Company Savings Plan (PEE)

Verified 01 January 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)

The company Savings Plan (PEE) is a collective savings scheme that allows employees (and managers of small companies) to make investments with the help of the company and a tax advantage. The amounts invested in the EPE are unavailable for 5 years, but there are cases of early release. Here are the applicable rules.

One PEE: titleContent is a collective savings product that allows employees of a company to build up a portfolio of securities.

The EEP can be implemented at the level of a company.

It can also be set up in a group of companies, then we talk about PEG: titleContent.

It can also be set up in several companies not belonging to the same group, we then speak of IEP: titleContent.

PEG and PEI work like PEE.

If the company has an EEP in place, it must be open to all employees. However, a seniority condition may be required (maximum 3 months).

In companies with at least one employee (in addition to the manager himself) and less than 250 employees, his manager may also participate in the EPE, regardless of his status. The executive's Civil partnership partner or spouse can also benefit from the EAP if they have the status of a collaborating or associate spouse.

In the event of termination of the employment contract (resignation, dismissal, retirement, early retirement, etc.), the departing employee may retain his EAP under certain conditions.

The former employee will no longer be able to make new payments on the EAP, with the exception of the last incentive or participation bonus to which he is entitled for the period of activity prior to leaving the company.

Retirees and people who benefit from a pre-retirement arrangement can keep their EPP. Provided that they have already paid into it before their departure, they may continue to pay into the EAP, up to a maximum of 25% of the amount of pensions they receive. But their payouts no longer qualify for a company bounty.

Which employer should implement the EAP?

The establishment of the PEE: titleContent is optional for companies.

However, when there is a participation agreement within a company, the implementation of the EAP becomes mandatory in order to receive the funds allocated for the participation.

How to draw up the agreement?

The EPE is set up by a concerted decision between the company manager and the employees in one of the following ways:

  • Agreement between the Head of company and employee representatives
  • Agreement within the Social and Economic Committee (ESC)
  • Agreement proposed by the employer adopted by 2/3 of the employees
  • Adherence to an approved industry agreement.

The EAP is established by a unilateral decision of the Head of company when negotiations with staff representatives have failed or when there is no union representative or CSE: titleContent in the company.

What should be included in the EAP implementation agreement?

The agreement must provide for the elements enabling the employee to understand how the amount owed to him is calculated and when he can benefit from it.

These are:

  • Date of conclusion, entry into force and duration for which the agreement is concluded
  • Scope of application of the plan (list of companies, sectors concerned)
  • Duration of the plan (fixed or indefinite duration) and review conditions
  • Seniority requirements
  • Plan Power Sources
  • Modalities of company aid
  • Different investment formulas
  • Duration of unavailability of beneficiaries' rights and cases of early release
  • Nature and method of managing the rights of beneficiaries.

Mandatory deposit

The agreement chosen by the company with or without consultation with the employees or their representatives must be deposited on the online service TéléAccords:

TeleAgreements - company Collective Agreement Filing Service

Control

The control procedure is simplified for employee savings agreements filed since 1erJanuary 2023. A deposit receipt is issued to the company and the Urssaf verifies the validity of the content of the agreement and its annexes.

The Urssaf has a period of 3 months to request the modification of the provisions of the agreement which are contrary to the law.

The Urssaf can request additional documents from the company to carry out its control. In this case, the period of 3 months runs from the date of receipt of these documents.

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Request for amendment made

If the collection agency requests the amendment of certain clauses within the 3-month period, the company must make the amendments before it can benefit from the benefits of the agreement.

Within an additional period of 2 months, the Urssaf may make requests for modification of the incentive agreement.

No change request

If the collection agency does not request any changes during the 3-month period, the company may benefit from the social and tax benefits of the agreement for current or previous accounting periods.

When hiring, the employer must give the employee an employee savings account indicating the arrangements put in place in the company.

If the company has an EAP in place, it must provide the employee with a policy that informs him or her of the plan and its contents.

At least once a year, the company must provide the employee with a status report.

This statement must indicate the estimated value of its PEE portfolio as of December 31 of the previous year.

It must also show the payments and withdrawals made during the previous period.

When the employee leaves the company, he must receive a summary of all the money and securities saved or transferred. The former employee can keep his plan. The summary document provided on departure must specify whether the custody account keeping will always be taken care of by the company or if they will be taken from the assets.

Employee's payments

Payments are optional. The employee can contribute to his EAP with the following amounts:

Voluntary payments are capped. The employee can pay each calendar year not more than 25 % of his gross annual remuneration.

The EPE Regulation may provide for a minimum annual payment of €160 at most.

If the payments are intended to feed a FCPE specially dedicated to the takeover of your company, they can then reach your entire annual remuneration.

Supplementary company payments (supplements)

The EPE may be funded by company payments which supplement the payments of employees.

These additional company payments are called abundances.

The contribution may not exceed 3 times the amount paid by the employee, nor be greater than €3,844.8.

If the employee invests in shares or investment certificates issued by the company or a related company, the contribution may go up to €6,920.64.

FYI  

When a company with 50 or more employees makes an additional payment, it must pay a special contribution, called social package.

Voluntary company payments

The company may also make payments to the EPE, even in the absence of employee payments.

These voluntary payments are exclusively intended for the purchase of shares or investment certificates issued by the company or by a company of the same group.

Where the company makes voluntary payments for the purchase of its own shares or investment certificates, its overall contribution ceiling shall be increased by €3,844.8 à €7,689.6.

Allocation of funds

The money paid out of the PEE can be invested in the company's shares, in shares of Sicav: titleContent or in FCPE. FCPEs may include shares of the company that created the EAP, even if it is a cooperative.

Part of the money paid out of the EPE must be invested in shares in socially useful solidarity companies.

FYI  

A FCPE can be specially dedicated to the takeover of the company by employees.

The amounts invested in the EAP are blocked for at least 5 years.

However, the employee may request the early release amounts in some cases.

The cases in which the employee can request early release are as follows:

  • Marriage, conclusion of a Civil partnership
  • Birth or adoption of a 3e child
  • Divorce, separation, dissolution of a Civil partnership, with custody of at least one child
  • Victim of domestic violence
  • Disability (employee, spouse, Civil partnership partner, or children)
  • Death (of employee, spouse or Civil partnership partner)
  • Termination of the employment contract, cessation of activity by the individual contractor, termination of the corporate mandate, loss of the status of collaborating spouse or associate spouse
  • Creation or takeover of a company by the holder, or his or her Civil partnership partner, other self-employed occupation, acquisition of shares in a cooperative production business (SCOP)
  • Acquisition or expansion of the principal residence, with creation of new living space and in the presence of a building permit or a prior declaration of work
  • Rehabilitation of the main residence damaged as a result of a natural disaster recognized by ministerial order
  • Energy renovation of the main residence
  • Over-indebtedness
  • Caregiving activity of the holder, or his or her Civil partnership partner
  • Purchase of a clean vehicle (car of category M1, van, 2- or 3-wheel motor vehicle, or motor quadricycle that uses electricity, hydrogen or a combination of both as an exclusive source of energy) or new pedal-assisted cycle.

The request for early release must be made within 6 months of the event.

However, it may intervene at any time in the following cases:

  • Termination of the employment contract
  • Deaths
  • Disability
  • Domestic violence
  • Over-indebtedness
  • Caregiver activity.

Here, as an indication, the types of evidence that may be submitted in support of the application:

  • Marriage : extract from the marriage certificate or family record book
  • Civil partnerships : receipt issued by the town hall that recorded the Civil partnership, birth certificate extract mentioning the transcription of the Civil partnership, registration certificate issued by the notary
  • Birth of a 3e child : family record book or birth certificate or certificate of Caf: titleContent justifying the existence of 3 dependent children
  • Adoption of a 3e child : certificate from the department for the adoption of the child or extract from the birth certificate or family record book and certificate from the Caf
  • Divorce with custody of at least one child : divorce judgment providing for the determination of the habitual residence of at least one child at the employee's domicile + certificate of no appeal or no appeal or birth certificate extract with mention of divorce
  • Separation with custody of at least one child : court decision establishing the habitual residence of at least one child at the employee's home
  • Dissolution of a Civil partnership with custody of at least one child : birth certificate extract with modification of the Civil partnerships and court decision providing for the habitual residence of at least one child at the employee's home
  • Domestic violence :: protection order issued by the family court judge or other document proving that the case has been taken into account by the criminal justice system (opening of a judicial inquiry, initiation of proceedings against the alleged perpetrator, proposal of a criminal composition to the alleged perpetrator, referral to the criminal court or conviction)
  • Disability (of the employee or his Civil partnership partner spouse or children): certificate of invalidity of a social security or pension organization (or decision of a disability organization) and invalidity card
  • Death (of employee or spouse): death certificate + family booklet or act of notoriety
  • Death (of employee or Civil partnership partner): death certificate + full copy of birth certificate with mention of Civil partnerships + family record book or act of notoriety
  • Termination of employment contract (dismissal, resignation) : work certificate, employer's certificate confirming the date of termination of the contract or admission to retirement
  • Cessation of the activity of individual entrepreneur : certificate of cessation of activity by the Urssaf
  • End of corporate mandate : minutes of revocation or non-renewal of the mandate
  • End of collaborating spouse status : copy of the declaration of cancelation sent by the Head of company to the National Register of companies (RNE) + notification by the RNE of receipt of the declaration of cancelation
  • End of Associated Spouse Status : notification of the amendment of the statutes of the company and receipt of the RNE
  • Over-indebtedness : request by the chairman of the over-indebtedness commission or order by the judge indicating the amount to be released
  • Creation or resumption of company : receipt for registration in the National Register of companies (RNE) plus the statutes
  • Installation for the pursuit of a self-employed profession : professional attestation bearing the approval number or registration receipt for the RNE
  • Acquisition of shares in a cooperative production business (SCOP) : statutes of the cooperative business
  • Main residence (purchase in the old) : sales agreement or notarial deed of sale with declaration on the honor to return the amount released in case of non-purchase
  • Main residence (built by the employee) : building permit and invoice for the purchase of structural materials or estimate accepted with a deposit
  • Principal residence (purchase in future state of completion) : contract of sale
  • Main residence (expansion) : building permit or prior declaration of works to the town hall
  • Primary Residence (Natural Disaster Rehabilitation) : reference of the prefectural decree and declaration of loss to the insurance company or insurance expertise with the accepted quote.
  • Energy renovation of the main residence : verify the eligibility of the work envisaged with a advisor FranceRénov.
  • Purchase of a clean vehicle (vehicles hybrids thermal are excluded): purchase order or invoice of the vehicle. The type of energy must appear on the invoice or purchase order, and for used vehicles, box P3 must indicate the EL (electricity) or H2 (hydrogen) code.
  • Purchase of a new bicycle with assisted pedaling (used bikes are excluded): invoice for the purchase of the new bike.

EPE taxation is not the same during the life of the plan and during the release.

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During the life of the plan

Taxation varies depending on the nature of the payments made to the EPE:

Subscription paid by the company

The abundance paid by the company is exempt from income tax for the employee, up to €3,844.8.

This ceiling shall be increased to €6,920.64 in the case of investment in shares or investment certificates issued by the company.

But abundance is subject to CSG (general social contribution) and CRDS (contribution to the repayment of social debt).

Employee Incentive

The profit-sharing paid by the company and deposited by the employee on his EPP is exempt from income tax, up to an annual limit of €36,045.

Employee participation

The contribution paid by the company and deposited by the employee on his EAP is exempt from income tax, up to an annual limit of €36,045.

Value sharing: PPV and PPVE

Amounts from value sharing PPV: titleContent and PPVE: titleContent that the employee blocks on his EAP are exempt from income tax.

Voluntary payments of the employee

Voluntary payments made by the employee on the EAP are not deductible from his taxable income.

Income from securities held in the plan
Income from securities reinvested in the plan

The interest generated by the securities held in the plan is exempt from income tax when the employee reinvests them in the plan. They are subject to social levies.

Income from securities not reinvested in the plan

The interest generated by the securities held in the plan is subject to income tax and social levies if the employee does not reinvest them in the plan.

Gains in the plan

Profits generated from the sale of securities under the EPE are exempt from income tax, but subject to social levies.

During early unlocking

Amounts withdrawn from the EAP correspond to employer and employee payments that have been invested in securities held on the plan. During its operation, the EPE also benefits from the income and capital gains from the sale of securities that the employee has reinvested in his plan.

Amounts withdrawn from the EAP are exempt from income tax, but are submitted to social levies for the share corresponding to revenue generated by the plan.

At the end of the plan

Amounts withdrawn from the EAP correspond to employer and employee payments that have been invested in securities held on the plan. During its operation, the EPE also benefits from the income and capital gains from the sale of securities that the employee has reinvested in his plan.

Amounts withdrawn from the EAP are exempt from income tax, but are submitted to social levies for the share corresponding to revenue generated by the plan.

FYI  

As an exception, gains generated by payments made to the plan before 1er January 2018 benefit from taxation according to the “historical rates” in force at the time of their realization.

At the exit of the plan, social levies on realized gains are calculated by the EAP manager and paid directly to the tax department. They are deducted the amount paid to the employee.