Professional Security Agreement (CSP)
Verified 01 January 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
The CSP allows the employee whose economic dismissal is envisaged to benefit, after the termination of the employment contract, from a set of measures giving rise to an accelerated reclassification proposed by France Travail (formerly Pôle emploi). During the CSP, the employee receives compensation from France Travail. The regulations are different depending on the seniority of the employee.
1 or more years of service
The employer's obligation to offer the PSB differs depending on the company's workforce. However, in the event of liquidation or judicial reorganization of the company, the CSP is obligatorily offered.
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Company with less than 1,000 employees
The FMC must be proposed.
Company of 1,000 or more employees
The company does not offer the benefit of the CSP.
However, the company must propose the reclassification leave.
Company in administration or liquidation
The FMC must be offered if the company is reorganization or liquidation.
The employee in DTA: titleContent whose economic dismissal is envisaged may benefit from the CSP.
The timing of the CSP proposal differs depending on the number of employees made redundant over a 30-day period:
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Dismissal of less than 10 employees over a period of 30 days
The FMC is proposed during the pre-dismissal interview.
Dismissal of more than 10 employees over a period of 30 days
The timing of the PESCO proposal differs depending on the size of the company:
Company with less than 50 employees
The timing of the PESCO proposal differs depending on whether or not an ESC is present in the company:
Company with CSE
The CSP information document is given to each employee concerned, against receipt, at the end of the last consultation meeting of the elected staff representatives.
Company without CSE
If the company does not have a CSE, the employer provides the CSP information document at the pre-termination interview.
Company of more than 50 employees
The employer shall deliver the CSP information document to each employee concerned, against receipt, the day after the notification:
- Either the decision to validate the collective agreement by the Dreets: titleContent
- Either the decision by Dreets to approve the employer's unilateral document.
Yes, the employee has a reflection period of 21 calendar days.
The starting point for the reflection period is the day after the day on which the PSB information document is submitted by the employer.
The date of delivery of the information document to the employee and the end date of the 21-day cooling-off period after the delivery of this information document are indicated by the employer on the CSP's acceptance form.
Example :
If the information document is given to the employee on April 3, 2025, the reflection period will end on April 24, 2025 at midnight.
During this reflection period, the employee can benefit from an information interview conducted by France Travail.
During this interview, it will be checked in particular whether the employee can benefit from the CSP scheme. The employee is informed of the amount of the professional security allowance.
Please note
If the dismissal concerns a protected employeeHowever, the authorization of the labor inspector is mandatory. The 21-day period is then extended to the day following the date of the labor inspector's decision communicated to the employer.
The written statement stating the cause of the termination must be given to the employee during the dismissal procedure and at the latest at the time of acceptance of the CSP.
If the employee refuses to join the CSP, the employer notified dismissal.
The employee shall receive the following allowances if he meets the conditions:
The employee may receive unemployment benefit for assistance in returning to work (ARE) if it meets the conditions.
If the employee agrees to benefit from the CSP, his employment contract is terminated by mutual agreement on the end of the reflection period.
The employer shall submit the end of contract documents to the employee.
The duration of the FMC is 12 months maximum.
Yes, the employee can receive different allowances from the employer if he accepts the CSP.
Severance pay
The employee receives severance pay if he meets the seniority requirements.
Compensation for notice
The employee does not receive compensation for notice, since the contract is broken at the end of the reflection period to accept the CSP.
The employer pays France Travail the equivalent of the compensation that the employee should have received in the event of dismissal without a CSP.
If the amount of the notice is greater than 3 months' salary, the portion of compensation greater than these 3 months will be paid to the employee by the employer upon termination of his employment contract.
Compensatory leave with pay
The employee may receive a compensatory leave with pay.
The employee is entitled to the payment of Professional security allowance (ASP).
The employee receives an allowance the amount of which is equivalent to 75% of reference daily wage.
This allowance is at least equivalent to the amount of Return-to-Work Allowance (RTA) which the employee would have received in the event of dismissal without a CSP.
It is possible to estimate the amount of unemployment benefits using a simulator:
Guide to benefit simulators and aid from France Travail (formerly Pôle emploi)
The CSP ends before its end if the employee is in one of the following situations:
- Refusal (without legitimate grounds) of a reclassification and training action
- Refusal on 2 occasions of a reasonable job offer
- Inaccurate statements or false statements in order to benefit from the CSP
- Resumption of activity in FIXED-TERM CONTRACT: titleContent of at least 6 months or DTA: titleContent.
If, at the end of the CSP, the employee is still looking for a job, he can receive unemployment benefit for assistance in returning to work (ARE).
The WFAA is paid without deferred compensation, or wait time.
The duration of the compensation shall be reduced by the number of days during which the employee has received Professional security allowance (ASP).
Less than one year of seniority
The employer's obligation to offer the PSB differs depending on the company's workforce. However, in the event of liquidation or judicial reorganization, the CSP is obligatorily proposed.
Répondez aux questions successives et les réponses s’afficheront automatiquement
Company with less than 1,000 employees
The FMC must be proposed.
Company of 1,000 or more employees
The company does not offer the benefit of the CSP.
However, the company must propose the reclassification leave.
Company in administration or liquidation
The FMC must be offered if the company is reorganization or liquidation.
The employee in DTA: titleContent whose economic dismissal is envisaged may benefit from the CSP.
The timing of the CSP proposal differs depending on the number of employees made redundant over a 30-day period:
Répondez aux questions successives et les réponses s’afficheront automatiquement
Dismissal of less than 10 employees over a period of 30 days
The FMC is proposed during the pre-dismissal interview.
Dismissal of more than 10 employees over a period of 30 days
The timing of the PESCO proposal differs depending on the size of the company:
Company with less than 50 employees
The timing of the PESCO proposal differs depending on whether or not an ESC is present in the company:
Company with CSE
The CSP information document is given to each employee concerned, against receipt, at the end of the last consultation meeting of the elected staff representatives.
Company without CSE
If the company does not have a CSE, the employer provides the CSP information document at the pre-termination interview.
Company of more than 50 employees
The employer shall deliver the CSP information document to each employee concerned, against receipt, the day after the notification:
- Either the decision to validate the collective agreement by the Dreets: titleContent
- Either the decision by Dreets to approve the employer's unilateral document.
Yes, the employee has a reflection period of 21 calendar days.
The starting point for the reflection period is the day after the day on which the PSB information document is submitted by the employer.
The date of delivery of the information document to the employee and the end date of the 21-day cooling-off period after the delivery of this information document are indicated by the employer on the CSP's acceptance form.
Example :
If the information document is given to the employee on April 3, 2025, the reflection period will end on April 24, 2025 at midnight.
During this reflection period, the employee can benefit from an information interview conducted by France Travail.
During this interview, it will be checked in particular whether the employee can benefit from the CSP scheme. The employee is informed of the amount of the professional security allowance.
Please note
If the dismissal concerns a protected employeeHowever, the authorization of the labor inspector is mandatory. The 21-day period is then extended to the day following the date of the labor inspector's decision communicated to the employer.
The written statement stating the cause of the termination must be given to the employee during the dismissal procedure and at the latest at the time of acceptance of the CSP.
If the employee refuses to join the CSP, the employer notified dismissal.
The employee shall receive the following allowances if he meets the conditions:
The employee may receive unemployment benefit for assistance in returning to work (ARE) if it meets the conditions.
If the employee agrees to benefit from the CSP, his employment contract is terminated by mutual agreement on the end of the reflection period.
The employer shall submit the end of contract documents to the employee.
The duration of the FMC is 12 months maximum.
Yes, the employee can receive different allowances from the employer if he accepts the CSP.
Severance pay
The employee receives severance pay if he meets the seniority requirements.
Compensation for notice
The employee receives a compensation for notice.
The amount of the compensation corresponds to what the employee should have received in the event of dismissal without a CSP.
Compensatory leave with pay
The employee may receive a compensatory leave with pay.
The employee is entitled to the payment of Professional security allowance (ASP).
Its amount is equal to the amount of Return-to-Work Allowance (RTA).
It is possible to estimate the amount of unemployment benefits using this simulator:
Guide to benefit simulators and grants from France Travail (formerly Pôle emploi)
The CSP ends before its end if the employee is in one of the following situations:
- Refusal (without legitimate grounds) of a reclassification and training action
- Refusal on 2 occasions of a reasonable job offer
- Inaccurate statements or false statements in order to benefit from the CSP
- Resumption of activity in FIXED-TERM CONTRACT: titleContent of at least 6 months or DTA: titleContent.
If, at the end of the CSP, the employee is still looking for a job, he can receive unemployment benefit for assistance in returning to work (ARE).
The WFAA is paid without deferred compensation, or wait time.
The duration of the compensation shall be reduced by the number of days during which the employee has received Professional security allowance (ASP).
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