Is there still a long-term partial activity (LTPA)?
Verified 01 January 2026 - Entreprendre Public Service / Directorate of Legal and Administrative Information (Prime Minister)
No, the long-term partial activity scheme (APLD: titleContent) can no longer be set up in a company since 1er January 2023. The arrangements put in place before that date may continue to apply until 31 December 2026 at the latest. However, an amendment to the collective agreement or unilateral document put in place before 31 December 2022 may take place after that date. One endorsement shall be forwarded to the administration. We take stock of the applicable rules.
FYI
It is possible to install a device dThe APLD says rebound until 28 February 2026.
The establishment of theAPLD: titleContent was possible on the basis of one of the following documents:
- Collective agreement establishment, company, group or branch
- Unilateral document based on industry collective agreement extended.
Companies already engaged in the DPA scheme may, after 31 December 2022, enter into agreements with addenda to their current agreements and to amend their current unilateral documents.
Collective agreement
The reduced activity may be implemented up to a maximum of 36 months, which may or may not follow each other, over a period of 48 consecutive months.
The company can benefit from theAPLD: titleContent from 1er day of the 1re period of authorization of partial activity granted by the Dreets: titleContent.
The employer may reduce the activity of the company up to 40% of the legal duration and make its employees work 60% of this one. This reduction shall be assessed for each employee concerned for the total duration of the agreement.
In exceptional circumstances, the reduction may be extended to 50% by decision of the departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) and under the conditions laid down in the collective agreement.
This device can lead to periods of total and temporary closure of a service or company.
Example :
A company may, over a period of 20 months, agree to a closure by agreement of a partial period of activity of 8 months for employees at 35 hours.
The collective agreement and its eventual endorsement must contain mandatory particulars. They may also contain certain optional terms.
Mandatory particulars
- Diagnosis of the economic situation and business prospects of the establishment, company, group or branch
- Start date and application period of the device
- Activities and employees concerned
- Maximum reduction of working hours below the legal working hours
- Commitments on employment and vocational training
- Conditions for informing the signatory employee trade unions and the Social and Economic Committee (ESC).
Optional terms
- Efforts of employee managers, corporate officers and shareholders proportionate to those of employees
- Conditions for taking paid leave and using the personal training account, before or during theAPLD: titleContent
- Means of monitoring the agreement by the trade unions.
Yes, the collective agreement or its eventual endorsement modificative must be validated by the administration.
Validation Request
The employer must send the request for validation of the collective agreement or its amending amendment by dematerialized means.
Submission of the application
The establishment, company or group agreement or its amending amendment must also be filed on the TeleAccords platform.
TeleAgreements - company Collective Agreement Filing Service
Response of the administration
The decision to validate the amending agreement or amendment is notified by dematerialized means to the employer and the signatory trade union organizations.
The departmental directorate in charge of employment, labor and solidarity (DDETS: titleContentor DDETSPP: titleContent) to 15 days to validate an agreement or its amendment. The silence kept is worth acceptance.
The validation decision is granted for 6 months.
The authorization may be renewed every 6 months depending on the follow-up report on commitments sent by the employer.
The employer must pay the employee an indemnity corresponding to 70% of his gross salary by non-working time, or about to 84% net hourly wage.
This allowance may not be less than €9.52, or be above a ceiling of €37.86 per non-working hour.
The employer receives an allowance equivalent to 60% of the gross hourly remuneration of the employee limited to €32.45 with a minimum of €9.40.
FYI
The floor shall not apply to employees not subject to remuneration equivalent to Smic: titleContent schedule (apprentices for example).
Jobs concerned
Retention commitments apply to all jobs in the establishment or company.
A branch, group, establishment or company agreement may provide for a different scope.
Fulfillment of commitments
Before the end of the 6 months ofAPLD: titleContent, the employer shall forward to the departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) a review of the fulfillment of its commitments concerning the following points:
- Employment and vocational training
- Method of informing the signatory employee trade unions and the Social and Economic Committee (ESC).
This assessment must be accompanied by an updated diagnosis of the institution, company or group. It deals with the economic situation and prospects for activity.
The EESC, if it exists, must be informed of the implementation or modification of the APLD: titleContent. The minutes of the last consultation meeting should be attached.
Penalties for non-compliance
The sanctions differ depending on whether the employee dismissed for economic reasons was within the scope of the APLD or not.
Economic dismissal of an employee in APLD during the period of appeal
The employer must reimburse the Service and Payment Agency (ASP) for the amounts collected for this employee under theAPLD: titleContent.
The employer may be exempted from reimbursement if the economic and financial situation of the company so warrants.
The departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) may suspend the payment of the partial activity allowance if the employer does not comply with the commitments on employment and vocational training.
Economic dismissal of another employee
The employer must reimburse the Service and Payment Agency (SPA) for each breach an amount equal to the total amount of the amounts paid under theAPLD: titleContent / number of employees placed in APLD: titleContent.
The employer may be exempted from reimbursement if the economic and financial situation of the company so warrants. It will have to inform the staff representative institutions and the trade union organizations that are signatories to the collective agreement.
The departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) may suspend the payment of the partial activity allowance if the employer does not comply with the commitments on employment and vocational training.
Unilateral document
Yes, the employer who wishes to change theAPLD: titleContent set up by unilateral decision, must first consult the CSE where it exists.
Reduced activity may be mobilized up to a maximum of 36 months, which may or may not follow each other, over a period of 48 consecutive months.
The company can benefit from the APLD from 1er day of the 1re period of authorization of partial activity granted by the Dreets: titleContent.
The unilateral document setting the application period of the APLD: titleContent may be renewed in accordance with the maximum duration laid down in the extended branch agreement.
The employer may reduce the activity of the company up to 40% of the legal duration and make its employees work 60% of this one. This reduction is assessed for each employee concerned for the total duration of the unilateral document.
In exceptional circumstances, the reduction may be extended to 50% by decision of the departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) and under the conditions laid down in the unilateral document and the extended branch agreement.
This device can lead to periods of total and temporary closure of a service or company.
Example :
A company may, over a period of 20 months, agree to a closure by agreement of a partial period of activity of 8 months for employees at 35 hours.
The unilateral decision and any amendment thereto shall contain the following information:
- Conditions for implementation in the establishment or company of the provisions of the extended branch agreement
- Start date and application period of the device
- Activities and employees concerned
- Maximum reduction of working hours below the legal working hours
- Commitments on employment and vocational training
- Conditions for informing the signatory employee trade unions and the Social and Economic Committee (CSE).
Yes, the unilateral document and its possible amendment must be approved by the administration.
Application for approval
The employer must send the application for approval of the unilateral decision, or any amendment thereto, by electronic means.
It must be accompanied by the opinion of the CSE: titleContent.
Response of the administration
The decision to approve the unilateral document or its amendment is notified by dematerialized means to the employer and the signatory trade union organizations.
The Dreets: titleContent 21 days to validate the unilateral document or its modification. The silence kept is worth acceptance.
The registration decision is granted for 6 months. The authorization may be renewed every 6 months depending on the follow-up report on commitments sent by the employer.
The employer must pay the employee an indemnity corresponding to 70% of his gross salary by non-working time, or about to 84% net hourly wage.
This allowance may not be less than €9.52, or be above a ceiling of €37.86 per non-working hour.
FYI
The floor shall not apply to employees not subject to remuneration equivalent to Smic: titleContent schedule (apprentices for example).
The employer receives an allowance equivalent to 60% of the gross hourly remuneration of the employee limited to €32.45 with a minimum of €9.40.
FYI
The floor shall not apply to employees not subject to remuneration equivalent to Smic: titleContent schedule (apprentices for example).
Jobs concerned
Retention commitments concern all the posts of the establishment or company. The unilateral document must specify the conditions for their implementation in the establishment or company.
Fulfillment of commitments
Before the end of the 6 months ofAPLD: titleContent, the employer shall forward to the departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) a review of the fulfillment of its commitments concerning the following two points:
- Employment and vocational training
- Method of informing the signatory employee trade unions and the CSE
This assessment must be accompanied by an updated diagnosis of the institution, company or group. It deals with the economic situation and prospects for activity.
The EESC, if it exists, must be informed of the implementation of the APLD: titleContent. The minutes of the last consultation meeting should be attached.
Penalties for non-compliance
The sanctions differ depending on whether the employee dismissed for economic reasons was within the scope of the APLD or not.
Economic dismissal of an employee in APLD during the period of appeal
The employer must reimburse the Service and Payment Agency (ASP) for the amounts collected for this employee under theAPLD: titleContent.
The employer may be exempted from the reimbursement taking into account the economic and financial situation of the company.
The departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) may suspend the payment of the partial activity allowance if the employer does not comply with the commitments on employment and vocational training.
Economic dismissal of another employee
The employer must reimburse the Service and Payment Agency (SPA) for each breach an amount equal to the total amount of the amounts paid under theAPLD: titleContent / number of employees placed in APLD: titleContent.
The employer may be exempted from reimbursement if the economic and financial situation of the company so warrants.
The departmental directorate in charge of employment, labor and solidarity (DDETS: titleContent or DDETSPP: titleContent) may suspend the payment of the partial activity allowance if the employer does not comply with the commitments on employment and vocational training.
Who can help me?
Find who can answer your questions in your region
For information
Departmental Directorate in charge of employment, labor and solidarity (DDETS or DDETS-PP)Service desk of the Payment and Services Agency (ASP)
For any difficulties encountered with your “Partial Activity” account
By phone
0800 70 58 00
Tableau - contact information service assistance Territories
days
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monday to friday
7 a.m. to 12 p.m. (local time)
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The Meeting
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Mayotte
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from 9:30 am to 7 pm (local time)
By email
Technical support: contact-ap@asp-public.fr
by specifying your Siret, the name of your establishment, your name, first name, telephone number.
Support for employees placed in partial activity