Mobility leave of an employee
Verified 01 June 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
Mobility leave is a means of terminating a contract of employment of indefinite duration (CDI) by mutual agreement. The employer may propose it as part of a collective agreement on the forward-looking management of jobs and skills (GPEC) or collective agreement breakdown (RCC). This leave promotes the return to stable employment for the employee, through accompanying measures, training measures and periods of work in or in FIXED-TERM: titleContent . What are the characteristics of a mobility leave? We're taking stock of the regulations.
Mobility leave allows employees who wish to do so and who meet the conditions to benefit from it, to prepare for professional retraining. Its purpose is to promote the return to stable employment after the leave.
Accompanying measures, training measures and periods of work within or outside the company are offered to the employee during the leave.
It can be proposed in the framework of an agreement on the GPEC: titleContent or an agreement to RCC: titleContent.
For the employer, mobility leave makes it possible to anticipate the impact of economic change on the management of staff outside of all economic difficulties.
Warning
Mobility leave should not be confused with secure voluntary mobility.
Mobility leave may be offered by any company that has entered into a collective agreement on collective conventional rupture.
It may also be offered by a company that has entered into a collective GPEC: titleContent.
FYI
The obligation to negotiate a CSBM Agreement shall relate to the following companies:
- Company or group of undertakings of at least 300 employees headquartered in France
- Community-wide company or group with at least 1 establishment of at least 150 employees in France.
The conditions for the employee to take mobility leave are specified in the collective agreement who proposes it.
The collective agreement shall determine the following:
- Duration of mobility leave
- Conditions that must be fulfilled by the employee to benefit from it
- Method of adherence of the employee to the employer's proposal, including the conditions of expression of his written consent, and the commitments of the parties
- Organization of periods of work, the conditions under which leave is to be terminated and the methods of accompanying the planned training measures
- Level of remuneration paid during the period of mobility leave
- Information requirements for staff representative institutions
- Termination benefits guaranteed to the employee, which may not be less than statutory indemnities due in the event of dismissal on economic grounds.
As part of an agreement GPEC: titleContent, the employer must transmit every 6 months, the balance of the breaks pronounced in the context of the mobility leave to the Dreets: titleContent.
To do this, he must use the portal of collective ruptures of employment contracts:
Portal for the dematerialized management of collective breaks in employment contracts (RUPCO)
The duration of the leave shall be specified by the collective agreement on the GPEC: titleContent or RCC: titleContent who sets it up.
It corresponds to the period of maintenance of the employment contract before its termination.
It is left to the free choice of the negotiators.
The organization of working periods, accompanying measures and training measures envisaged are specified in the collective agreement on the GPEC: titleContent or RCC: titleContent who proposes it.
The periods of work offered to employees can be completed within or outside the company, as part of a new DTA: titleContent or a FIXED-TERM: titleContent.
When the employee has signed a fixed-term contract, the mobility leave is suspended. It resumes at the end of the fixed-term contract for the remaining period.
The remuneration paid during the mobility leave shall be fixed by the collective agreement on the GPEC: titleContent or RCC: titleContent.
It varies according to the periods worked or not worked during this leave:
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Remuneration for periods worked
Employees on mobility leave must receive the remuneration corresponding to the work they perform, in accordance with the rules applicable in the host company.
It may not be lower than that received during periods not worked.
Remuneration for periods not worked
It corresponds to the minimum of 65% the average gross remuneration for the last 12 months preceding the start of the leave.
At a minimum, the amount of the allowance must reach €10.46 per hour, multiplied by the collective working time fixed in the company (i.e €1,586.96 if the company applies the 35 hours).
Remuneration paid is exempt from social security contributions for the first 12 months of the leave. This period may be extended to 24 months in the case of vocational retraining.
It remains subject to the CSG: titleContent and the CRDS: titleContent.
At the end of the mobility leave, the employee's employment contract is severed by mutual agreement.
The employee receives severance pay as provided by the collective agreement.
An employee who has not found a job at the end of the mobility leave may be entitled to unemployment benefit for assistance in returning to work (ARE), subject to conditions.
Please note
The amicable breakdown in the context of mobility leave for a protected employee is subject to the authorization of the labor inspector.
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Breakdown by mutual agreement within the framework of a collective agreement
Mobility Leave
Management of jobs and career paths
Company of Community dimension
Information DREETS mobility leave
Service Public
Ministry of Labor