GEPP (management of jobs and career paths) is how a company anticipates its skills needs and organizes its employees’ career paths. Negotiating it is mandatory in companies and groups with at least 300 employees, and in EU-scale groups with a French establishment of at least 150 employees, at least every four years.
Your obligations by headcount
Choose your headcount band to see which obligations apply.
1Adaptation
2Interview
3Full review
4CSE consultation
5GEPP negotiation
6Experienced employees
1
Adapt employees to their jobs
The employer adapts employees to their jobs and maintains their ability to hold a job, as jobs and technologies change.
Reference: article L6321-1 of the Labour Code.
2
Career review interview
Within the first year after hiring, then every four years: skills, career path, training needs, career wishes. A written record is given to the employee.
Reference: article L6315-1, I.
3
Full review every eight years
It checks that the employee had their interviews and whether they received training, gained certification elements or progressed. From 50 employees, a failure triggers a top-up of the training account.
Reference: article L6315-1, II.
4
Consult the CSE on strategic orientations
The consultation also covers forward planning of jobs and skills, training orientations and the skills development plan.
Reference: article L2312-24.
5
Negotiate GEPP
Forward planning of jobs and skills, three-year training orientations, development plan objectives, training account top-ups, mobility, use of the various contract types.
Reference: articles L2242-2, L2242-13 and L2242-20.
6
Negotiate on the employment of experienced employees
At least every four years, where representative union sections exist: employment, work and working conditions of experienced employees.
You are crossing the 300-employee threshold and must open GEPP negotiations.
Your GEPP agreement is expiring, or it exists on paper but is not applied.
Your professional interviews must switch to the career review format.
Your jobs are changing, with AI in particular, and you do not know which skills will be affected.
What we deliver
01
Map of jobs and skills
02
Gap analysis between current and target skills
03
Alignment with the skills development plan
04
Preparation of the negotiation with staff representatives
05
Template and manager training for the career review interview
06
Tools to track skills over time
How the approach runs
01
Assessment
Applicable obligations, existing agreements, interviews carried out, available data.
02
Mapping
Jobs, key skills, occupations under pressure or changing.
03
Gaps and priorities
Skills to acquire, priority groups, training paths.
04
Negotiation or plan
Preparation of the negotiation, or a skills development plan below the threshold.
05
Follow-up
Interviews, indicators, review at the end of the agreement.
Timing and cost
The cost depends on your headcount, the number of occupations to map and the negotiation deadline. You receive a costed proposal within 48 hours of a first conversation.
Headcount and number of sites.
The number of occupations and skills to map.
Whether an agreement or a map already exists and needs updating.
Frequently asked questions
GEPP: what we are asked most
Short answers, based on the French Labour Code in force.
No. GEPP negotiation is mandatory in companies and groups with at least 300 employees, and in EU-scale groups with a French establishment of at least 150 employees. Below that, career review interviews and the duty to adapt employees apply to every company.
The mandatory negotiation covers the management of jobs and career paths (GEPP). Forward planning of jobs and skills (GPEC) is one part of it: the system for anticipating skills needs that the agreement must provide for.
At least every four years, at the frequency set by a method agreement. Without an agreement, or if it is not respected, GEPP negotiation takes place every three years.
It replaces the professional interview. It takes place within the first year after hiring, then every four years, and covers skills, career path, training needs and career wishes. Every eight years, it includes a full review of the career path.
If, over eight years, the employee did not receive the required interviews and at least one non-mandatory training, the employer must top up their personal training account.
Yes. MentivisOS, our AI engine, measures the gap between acquired and target skills, then generates the training path to close it. It builds on the map created during the approach.
The professional interview becomes the career review interview: within the first year after hiring, then every four years, with a full review every eight years. From 1 October 2026, this frequency also applies to collective agreements that set a different one. The negotiation on the employment of experienced employees is added to the GEPP negotiation where representative union sections exist.
The map of jobs and skills, the gap analysis between current and target skills, the skills development plan, career review interviews and a tool to track skills over time. These are the deliverables of our approach.
Yes, under conditions. Companies with fewer than 250 employees can apply for the HR consulting service (PCRH): support by a provider, co-funded by the State and the OPCO, up to 100% according to the DREETS Île-de-France. Forward planning of jobs and skills is one of the topics covered. The application goes through your OPCO, and conditions vary by region and sector: we check your project’s eligibility with you.
The cost depends on headcount, the number of occupations to map and the deadline. You receive a costed proposal within 48 hours of a first conversation.
