Mandatory Interviews

Preamble

Obligations, frequency, content and sanctions

There are three main types of interviews to be conducted with your employee during his contract.

1. Professional Interview

1.1 Obligation and frequency  

• Mandatory regardless of the size of the company
• Every 2 years and mandatory on return from certain leaves

1.2 Object

• Considering career development prospects
• Review of training measures and development
• Reflection on the future of the employee, the position occupied and his professional project

1.3 Risks

• Fault on the part of the employer and payment of damages
• Contribution to the personal training account (CPF) for the employee
• Difficulty in setting up an economic redundancy 

2. Evaluation Interview 

2.1 Obligation and frequency  

• Evaluate the employee’s performance and skills
• Take stock of the past period
• Set goals

2.2 Object

• Fault on the part of the employer and payment of damages
• Contribution to the personal training account (CPF) for the employee
• Difficulty in setting up an economic redundancy 

2.3 Risks

• Employee demotivation
• Lack of goal setting
• Difficulty of proof to justify the employee’s professional incompetence

3. Days Package Interview  

3.1 Obligation and frequency  

• Mandatory regardless of the size of the company with an employee on a days package
• Annual or semi-annual

3.2 Object

• Ensure that the employee’s workload is reasonable
• Ensure the health and safety of the employee 

3.3 Risks

• Nullity of the days package agreement
• Payment of overtime
• Payment of damages 

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This note contains summarized information. Please contact us for advice tailored to your situation. We cannot be held responsible for any misinterpretation. 

Our employment law team is at your disposal to assist you in the drafting of the DUE or the company agreement setting up the exceptional purchasing power bonus. 

Claire APPELGHEM

Head of Social Law and HR Department 

claire.appelghem@groupe-aplitec.com
01 40 40 38 38