Professional Security Agreement (CSP)
Verified 24 March 2023 - Directorate for Legal and Administrative Information (Prime Minister)
The CSP allows the employee whose economic dismissal is envisaged to benefit, after the termination of the employment contract, from a set of measures allowing him to be reclassified more quickly, as proposed by Pôle emploi.
Can the CPMP be offered in all companies? What is the employee's compensation during the CSP? Does the employee receive compensation from the employer if he accepts the CSP?
We're doing an update on the regulations.
The conditions of application of the CSP vary according to the seniority of the employee: more than one year or less.
More than one year of service
The CSP allows certain employees affected by an economic redundancy procedure to benefit from a package of measures designed to promote an accelerated return to employment.
The employer's obligation to offer the CSP differs according to the company's workforce. However, in the event of liquidation or judicial redress, the FMC is obligatorily proposed.
Répondez aux questions successives et les réponses s’afficheront automatiquement
Company of less than 1 000 employees
The CPMP should be proposed.
Company of 1 000 or more employees
The company does not offer the benefit of the CPMP.
However, the company must propose the reclassification leave.
Company for judicial reorganization or liquidation
The CPMP should be offered if the company is in judicial reorganization or liquidation.
The employee in DTA: titleContent whose economic dismissal is envisaged may benefit from the CPMP.
The timing of the CSP proposal differs depending on the number of employees laid off over a 30-day period and whether the company has a Social and Economic Committee (ESC).
Répondez aux questions successives et les réponses s’afficheront automatiquement
Dismissal of less than 10 employees over a period of 30 days
The FMC is proposed during the pre-dismissal interview.
Dismissal of more than 10 employees over a period of 30 days
The timing of the CPMP proposal differs according to the size of the company.
Company of less than 50 employees
The timing of the CPMP proposal differs depending on whether or not an ESC is present in the company.
Company with CSE
The CSP information document shall be given to each employee concerned, against receipt, at the end of the last consultation meeting of elected staff representatives.
Company without CSE
If the company does not have an ESC, the employer submits the CSP's information document during the pre-dismissal interview.
Company of more than 50 employees
The employer shall deliver the CSP information document to each employee concerned, against receipt, the day after notification:
- Either the decision to validate the collective agreement by the Dreets: titleContent
- Either the decision to approve the employer's unilateral document by Dreets
Yes, the employee has a reflection period of 21 calendar days.
The starting point of the reflex periodThis is the day after the employer has submitted the CSP information document.
The date of delivery of the information document to the employee and the date of the end of the reflection period of 21 days after the delivery of this information document are indicated by the employer on the CSP acceptance bulletin.
Example :
If the information document is given to the employee on April 3, 2023, the reflection period will end at midnight on April 24, 2023.
Please note
If the dismissal concerns a protected employee, the authorization of the Dreets: titleContent is mandatory. The 21-day period is then extended to the day following the date of the Dreets decision communicated to the employer.
The written statement setting out the cause of the break must be given to the employee during the dismissal procedure and at the latest at the time of acceptance of the CSP.
If the employee refuses to join the CSP, the employer notify dismissal.
An employee shall receive the following allowances if he/she fulfills the conditions:
The employee may receive unemployment benefit and return-to-work assistance (ARE) if he meets the conditions.
If the employee agrees to benefit from the PESCO, his employment contract shall be terminated by mutual agreement at the end of the reflection period.
The employer shall remit the termination documents to the employee.
The duration of the CPMP is up to 12 months.
Severance pay
The employee receives severance pay if he meets the conditions as to seniority.
Compensation for notice
The employee does not receive compensation for notice, since the contract is broken at the end of the reflection period to accept the CSP.
The employer shall pay Pôle emploi the equivalent of the compensation which the employee should have received in the event of dismissal without CSP.
If the amount of the notice exceeds 3 months of salary, the share of compensation exceeding these 3 months will be paid to the employee by the employer as soon as the end of his employment contract.
The employee shall be entitled to the payment of the professional security allowance (ASP).
The employee shall receive an allowance equal to 75% of the reference daily wage.
This allowance shall be at least equal to the amount of Return-to-Work Allowance (RWA) which the employee would have received in the event of dismissal without CSP.
It is possible to estimate the amount of unemployment benefits using a simulator:
The CSP terminates before its expiry if the employee is in one of the following situations:
- Refusal (without legitimate grounds) of reclassification and training
- Refusal on 2 occasions of a reasonable job offer
- Incorrect declarations or presentation of false attestations in order to benefit from the CPMP
- Resumption of activity in CSD: titleContent at least 6 months or DTA: titleContent
If, at the end of the CSP, the employee is still looking for a job, he can receive unemployment benefit and return-to-work assistance (ARE).
The RCA is paid without deferred compensation, or waiting time.
The duration of the compensation shall be reduced by the number of days during which the employee has received it the professional security allowance (ASP).
Less than one year of service
The CSP allows certain employees affected by an economic redundancy procedure to benefit from a package of measures designed to promote an accelerated return to employment.
The employer's obligation to offer the CSP differs according to the company's workforce. However, in the event of liquidation or judicial redress, the FMC is obligatorily proposed.
Répondez aux questions successives et les réponses s’afficheront automatiquement
Company of less than 1 000 employees
The CPMP should be proposed.
Company of 1 000 or more employees
The company does not offer the benefit of the CPMP.
However, the company must propose the reclassification leave.
Company for judicial reorganization or liquidation
The CPMP should be offered if the company is in judicial reorganization or liquidation.
The employee in DTA: titleContent whose economic dismissal is envisaged may benefit from the CPMP.
The timing of the CSP proposal differs depending on the number of employees laid off over a 30-day period and whether the company has a Social and Economic Committee (ESC).
Répondez aux questions successives et les réponses s’afficheront automatiquement
Dismissal of less than 10 employees over a period of 30 days
The FMC is proposed during the pre-dismissal interview.
Dismissal of more than 10 employees over a period of 30 days
The timing of the CPMP proposal differs according to the size of the company.
Company of less than 50 employees
The timing of the CPMP proposal differs depending on whether or not an ESC is present in the company.
Company with CSE
The CSP information document shall be given to each employee concerned, against receipt, at the end of the last consultation meeting of elected staff representatives.
Company without CSE
If the company does not have an ESC, the employer submits the CSP's information document during the pre-dismissal interview.
Company of more than 50 employees
The employer shall deliver the CSP information document to each employee concerned, against receipt, the day after notification:
- Either the decision to validate the collective agreement by the Dreets: titleContent
- Either the decision to approve the employer's unilateral document by Dreets
Yes, the employee has a reflection period of 21 calendar days.
The starting point for the cooling-off period is the day after the day on which the FMC information document is submitted by the employer.
The date of delivery of the information document to the employee and the date of the end of the reflection period of 21 days after the delivery of this information document are indicated by the employer on the CSP acceptance bulletin.
Example :
If the information document is given to the employee on April 3, 2023, the reflection period will end at midnight on April 24, 2023.
Please note
If the dismissal concerns a protected employee, the authorization of the Dreets: titleContent is mandatory. The 21-day period is then extended to the day following the date of the Dreets decision communicated to the employer.
The written statement setting out the cause of the break must be given to the employee during the dismissal procedure and at the latest at the time of acceptance of the CSP.
If the employee refuses to join the CSP, the employer notify dismissal.
An employee shall receive the following allowances if he/she fulfills the conditions:
The employee may receive unemployment benefit and return-to-work assistance (ARE) if he meets the conditions.
If the employee agrees to benefit from the PESCO, his employment contract shall be terminated by mutual agreement at the end of the reflection period.
The employer shall remit the termination documents to the employee.
The duration of the CPMP is up to 12 months.
Severance pay
The employee receives severance pay if he meets the conditions as to seniority.
Compensation for notice
The employee shall receive compensation for notice.
The amount of the allowance corresponds to what the employee should have received in the event of dismissal without a CSP.
The employee shall be entitled to the payment of the professional security allowance (ASP)
Its amount is equal to the amount of Return-to-Work Allowance (RWA).
It is possible to estimate the amount of unemployment benefits using this simulator:
The CSP terminates before its expiry if the employee is in one of the following situations:
- Refusal (without legitimate grounds) of reclassification and training
- Refusal on 2 occasions of a reasonable job offer
- Incorrect declarations or presentation of false attestations in order to benefit from the CPMP
- Resumption of activity in CSD: titleContent at least 6 months or DTA: titleContent
If, at the end of the CSP, the employee is still looking for a job, he can receive unemployment benefit and return-to-work assistance (ARE).
The RCA is paid without deferred compensation, or waiting time.
The duration of the compensation shall be reduced by the number of days during which the employee has received it the professional security allowance (ASP).
Who can help me?
Find who can answer your questions in your region
To obtain information on labor law (obligation to propose the FMC, severance pay...)
Telephone administrative information - Allo Public Service
The informants who answer you belong to the ministry responsible for labor.
Cost: free service
Attention: the service does not respond questions relating to unemployment compensation and representations to Pôle emploi, civil servants or public service contractors, the amount or payment of social, wage or employer contributions.
The service is available at the following times:
- Monday: 8.30am to 5.30pm
- Tuesday: 8:30 to 12:15
- Wednesday: 8:30 to 12:15
- Thursday: 8.30am to 5.30pm
- Friday: 1 p.m. to 4:15 p.m
- Lundi : de 08h30 à 17h30
- Mardi : de 08h30 à 12h15
- Mercredi : de 08h30 à 12h15
- Jeudi : de 08h30 à 17h30
- Vendredi : de 13h00 à 16h15
To obtain information on the CSP (conditions to be eligible, compensation during the CSP...)
Pôle emploiFor information on the CSP for employers
Pôle emploi for Employers - 3995
Unique number for companies, artisans, traders and employers who want to recruit, submit a job offer and get information on recruitment and hiring aids
By telephone
39,95
Monday and Thursday from 7:35 am to 1:10 pm and 1:30 pm to 4:50 pm, Tuesday and Wednesday from 7:35 am to 1:15 pm, Friday from 7:35 am to 11:25 am
Gray or unmarked number: cost of a call to a landline and free service, from a landline or mobile phone
From the foreigner (border companies for example), dial the +33 1 77 86 39 95
Online service
FAQ
Pôle emploi