Interview management

Since the law of March 5, 2014, each employee benefits from a professional interview with his employer every two years. The law requires that the employee has benefited over the past six years from at least two of the following three measures: training, validation of prior experience (VAE) or salary or professional progression.

In companies with at least 50 employees, any employee who has not benefited from a professional interview or at least two of these three measures will see their personal training account (CPF) matched by 3,000 euros by the employer. An obligation of professional maintenance to carry out a balance sheet every 6 years which can therefore lead to a very costly sanction for the company. However, these rules have changed since January 1, 2019, in fact, adjustments are possible by collective agreement. This concerns the frequency of professional interviews and the methods of assessing professional career. In order not to penalize companies that have complied with the applicable rules since 2014, a transitional period has been set. In practice, until December 31, 2020, employers will not have to top up the CPF of employees who have not had a professional interview or training but have obtained a VAE or a salary or professional progression.

A professional interview is devoted to a summary of the employee's professional career, their qualifications, training and internal or external mobility (article L6315-1 of the Labor Code), reconciling the interests of the company and those of the employee. It should in no case relate to the evaluation of the employee's work. The professional interview differs from the annual assessment interview which is part of a managerial practice, unlike the professional interview which is a legal obligation. Since the law of March 5, 2014, all employees must have recourse to this professional interview every 2 years, regardless of the size of the company.