Two interviews are often confused: the career path review (entretien de parcours professionnel), which is mandatory, and the annual appraisal, which is optional. They have neither the same purpose nor the same rules. The law of 24 October 2025 replaced the former professional review, held every 2 years, with the career path review.
The career path review
Mandatory for all employees, whatever the headcount. It takes place within the first year after hiring (the employee is informed on arrival), then at least every 4 years, unless a company or industry agreement sets a shorter interval. It covers skills, qualifications, career path, training needs and wishes for development: not the assessment of work.
The summary review
Every 8 years, the review takes stock of the employee’s career path: reviews held, training followed, certifications obtained, pay or career progression. In companies with at least 50 employees, missing the required reviews and at least one non-mandatory training action leads to a top-up of the employee’s personal training account, payable by the employer.
Reviews at 45 and 60
A review is held within two months of the mid-career medical check (the year the employee turns 45), and another within the two years before the 60th birthday: staying in employment, adapting the job, arrangements at the end of the career.
The annual appraisal
Optional, it covers the achievement of objectives and performance. If it is put in place, employees must be informed and the criteria must be objective and relevant.
Companies covered by an agreement on the frequency of reviews have applied the new rules since 1 October 2026. We check with you the framework that applies to your company and your collective agreement.
Good practice
- Keep a calendar of reviews for each employee, with the hiring date and the years they turn 45 and 60.
- Use a written record and give a copy to the employee.
- Clearly separate assessment and career path.
- Link the needs identified to the training plan. See the article on vocational training
Common mistakes
- Merging the two interviews without clearly separating the parts: the career path review does not cover assessment.
- Forgetting the first-year review, or those following a return from certain absences (maternity, adoption or parental leave, in particular).
- Not keeping a written record given to the employee: it is essential for the summary review.
- Not following up on the training needs expressed.
A simple outline for the career path review
- The career path since the last review: duties, training, certifications, progress.
- The employee’s wishes: skills to develop, mobility, retraining, skills assessment, validation of experience.
- The actions planned: training, use of the personal training account, support, timetable.
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Frequently asked questions
Does the career path review apply to small businesses?
Yes, whatever the headcount. Only the top-up of the personal training account in case of failure is reserved for companies with at least 50 employees.
What changed with the law of 24 October 2025?
The professional review, held every 2 years, became the career path review: a first review within the first year, then at least every 4 years, a summary review every 8 years instead of 6, and specific reviews at 45 and 60.
Can the annual appraisal and the career path review be combined?
They can take place on the same day, but must remain distinct in content and in how they are recorded.
Who should conduct the review?
The employer or a designated manager, usually the direct manager.
What should the report contain?
The employee’s career path, wishes for development and training and, where relevant, the actions planned. A copy is given to the employee.
Can the review be held remotely?
Yes, if it allows a real exchange. The written record and a copy for the employee remain necessary.
Career path review in France: does your accountant check the rules that apply to your company?
Yes, with the payroll and HR option, chosen à la carte: your accountant in France checks with you the rules that apply to your company and your collective agreement, and handles the payroll effects of the resulting training. You meet your obligations as an employer and support your employees’ careers. In 2 minutes, your meeting is booked; in 5 more minutes, your fee estimate is shown. Get my free meeting and quote