[et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” width=”100%” custom_margin=”0px||0px|-151px|false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ _module_preset=”default” width=”100%” max_width=”1140px” custom_margin=”0px|auto|0px|0px|false|false” custom_padding=”0px||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_text_color=”#000000″ link_text_color=”#000000″ ul_text_color=”#000000″ ol_text_color=”#000000″ quote_text_color=”#000000″ header_2_font=”Roboto|500|||||||” header_2_text_color=”#232323″ header_2_font_size=”40px” header_3_text_color=”#005292″ header_4_text_color=”#005292″ header_5_text_color=”#005292″ header_6_text_color=”#005292″ custom_margin=”5px||0px|-4px|false|false” custom_padding=”0px||0px|8px|false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
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HR interviews are key tools to promote the performance, development, and well-being of your employees.<\/p>\n
It is important to note that only two interviews are mandatory according to the Labour Code: the professional interview and the fixed-days interview.<\/span> Conversely, the annual appraisal interview <\/span>is only optional <\/strong>for the employer, even if in terms of employee motivation, it is essential.<\/p>\n These meetings are of major importance for the follow-up of your employees’ careers and the optimization of your human resources.<\/p>\n 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.<\/em><\/p>\n 1.1 Obligation and frequency<\/strong><\/span><\/p>\n The professional interview is mandatory<\/u><\/strong> regardless of the size of the company and regardless of the nature of the employment contracts.<\/p>\n This interview must be carried out every 2 years<\/span>, and systematically upon return from certain absences such as maternity leave, parental leave or sick leave of more than 6 months.<\/p>\n 1.2 Purpose<\/strong><\/span><\/p>\n The professional interview is devoted to the prospects for professional development<\/strong>, particularly in terms of qualifications and employment.<\/p>\n During the interview, an assessment of training and development actions are proposed.<\/p>\n Finally, it is a reflection on the future of the employee, on the position held and his or her professional project.<\/p>\n Every 6 years <\/span>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<\/strong>, with a specific assessment.\u00a0<\/p>\n During this interview, the employer must ensure that the employee has benefited from a professional interview every two years over the last 6 years. In addition, the employer must ensure that the employee has completed at least one training course, has acquired certification elements and has benefited from a salary or professional progression.<\/p>\n 1.3 Risks<\/strong><\/span><\/p>\n If a professional interview is not carried out, the employer commits a fault and is liable to pay damages to the employee.<\/p>\n In addition, in companies <\/strong>with fewer than 50 employees<\/span>, when the employee has not had a professional interview in the last 6 years,<\/strong> the employer must top up the employee’s personal training account <\/strong>(CPF) with 3,000 euros.\u00a0<\/p>\n Finally, it may be difficult for the employer to set up a redundancy for economic reasons.<\/p>\n \n \n 2. The evaluation interview<\/strong><\/span><\/span><\/p>\n 2.1 Obligation and frequency<\/strong><\/span><\/p>\n This appraisal interview is optional <\/u><\/strong>unless it is defined by convention or company agreement.<\/p>\n This interview can be organised for the year or for the semester.<\/p>\n 2.2 Purpose\u00a0<\/span><\/strong><\/p>\n The objective of the appraisal interview is to evaluate the employee’s performance and skills<\/strong>. In addition, it will be necessary to take stock of the past period and define the objectives.<\/p>\n <\/p>\n 2.3 Risks<\/strong><\/span><\/p>\n We recommend that you conduct evaluation interviews with your employees in order to avoid their demotivation and to prevent possible resignation.<\/p>\n The absence of an annual interview can subsequently pose a difficulty in justifying the employee’s professional inadequacy.<\/p>\n \n \n 3. Fixed-days interview<\/strong><\/span><\/span><\/p>\n The employer is required to organise an annual interview with employees on a fixed-days basis, regardless of the size of the company.<\/p>\n 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.<\/p>\n We advise employers to plan for at least 2 per year.<\/p>\n \n 3.2 Purpose\u00a0<\/span><\/p>\n 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.<\/p>\n <\/p>\n 3.3 Risks<\/span><\/p>\n Failure to comply with this obligation will result in the nullity of the annual fixed number of days agreement<\/strong>.<\/p>\n In addition, the employee may request:<\/p>\n <\/span><\/p>\n <\/span><\/p>\n \n <\/span><\/p>\n <\/span><\/p>\n <\/span><\/p>\n \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 ***<\/p>\n This sheet contains summarized information. Please contact us for advice tailored to your situation. We cannot be held responsible for any misinterpretation.<\/em><\/p>\n <\/p>\n \n <\/em><\/p>\n Contact<\/span><\/p>\n Claire APPELGHEM<\/span><\/p>\n HR Director\/Head of Employment Law<\/em><\/p>\n Claire.appelghem@groupe-aplitec.com<\/p>\n 01 40 40 38 38<\/p>\n <\/em><\/p>\n <\/em><\/p>\n <\/em><\/p>\n <\/em><\/p>\n <\/span><\/p>\n <\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.groupe-aplitec.com\/wp-content\/uploads\/2025\/10\/Mandatory-interviews-MAJ-2025.pdf” url_new_window=”on” button_text=”T\u00e9l\u00e9charger la note” button_alignment=”center” _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" 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 professional interview and the fixed-days interview. Conversely, the annual appraisal interview is only optional for the employer, even if in terms […]<\/p>\n","protected":false},"author":7,"featured_media":9843,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[58,59],"tags":[],"class_list":["post-9851","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","category-news"],"yoast_head":"\n1.The professional interview<\/u><\/span><\/strong><\/span><\/h1>\n
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3.1 Obligation and frequency<\/strong> <\/span><\/h1>\n
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