#2025-989Law No. 2025-989 on National Interprofessional Agreements for Experienced Employee Employment
AI-generated summary for informational purposes only. Not legal advice. See the original source for the authoritative text.
This law introduces amendments to France's labor code with the aim of promoting the employment of experienced workers, particularly those near retirement age. It establishes frameworks for collective agreements at the branch level that focus on recruitment, job maintenance, and the transition to retirement for older employees. Employers are also required to engage in negotiations regarding the working conditions of experienced employees at least every three years in larger companies.
AI-generated summary. May contain errors. Refer to official sources for legal decisions.
Key Changes
- Introduction of regulations to encourage the employment of experienced workers
- Requirement for employers to negotiate over the working conditions of experienced employees every three years
- Establishment of collective agreements on training and transitional support for older employees
Obligations
What this law requires
Employers in companies with at least 300 employees must engage in negotiations on employment, work, and improvement of working conditions for experienced employees (considering their age) at least once every four years, in addition to other mandatory negotiations under Article L. 2242-1.
Branch-level organizations bound by branch conventions or professional agreements must meet once every three years to conduct negotiations on employment and work of experienced employees after establishing a diagnostic report.
Negotiations with experienced employees must address: recruitment of experienced workers, job maintenance, end-of-career arrangements (including progressive retirement or part-time modalities), and transmission of knowledge and competencies (mentoring, tutoring, skills sponsorship).
If collective agreement on experienced employee working conditions cannot be concluded after negotiation with representative unions in companies with fewer than 300 employees, employers may apply a standard action plan through a unilateral document after informing and consulting the social and economic committee (if it exists) and employees.
Employers in companies with 300+ employees must examine the possibilities of mobilizing the professional wear prevention investment fund (provided in Article L. 221-1-5 of the social security code) during negotiations on experienced employee working conditions.