Long Term Partial Activity (LTPA) “Rebound”
Verified 01 January 2026 - Entreprendre Public Service / Directorate of Legal and Administrative Information (Prime Minister)
THE APLD bounce allows an employer which is facing a sustained decline in activity on his company, but without compromising its sustainability, to reduce or suspend the activity of its employees. Compensation is granted to employees, particularly in terms of job retention and vocational training. The APLD rebound is set up by collective agreement or by a unilateral document prepared by the employer. The maximum duration of this device is 18 months over a period of 24 months. We're taking stock of the regulations.
Collective agreement
The establishment of the APLD bounce is possible on the basis of a collective agreement of establishment, company or group.
The reduced activity may be implemented within 18 months, which may or may not follow, over a period of 24 consecutive months.
The company can benefit from the APLD bounce from 1er day of the 1re period of authorization of partial activity granted by the DDETS: titleContent or the DDETSPP: titleContent.
The employer may reduce the activity of the company up to 40% the statutory duration or, where shorter, the collective working time.
This reduction shall be assessed for each employee concerned for the total duration of the agreement.
This device can lead to periods of total and temporary closure of a service or company.
Example :
1er semester | 2e semester | 3e semester | 4e semester | Total | |
|---|---|---|---|---|---|
Activity rate (% of hours worked) | 0% | 60% | 100% | 80% | 60% on average |
Inactivity rate (% of non-working hours) | 100% | 40% | 0% | 20% | 40% on average |
By way of derogation,collective agreement may plan to reduce activity up to 50% in the event of a particular economic situation on the basis of a decision of the DDETS: titleContent or DDETSPP: titleContent.
THEcollective agreement must contain mandatory particulars. It may also contain certain optional terms.
In its preamble, it must present a diagnosis.
Diagnosis
The diagnosis is individualized. Its objective is to characterize the decline in sustainable activity affecting the company. It also identifies the needs and conditions necessary to restore a sustainable level of activity.
The diagnosis contains the following information:
- The economic situation of the industry or that of the establishment, company or group justifying a sustained decline in activity
- Prospects for the activity of the business line or that of the institution, company or group
- Actions to be taken to ensure the establishment, the company or the group an activity to guarantee their sustainability
- Skills development needs in the branch or institution, company or group in view of the business prospects identified.
Mandatory particulars
The collective agreement must contain the following information:
- Start date and application period of the APLD scheme bounce
- Scope of the institutions, activities and employees concerned when the APLD bounce is set up by collective agreement of establishment, company or group
- Maximum reduction of working hours below the legal working hours
- Commitments on job retention and vocational training
- Conditions for informing the signatory employee trade unions and the Social and Economic Committee (ESC).
Optional terms
The collective agreement may also contain the following information:
- 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 the APLD bounce
- Means of monitoring the agreement by the trade unions
- Actions specifically undertaken to support the retention of employees aged 57 and over in employment.
The employer informs the employees concerned by the APLD bounce the commitments it has made in terms of job retention and vocational training.
In companies with more than 50 employees, the employer shall also inform the CSE: titleContent commitments entered into.
Yes, the collective agreement must be validated by the administration.
Validation Request
The employer must send the request for validation of the collective agreement by dematerialized means:
Tabling of the collective agreement
The establishment, company or group agreement must also be submitted on the TeleAccords platform:
TeleAgreements - company Collective Agreement Filing Service
Response of the administration
The decision to validate the agreement is notified by dematerialized means to the employer and the signatory trade union organizations.
The Departmental Directorate for Employment, Labor and Solidarity (DDETS) has 15 days to validate the agreement. Without a response from the DDETS within the deadline, the request is accepted.
The validation decision is granted for 6 months.
Within 18 months, the employer can apply for new investment authorizations in APLD bounce of a maximum duration of 6 months each.
The employer must provide the following documents:
- Update on compliance with the maximum reduction in working hours
- Updated diagnosis justifying in particular the sustainable decline in activity and presenting the actions undertaken to restore the activity
- Minutes of the last meeting at which CSE: titleContent, where it exists, has been informed of the implementation of the SPLA bounce.
Failure to respond to a new request within 15 days is considered an acceptance decision.
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 allowance shall be increased to 100% of the employee's previous net remuneration if he performs training actions during non-working hours.
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).
Yes, the employer must respect commitments regarding job retention and vocational training.
Characteristics of commitments
The employer must make commitments regarding job retention and vocational training. Their main objective is to developing the skills of employees in order to promote their professional mobility and to respond to the company's or group's business prospects.
Fulfillment of commitments
Before the end of the 6 months of APLD bounce , the employer shall forward the following documents to the departmental Directorate for Employment, Labor and Solidarity (DDETS):
- Final assessment of compliance with the maximum reduction in working hours
- Final assessment of compliance with commitments in terms of job retention and vocational training
- Presentation of the company's or group's business prospects at the end of the system
- Minutes of the last meeting at which CSE: titleContent, if any, has been informed of the implementation of the scheme.
Penalties for non-compliance
If the employer has not met its commitments to retention and training or has exceeded the maximum reduction in working hours, it may face the following penalties:
- Refusal to renew authorization to invest in APLD bounce
- Refusal to pay the ALDE allowance bounce
- Reimbursement of ALDP allowances bounce perceived.
The Departmental Directorate for Employment, Labor and Solidarity (DDETS) may claim reimbursement of allowances in the following cases:
- Overly perceived
- Economic dismissal of an employee within the scope of the agreement
- Exceeding the maximum reduction in the working hours of an employee placed in an APLD bounce .
Please note
The employer may be exempted from reimbursement of allowances if the economic and financial situation of the company so warrants. In this case, he must inform the CSE: titleContent and, if necessary, the trade union organizations which are signatories to the collective agreement.
Unilateral document
The establishment of the APLD bounce is possible on the basis of a unilateral document from the employer based on a industry collective agreement extended.
Yes, the employer who wishes to implement the APLD bounce by unilateral decision, must first consult the CSE where it exists.
The reduced activity may be implemented within 18 months, which may or may not follow, over a period of 24 consecutive months.
The company can benefit from the APLD bounce from 1er day of the 1re period of authorization of partial activity granted by the DDETS: titleContent or the DDETSPP: titleContent.
The employer may reduce the activity of the company up to 40% the statutory duration or, where shorter, the collective working time.
This reduction shall be assessed for each employee concerned for the total duration of the agreement.
This device can lead to periods of total and temporary closure of a service or company.
Example :
1er semester | 2e semester | 3e semester | 4e semester | Total | |
|---|---|---|---|---|---|
Activity rate (% of hours worked) | 0% | 60% | 100% | 80% | 60% on average |
Inactivity rate (% of non-working hours) | 100% | 40% | 0% | 20% | 40% on average |
By way of derogation, the unilateral document may provide for the reduction of activity up to 50% in the case of a particular economic situation if the branch agreement so permits. The employer must obtain the authorization of the DDETS: titleContent or DDETSPP: titleContent.
The unilateral document drawn up by the employer shall specify the conditions for the implementation, at establishment or company level, of the provisions of the extended branch agreement.
The unilateral document must contain mandatory information. It may also contain certain optional terms.
In its preamble, it must present a diagnosis.
Diagnosis
The diagnosis is individualized. Its objective is to characterize the decline in sustainable activity affecting the company. It also identifies the needs and conditions necessary to restore a sustainable level of activity.
The diagnosis contains the following information:
- The economic situation of the industry or that of the establishment, company or group justifying a sustained decline in activity
- Prospects for the activity of the business line or that of the institution, company or group
- Actions to be taken to ensure the establishment, the company or the group an activity to guarantee their sustainability
- Skills development needs in the branch or institution, company or group in view of the business prospects identified.
Mandatory particulars
The unilateral document must contain the following information:
- Start date and application period of the APLD scheme bounce
- Scope of the institutions, activities and employees concerned when the APLD bounce is set up by collective agreement of establishment, company or group
- Maximum reduction of working hours below the legal working hours
- Commitments on job retention and vocational training
- Conditions for informing the signatory employee trade unions and the Social and Economic Committee (ESC).
Optional terms
The unilateral document may also contain:
- 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 the APLD bounce
- Means of monitoring the agreement by the trade unions
- Actions specifically undertaken to support the retention of employees aged 57 and over in employment.
The employer informs the employees concerned by the APLD bounce the commitments it has made in terms of job retention and vocational training.
In companies with more than 50 employees, the employer shall also inform the CSE: titleContent commitments entered into.
Yes, the unilateral document must be approved by the administration.
Application for approval
The employer must send the request for approval of the unilateral document by dematerialized means.
It must be accompanied by the opinion of the CSE: titleContent where it exists.
Response of the administration
The decision to approve the unilateral document is notified by dematerialized means to the employer and the CSE: titleContent if it exists.
The Departmental Directorate for Employment, Labor and Solidarity (DDETS) has 21 days to approve the unilateral document. The silence kept is worth acceptance.
The registration decision is granted for 6 months.
Within 18 months, the employer can apply for new investment authorizations in APLD bounce of a maximum duration of 6 months each.
The employer must provide the following documents:
- Update on compliance with the maximum reduction in working hours
- Updated diagnosis justifying in particular the sustainable decline in activity and presenting the actions undertaken to restore the activity
- Minutes of the last meeting at which the EESC, where it exists, was informed of the implementation of the APLD bounce.
Failure to respond to a new request within 21 days constitutes an acceptance decision.
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 allowance shall be increased to 100% of the employee's previous net remuneration if he performs training actions during non-working hours.
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).
Yes, the employer must respect commitments regarding job retention and vocational training.
Characteristics of commitments
The employer must make commitments regarding job retention and vocational training. Their main objective is to developing the skills of employees in order to promote their professional mobility and to respond to the company's or group's business prospects.
Fulfillment of commitments
Before the end of the 6 months of APLD bounce , the employer shall forward the following documents to the departmental Directorate for Employment, Labor and Solidarity (DDETS):
- Final assessment of compliance with the maximum reduction in working hours
- Final assessment of compliance with commitments in terms of job retention and vocational training
- Presentation of the company's or group's business prospects at the end of the system
- Minutes of the last meeting at which CSE: titleContent, if any, has been informed of the implementation of the scheme.
Penalties for non-compliance
If the employer has not met its commitments to retention and training or has exceeded the maximum reduction in working hours, it may face the following penalties:
- Refusal to renew authorization to invest in APLD bounce
- Refusal to pay the ALDE allowance bounce
- Reimbursement of ALDP allowances bounce perceived.
The Departmental Directorate for Employment, Labor and Solidarity (DDETS) may claim reimbursement of allowances in the following cases:
- Overly perceived
- Economic dismissal of an employee within the scope of the agreement
- Exceeding the maximum reduction in the working hours of an employee placed in an APLD bounce .
Please note
The employer may be exempted from reimbursement of allowances if the economic and financial situation of the company so warrants. In this case, he must inform the CSE: titleContent and, if necessary, the trade union organizations which are signatories to the collective agreement.
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
opening hours
Metropolis
monday to friday
from 08:30 to 18:00
Guadeloupe
monday to friday
7 a.m. to 12 p.m. (local time)
Martinique
monday to friday
7 a.m. to 12 p.m. (local time)
French Guiana
monday to friday
7 a.m. to 1 p.m. (local time)
The Meeting
monday to friday
from 10:30 am to 8 pm (local time)
Mayotte
monday to friday
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.
Article 193 long-term partial activity rebound
Support for employees placed in partial activity