Compulsory Biennial Developmental Review in France

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Held once every two years, the biennial developmental review, which covers vocational training, employment, and social democracy, has been compulsory in all French companies since March 5, 2014.

Furthermore, a professional progress report must be established every six years.

  1. What are the review goals?

The biennial review is a time of exchange between employee and employer, allowing employees’ aspirations to be taken into account alongside their prospects for professional development, particularly in terms of qualification and career progression.

Projects and training needs may also be reviewed, with the overall aim being to compare the professional aspirations of the employee with the needs of the company.  It is also possible to identify individual levels of employability.

Note: This developmental review does not relate to the evaluation of the employee’s work, and it must be distinct from the annual review cycle that may already be in place.

  1. Which employees are affected?

The biennial review concerns all employees who have experienced two years of seniority in the company, regardless of their type of employment contract and working hours (full-time, part-time, etc.).

  1. When should reviews be performed?

The developmental review takes place every two years, which are counted from the employee’s start date, and then from the date of their previous review.

This review is also compulsory following certain periods of leave, even if the employee has benefited from a developmental review within two years.  Leave periods include:

  • maternity or adoption leave
  • long-term sick leave
  • parental education leave
  • sabbatical
  • period of part-time activity following maternity or adoption leave
  • trade union mandate

Note: every six years, a professional progress report needs to be established which takes stock of the situation. This inventory verifies that the employee has benefited from planned professional interviews over the past six years, and to assess whether they have taken at least one training course (other than compulsory training).

  1. Which subjects must be covered?

 The developmental review must include information relating to:

  • the employee’s professional development, with particular emphasis on qualification and employment
  • questions relating to the monitoring of training, certification and employee salary, or professional progression activity
  • the assessment of their employability
  • reflection on the future of the employee, their position, and their professional projects
  • validation of prior learning (VAE)
  • the employee’s activation of their personal training account (CPF)
  • the CPF contribution that the employer is likely to finance
  1. What formalities need to take place?

The developmental review and the professional progress report at six years lead to the drafting of a formal document, a copy of which must be given to the employee.

Employers are advised to keep a copy and retain proof of delivery of the document (keeping a copy signed by the employee, acknowledgment of receipt, etc.).

  1. Are there penalties for non-compliance?

In a company with at least 50 employees, the employer may be liable to top up the employee’s personal training account with 3,000 euros if the employee has not benefited over a period of six years from a developmental review and professional progress report, plus two of the following three measures:

– professional training

– certification or qualification

– professional or salary development

For advice on setting up the compulsory biennial developmental review in your organisation, please contact us at Viridian HR.

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