What is a Career Path Interview (PPI)?

Verified 20 February 2026 - Public Service / (Prime Minister)

Every 4 years, the career path interview (EPP) is an appointment mandatory between employee and employer. EPP replaces professional maintenance. It's also an obligation where the employee returns from certain holidays and that he did not benefit of any EPP one year before its resumption. This interview is devoted in particular to theevolution and the needs of training of the employee. The employer may be penalized in the event of non-compliance with this obligation. Here is the information you need to know.

Employees in all companies and all sectors of activity must be professionally interviewed:

  • Whatever the nature of the contract (fixed-term or indefinite, in learning or in professionalization)
  • Whatever the working time provided for in the contract (whether the employee is full-time or part-time).

Please note

Employees made available to host companies, employees involved in subcontracting and temporary workers are excluded of this interview.

The employee is informed of the existence of this interview on the occasion of his hiring.

The PPE must take place during working time.

There are several situations:

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General scenario

The career path interview (EPP) is dedicated to:

FYI  

The development by the employer of the skills development plan may take into account the findings of the PPEs.

Following the mid-career medical examination

The career path interview (EPP) is organized 2 months from the mid-career medical examination.

This interview shall take place on the dates fixed by law, irrespective of the time elapsed in relation to the previous interview.

Example :

If an interview was done the day before the mid-career medical visit, the employer must do it again within 2 months.

The employer cannot have access to the employee's health data.

The career path interview (EPP) is dedicated to:

  • Measures proposed by the occupational physician (examples: individual measures for the organization, adaptation or transformation of the workstation, measures for the organization of working time)
  • To the adaptation or arrangement of missions and workstation
  • To the prevention of professional wear and tear
  • To mobility wishes.

At the end of this interview, a document is written and given to the employee. It takes up, for example, the proposals made by the occupational physician.

FYI  

The development by the employer of the skills development plan may take into account the findings of the PPEs.

1st EPP intervening 2 years before the 60 years of the employee

The career path interview (EPP) is dedicated to:

FYI  

The development by the employer of the skills development plan may take into account the findings of the PPEs.

The employer is responsible for the organization of the PPE.

The EPP is performed by a hierarchical superior or a management representative company.

No, the professional interview does not wear on the evaluation of work of the employee.

This assessment is carried out as part of theannual maintenance.

It is planned 3 recurrences.

Every 4 years

Once hired, the employee benefits from his 1er EPP during the 1st year after entering the company.

Then, if it remains in the same company, it is maintained every 4 years.

One company collective agreement or branch may provide for a different frequency of professional interviews. However, this periodicity may not exceed 4 years.

This agreement will no longer apply from 1er October 2026. It is then the rhythm of an interview every 4 years that applies. The company or branch will have to renegotiate a new agreement to provide for a different periodicity.

On the return of certain leave

If the employee has not received a PPE during the 12 months (one year) prior to resumption of business, a PPE must be proposed upon resumption of business after a period of interruption due to any of the following:

Example :

An employee receives a PPE on November 15 of a year N. On 20 December of that year, he was on sick leave. He returned to the company on June 30 of the year N+1. The sick leave is therefore more than 6 months.

However, the employee will not be able to benefit from a PPE because he had benefited from one on November 15, less than 12 months (one year) before his return.

The interview may take place, on the employee's initiative, at a date prior to the resumption of the position.

Reminder

Two interviews are to be held at key moments in working life:

  • Within 2 months after the mid-career medical examination (45 years)
  • In the 2 years preceding the 60 years of the employee.

Every 8 years

Every 8 years, the EPP takes stock of the employee's career.

This period is determined taking into account the length of service of the employee in the company.

FYI  

When it comes to the 1er inventory after hiring, it can be carried out 7 years after the 1er EPP.

This inventory makes it possible to verify that the employee has actually benefited from the interviews scheduled for the last 8 years.

It also aims to ensure that, during this period, the employee has:

  • Follow-up to at least one training action
  • Acquisition of certification elements through training or validation of experience
  • Benefited from a salary or professional progression.

This inventory is the subject of a written report. A copy is given to the employee.

Please note

One company collective agreement or branch may provide for different assessment procedures the route during this interview, which is carried out every 8 years.

In companies with less than 300 employees, the employee may for free use the service of a professional development advisor (CEP) to prepare the PPE.

Find your CEP operator

In companies with fewer than 300 employees, the employer can benefit from local advice provided by theskills operator (OPCO) to which it reports.

Find your skills operator (Opco)

In the event of non-compliance with its obligations, the employer may be penalized. The rules vary depending on whether the employer employs fewer than 50 employees or 50 or more:

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50 employees and more

If the employee has not benefited from the last 8 years of professional interviews and of at least one non-compulsory training measure, the employer must abound sound Personal Training Account (PTA).

The employee's CPF is then credited with €3,000.

FYI  

One company agreement, or otherwise a branch agreement, may provide for:

  • Rules for different assessment of the route during the interview carried out every 8 years
  • Another periodicity of interview provided that it is more favorable to the employee
  • More favorable criteria for employees.

The abundance shall be made, at the latest, on the last day of calendar quarter according to the date of the interview of the inventory of the professional career.

Example :

The date of the review of the career path is February 10. In case of overflow, the latter must be carried out by 30 June at the latest.

Less than 50 employees

The employer is subject to training obligations: adapting the employee to his job and maintaining his employability.

As such, in the event of litigation, it could be penalized in the event of non-compliance with these obligations. This penalty may result in the payment to the employee of damages and interest.

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