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France is replacing the existing 'entretien professionnel' (professional interview) with a new 'entretien de parcours professionnel' (career path interview) effective October 1, 2026. The new framework expands content requirements to include skills evolution, mobility, training, reconversion projects, and professional wear prevention. The interview schedule changes from every 2 years to a 1/4/8-year cycle: first interview within one year of hiring, follow-ups every 4 years, and comprehensive reviews every 8 years. The return-from-leave interview becomes optional if a career path interview occurred within 12 months before return. All employers in France must comply, with non-compliance triggering regulatory sanctions including mandatory CPF top-ups for companies with 50+ employees.
France introduces career path interview framework effective October 1, 2026
France will replace the existing biennial professional interview (entretien professionnel) with a new career path interview (entretien de parcours professionnel) on October 1, 2026. The reform shifts from a two-year interview cycle to a structured 1/4/8-year schedule and expands the scope of required discussion topics to include skills evolution, mobility options, training needs, reconversion projects, and professional wear prevention.
Who is affected
All employers operating in France must comply with the new framework, regardless of company size or industry. The reform applies to all employees under French employment contracts, including part-time and full-time workers. Companies with 50 or more employees face specific sanctions for non-compliance, including mandatory contributions to employees' personal training accounts (Compte Personnel de Formation, CPF).
What's changing
The new career path interview replaces the previous professional interview with expanded content requirements and a restructured timeline:
| Element | Before October 1, 2026 | From October 1, 2026 |
|---|---|---|
| Interview name | Entretien professionnel | Entretien de parcours professionnel |
| First interview | Every 2 years | Within 12 months of hiring |
| Follow-up interviews | Every 2 years | Every 4 years |
| Comprehensive review | Every 6 years | Every 8 years |
| Return-from-leave interview | Required after each long-term absence | Optional if career path interview occurred within 12 months before return |
The interview content now must cover skills and qualifications in the current role, career trajectory and job prospects, training needs, mobility wishes, CPF activation and use, reconversion projects, and prevention of professional wear and aging-related issues. The interview remains distinct from performance evaluations, must occur during working hours, and requires a written summary document provided to the employee after each session.
What NEO partners and clients should do
- Review and update internal HR processes and documentation to reflect the 1/4/8-year interview schedule by October 1, 2026
- Train managers and HR teams on the expanded content requirements, particularly the new focus areas of mobility, reconversion, and professional wear prevention
- Implement tracking systems to ensure timely completion of first interviews (within 12 months of hire), four-year follow-ups, and eight-year comprehensive reviews
- For companies with 50+ employees, establish compliance monitoring to avoid mandatory CPF top-up sanctions
