Publication of the law implementing the national interprofessional agreements (ANI) on seniors, social dialogue and career transition

Law no 2025-989 of October 24, 2025, Official Journal of October 25, 2025

The law of October 24, 2025, known as the “Seniors Act,” implements three national interprofessional agreements (ANI) relating to the employment of experienced workers, the development of social dialogue, and professional transitions and retraining. It establishes a mandatory collective bargaining process every four years on the employment of experienced employees, creates an experimental “experience enhancement contract,” limits the number of consecutive terms for Works Council (CSE) members to three, and introduces a new professional transition mechanism designed to facilitate employees’ career changes.

Reform of professional interviews

Law no 2025-989 of October 24, 2025, Official Journal of October 25, 2025

As of October 1, 2026, the professional interview will be transformed into a “career development interview” and must be conducted during the employee’s first year of employment, and then every four years within the same company, with a summary review every eight years in the same company. Previously, it had to be conducted every two years, with a summary review every six years.

Five-year limitation period for actions seeking to nullity of a settlement agreement

Soc., October 8, 2025, no 23-23.501

The Supreme Court reiterates that an action seeking to nullity of a settlement agreement, entered to resolve a litigation relating to the performance or termination of an employment contract, constitutes a personal action subject to the five-year limitation period provided for under Article 2224 of the French Civil Code.

Incapacity: employee’s refusal of a redeployment proposed position requires a new consultation with the occupational physician

Soc., October 22, 2025, no 24-14.641

The Supreme Court reiterates that if an employee declared unfit refuses the redeployment position offered by the employer on the grounds that it does not comply with the recommendations of the occupational physician, the employer must consult the physician again before taking any decision. Failure to do so constitutes a breach of the redeployment obligation, and any dismissal in such circumstances lacks real and serious cause.

Workplace accident / occupational disease: notice period not included in the calculation of the special dismissal indemnity for professional incapacity

Soc., October 22, 2025, no 24-17.826

When an employee is dismissed on the grounds of incapacity resulting from a work-related accident or occupational disease, the employment contract ends on the date the dismissal is notified. Seniority for the purpose of calculating the special dismissal indemnity is assessed as of that date, and the notice period is not included.