Preamble
HR interviews are key tools to promote the performance, development, and well-being of your employees.
It is important to note that only two interviews are mandatory according to the Labour Code: the career path review and the fixed-days interview. Conversely, the annual appraisal interview is only optional for the employer, even if in terms of employee motivation, it is essential.
These meetings are of major importance for the follow-up of your employees’ careers and the optimization of your human resources.
NB: Law No. 2025-989 of 24 October 2025 introduced several significant changes, including renaming the “career path review,” previously known as the “professional interview,” and extending the intervals between such interviews.
Our team is here to support you in setting up and carrying out these interviews, in order to guarantee effective management of your talents and compliance with legal obligations.
1. The career path review
1.1 Obligation and frequency
The professional interview is mandatory regardless of the size of the company and regardless of the nature of the employment contracts.
This interview must take place within one year of the employee’s recruitment and every 4 years thereafter.
In addition, a career path review must systematically be conducted upon the employee’s return from certain types of leave or absence, such as maternity leave, parental leave, or sick leave lasting more than six months.
1.2 Purpose
The professional interview is devoted to the prospects for professional development, particularly in terms of qualifications and employment.
During the interview, an assessment of training and development actions are proposed, and the employee’s activation of their Personal Training Account (“compte personnel de formation”, CPF) is also discussed.
Finally, it is a reflection on the future of the employee, on the position held and his or her professional project.
Every 8 years of the employee’s presence in the company, the interview must make it possible to draw up an inventory of the employee’s professional career, with a specific assessment.
During this interview, the employer must ensure that the employee has had the required career path reviews over the previous 8 years. In addition, the employer must ensure that the employee has completed at least one training course, obtained certification or certification-related qualifications, and benefited from a salary or career progression.
1.3 Risk
If a career path review is not carried out, the employer commits a fault and is liable to pay damages to the employee.
In addition, in companies with at least 50 employees, if an employee has not had the required career path reviews during the previous eight years and has not completed at least one non-mandatory training course, the employer must make a €3,000 contribution to the employee’s Personal Training Account (CPF).
Finally, it may be difficult for the employer to set up a redundancy for economic reasons.
2. The evaluation interview
2.1. Obligation and frequency
This appraisal interview is optional unless it is defined by convention or company agreement.
This interview can be organised for the year or for the semester.
2.2. Purpose
The objective of the appraisal interview is to evaluate the employee’s performance and skills. In addition, it will be necessary to take stock of the past period and define the objectives.
2.3. Risks
We recommend that you conduct evaluation interviews with your employees in order to avoid their demotivation and to prevent possible resignation.
The absence of an annual interview can subsequently pose a difficulty in justifying the employee’s professional inadequacy.
3. Fixed-days interview
3.1 Obligation and frequency
The employer is required to organise an annual interview with employees on a fixed-days basis, regardless of the size of the company.
The employer must organise this interview at least once a year with the employee. The collective agreement that establishes the fixed-days or, where applicable, the employer, may provide for several interviews during the year.
We advise employers to plan for at least 2 per year.
3.2. Purpose
The purpose of this interview is to ensure that the employee’s workload is reasonable. Thus, it ensures the health and safety of the employee.
3.3. Risks
If the employer fails to comply with its obligation to organise these interviews, the employee’s fixed-term working days agreement (“forfait jours”) may be rendered ineffective. As a result, the agreement cannot be enforced against the employee and is suspended until the employer remedies the breach.
In addition, the employee may claim:
- Payment of overtime starting from the 35th hour worked. In practice, the employee will be deemed to have been paid for a 35-hour working week.
- Damages for failure to comply with statutory maximum working hours, minimum rest periods, and rules on undeclared work.
***
This fact sheet contains summary information. Please contact us for advice tailored to your situation. We cannot be held responsible for misinterpretation.
Contact
Claire APPELGHEM
HR Director/Head of Employment Law
Claire.appelghem@groupe-aplitec.com
01 40 40 38 38