Employee redeployment leave
Verified 01 June 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
An employer who is considering dismiss for economic reasons in a company of 1,000 or more employees must propose a reclassification leave. This leave allows the employee to benefit from the aid of an accompanying cell job search procedures. It allows the installation of training actions or Validation of prior learning (VAE) funded by the employer. This leave is paid by the employer. We present you the information to know.
The offer of redeployment leave to the employee depends on the number of employees in the company.
However, in the event of turnaround or bankruptcy, the reclassification leave shall not be not offered.
Répondez aux questions successives et les réponses s’afficheront automatiquement
General case
Company of 1,000 or more employees
Redeployment leave is offered to any employee whose dismissal for economic reasons is envisaged in a company, a establishment or a group of undertakings with 1 000 or more employees.
No conditions (age, seniority, number of dismissals, etc.) are required.
Company with less than 1,000 employees
The employer may propose the reclassification leave in the framework of the job protection plan (PES).
Company for administration or bankruptcy
The company in judicial reorganization or liquidation is not concerned by the obligation to propose reclassification leave.
The professional security contract (CSP) must then be offered to the employee.
The employer shall inform any employee who may be dismissed for economic reasons from the conditions for setting up the reclassification leave (purpose of leave, reclassification aid, status and remuneration).
This information shall be transmitted:
- During the interview prior to the economic dismissal of the employee, where the dismissal concerns fewer than 10 employees over a period of 30 days
- After the last meeting of Social and Economic Committee (CSE), where the employer is not obliged to summon the employees to that interview prior to dismissal. The information may be communicated by means of a display or by the delivery of an information document.
A template document is available to inform the employee of the conditions of the reclassification leave:
The employer must propose to the employee the benefit of the reclassification leave in the termination letter.
Sample letters of economic dismissal with proposed redeployment leave are available:
Template Letter - Letter of Economic Termination with Prior Interview - Redeployment Leave
Template Letter - Letter of Economic Termination Without Prior Maintenance - Redeployment Leave
The employee has a period of 8 calendar days, from notification of the letter of termination, in response to the proposed reclassification leave.
There's no not mandatory legal procedure for the response to the employer. In order to avoid everything litigation, however, it is preferable to do so by letter RAR: titleContent or hand-delivered letter against discharge.
THEno response within this period shall apply refusal of employee.
If the employee accepts the reclassification leave, this one starts at the end of the 8-day response period.
In the absence of a reply or in the event of refusal of the reclassification leave, the notice of dismissal starts from 1re presentation of the letter RAR.
Please note
If the employer does not offer this leave, the employee may refer the matter to the labor court to obtain compensation.
The leave allows the employee to benefit from the aid of an accompanying cell to facilitate job search procedures.
The services of this support unit shall be performed by one of the following persons:
- External provider chosen by the employer (after information and consultation of the CSE: titleContent)
- Employees of the company designated by the employer.
When the employee accepts the reclassification leave, it begins with an assessment and orientation interview. The employer then presents the employee with a document formalizing the leave. After signing this document, the employee benefits from the actions aimed at reclassification.
1Assessment and orientation interview
The assessment and orientation interview organized by the accompanying cell the purpose is to define with the employee a professional reclassification project and to determine the conditions for its implementation.
At the end of the interview, the support unit provides the employer and the employee with a document specifying the content and duration of the actions necessary to promote the reclassification.
Please note
The support unit informs the employee of the possibility of receiving a skills assessment when the assessment and orientation interview did not allow a professional project to be defined. This assessment is carried out by a accredited body and is intended solely for the purpose of determining the professional reclassification project. It is formalized by the signature of a agreement between the employer, the provider organization and the employee.
2Presentation to the employee of the document formalizing the leave
After the assessment and orientation interview or the skills assessment, the employer gives the employee a document detailing the content of reclassification leave.
This document recalls in particular the obligation made to the employee of go to the summons from the accompanying cell, the commitments of the employee and the rupture conditions of the leave.
The employee has a period of 8 calendar days, from the date of delivery of that document, for the sign.
THElack of signature at the end of this period shall denial of leave. In this case, the employer notified to the employee the end of the redeployment leave by letter RAR: titleContent . If the notice is suspended, the date of submission of this letter shall determine the term of the suspension of the notice. At the end of the notice period, the contract is terminated.
3Accompaniment of the employee during the leave and training actions
The employee benefits from the aid of a support unit for job search procedures andtraining actions intended to promote professional reclassification.
The employee can benefit from a validation of the acquired experience (VAE).
The employee participates in the actions organized by the support unit.
FYI
The employer finances all these actions.
The duration of the redeployment leave shall be determined by the employer after consultation with the CSE: titleContent .
The duration varies depending on the results of the assessment and orientation interview or the skills assessment.
This duration is, in principle, understood between 4 and 12 months (or less than 4 months, with the employee's agreement).
If the employee follows a vocational retraining, the duration of the reclassification leave may be extended up to 24 months.
If the employee follows a training or VAE: titleContent, the duration of the reclassification leave may not be less than duration of these actions, within the limit of 12 months.
The reclassification leave shall begin during the advance notice, that the employee is exempted from performing. If the duration of the redeployment leave exceeds the period of notice, the end date of the notice shall be postponed until the end of the leave.
The employee's remuneration is paid by the employer and varies according to the duration of the redeployment leave.
It differs according to whether the leave corresponds to the length of the notice or exceeds it:
Répondez aux questions successives et les réponses s’afficheront automatiquement
During notice
During the period of leave corresponding to the notice period, the employer shall pay the regular salary of the employee.
During the period exceeding the notice
During the period reclassification leave exceeding the period of notice, the employee shall receive a monthly allowance.
Its amount is at least equal to 65% of the average gross remuneration for the last 12 months preceding the notification of dismissal.
Allocation cannot be less than €1,586.96, or 85% from Smic: titleContent.
Remuneration is calculated on a full-time basis if the employee has worked part-time during the last 12 months in the following situations:
- Parental Education Leave
- Caregiver Leave
- Parental Attendance Leave
- Family solidarity leave.
The allowance is exempt from social contributions.
It is, however, subject to social levies (to the CSG at a rate of 6.2% and the CRDS at a rate of 0.5%).
The employer shall submit a monthly pay slip specifying the amount and the calculation detail of that remuneration.
Please note
An employee on redeployment leave does not have the maintenance of a benefit in kind (for example, a company vehicle) over the period exceeding the notice period.
Yes, the reclassification leave is then suspended during each period of work performed by the employee.
The employee can work for any employer (except for an individual).
He signs, for each period of work, or one FIXED-TERM: titleContent renewable 1 time, i.e. a temporary employment contract.
Reclassification leave shall resume at the end of each period of work.
Please note
The employer may provide for a postponement of the planned end of the leave. The duration of the carry-over may not exceed the duration of the periods of work completed during the leave.
Redeployment leave may be suspended in the event of sick leave, maternity, paternity or adoption leave. Taking paid leave also suspends the leave.
Disease
In the event of illness, the employee continues to receive the redeployment leave allowance after deduction of the daily allowances of the Social Security.
At the end of the sick leave, the employee is again entitled to the redeployment leave allowance, unless the end date of the leave has already been reached.
Maternity and paternity leave or adoption leave
During pregnancy, the employee may suspend the redeployment leave when it is not completed at the time she is on maternity leave.
At the end of the maternity leave, she is again entitled to reclassification leave for a period corresponding to the total duration of the leave minus the duration used before the maternity leave.
The same applies to adoption leave and paternity leave.
Paid leave
The employee may take the paid leave acquired before the start of the redeployment leave.
Days of paid leave may be granted to the employee during the redeployment leave. The information is then specified in the document, signed by the employer and the employee, which sets the conditions for the reclassification leave.
Please note
The employee does not acquire paid leave during the period of redeployment leave that exceeds the notice period.
The redeployment leave may be terminated before the end of the period if the employee does not respect the commitments made or if he finds a job again.
Early termination for non-compliance with commitments
If the employee does not respect the commitments specified in the document he signed, the employer may terminate the reclassification leave.
The employer reminds the employee by letter RAR: titleContent or hand-delivered letter against discharge that he must follow the planned actions and follow up the summonses addressed to him.
If the employee does not respond to this letter within the time limit set, the employer will notified the end of reclassification leave per letter RAR.
Early termination in case of hiring
The redeployment leave ends if the employee finds a job before the scheduled end date.
The employee must inform the employer before hiring, by letter RAR: titleContent or hand-delivered letter against discharge.
It specifies the date of hiring the employer and the date of submission of the letter RAR sets the end of the redeployment leave.
The employee receives a severance pay.
Please note
The period of reclassification leave exceeding the normal period of notice shall not be taken into account in determining seniority for the calculation of the termination indemnity.
He also receives a compensatory allowance for paid leave, if he has not taken all the leave acquired on the date of termination of the contract.
The employer shall provide the following documents to the employee:
- Work Certificate
- Attestation France Travail (formerly Pôle emploi)
- Receipt for balance of any account.
Please note
When anemployee savings is set up in the company, the employer gives the employee, at the end of the employment contract, a summary of the amounts saved.
The employee who fulfills the conditions, including a minimum period of work, may benefit from the Return to Employment Assistance (RHE) allowance.
Who can help me?
Find who can answer your questions in your region
For information about the reclassification leave in your company
Administrative information by telephone - Allô Service Public
For more information on this subject, you can contact Allô Service Public.
Please note: the service does not have access to users' personal files and cannot therefore provide information on their progress.
He does not respond questions concerning unemployment compensation and the approach to the France Labor (formerly Pôle emploi), public servants or contract workers of the fCivil Service, the amount or payment of contributions social, wage or employer.
- Lundi : de 08h30 à 17h30
- Mardi : de 08h30 à 12h15Horaires exceptionnels le mardi 30 juin de 08h30 à 11h00
- Mercredi : de 08h30 à 12h15
- Jeudi : de 08h30 à 17h30
- Vendredi : de 13h00 à 16h15
- Service Free
The informants who answer you belong to the ministry responsible for labor.
Employees concerned, duration, periods of work, remuneration
Proposal for reclassification leave
Operation of the reclassification leave