The Act on Experienced Employees of 24 October 2025 reformed the former mandatory professional interview.
Renamed the ‘career path interview’, it is now subject to new rules regarding its frequency and content.
We therefore offer you a summary of the main changes in this area :
1. The career path interview
New content :
The law of 24 October 2025 expanded the scope of the mandatory professional interview, which previously only covered career development prospects, particularly in terms of qualifications and employment.
From now on, the career development interview must cover :
– The employee’s skills and qualifications used in their current job, as well as their potential development in light of changes within the company;
– Their situation and career path, in light of changes in the profession and employment prospects within the company;
– Their training needs, whether related to their current professional activity, the evolution of their job in light of changes within the company, or a personal project;
– Their career development aspirations. The interview may pave the way for internal or external retraining, a career transition project, a skills assessment, or validation of prior learning;
– The employee’s activation of their personal training account, any contributions to this account that the employer may finance, and career development advice.
It concerns all employees, regardless of the nature of their employment contract or working hours.
In any event, the purpose of this interview is not to evaluate the employee’s work.
A new frequency :
Previously held every two years, the new career development interview must now take place during the first year following the employee’s recruitment and then every four years.
In addition, an interview must be offered systematically to employees returning to work after certain types of leave : maternity leave, parental leave, carers’ leave, adoption leave, sabbatical leave, voluntary secure mobility period, period of part-time work within the meaning of Article L 1225-47 of the Labour Code, long-term sick leave or trade union mandate. This obligation only applies if the employee has not had a career development interview during the 12 months preceding their return to work.
Finally, every 8 years, rather than every 6 years, the career development interview must include a summary review of the employee’s career path. During this review, it will be verified whether the employee has :
– Completed at least one training course;
– Acquired certification through training or validation of their experience;
– Benefited from a salary or career advancement.
In the case of the first review after hiring, it may be conducted seven years after the career path interview conducted in the year following hiring.
2. Mid-career and end-of-career interviews
In order to protect the health and safety of experienced employees, a mid-career medical examination must be organised in the year in which the employee reaches the age of 45, with the aim of strengthening health prevention in the workplace.
The Law of 24 October 2025 also stipulates that a career review must be organised within two months of the mid-career medical examination. During this review, in addition to the usual topics, the following will be discussed :
– The adaptation or adjustment of tasks and the workstation;
– The prevention of occupational burnout;
– The employee’s training needs and any wishes for mobility or professional retraining.
At the end of this interview, a report must be drawn up by the employer to record all the points discussed.
Finally, during the first career path interview, which takes place in the two years prior to the employee’s 60th birthday, an end-of-career interview is organised with the employee to discuss, in particular :
– Conditions for continuing in employment;
– Possibilities for end-of-career adjustments, in particular the possibility of switching to part-time work or gradual retirement.
Compliance with these obligations is crucial for the employer in order to fulfil their health and safety obligations.
3. The annual professional evaluation interview
Non-mandatory, the professional appraisal interview is a meeting, usually held annually, between the employee and their line manager to discuss and review the past period.
During this interview, the employee has the opportunity to :
– Self-assess their skills;
– Take stock of their work;
– Identify areas for improvement.
This opportunity to speak freely is a real asset in helping employees understand and integrate their objectives.
It gives them the opportunity to express and share their aspirations for development.
Finally, it provides an opportunity to discuss quality of life at work and the relationship between private and professional life. Employees feel listened to, which prevents feelings of frustration and unspoken issues from building up over time.
Thus, although not mandatory, the annual performance review is a real source of employee retention in a highly competitive labour market.
It helps to create a climate of trust, identify talent, defuse conflicts and remains a significant source of employee motivation.
It is therefore an essential HR management tool, serving both the company’s performance and the well-being of its employees.
We are available to discuss this matter with you and assist you in implementing this system.
Do you have any questions ? Your dedicated representative is available to answer any questions you may have.
This article was written in January 2026 by the Social Department
