court (the implementation of PES measures for example).

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