Setting up a corporate pension plan in France 2026: HR guide to PEREC, mandatory PER and PERCO migration
Employer guide 2026 to set up a French corporate retirement plan: PEREC vs mandatory PER, HR process, company agreement, €7,689 employer top-up cap, social charges, PERCO migration.
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Outsourced CFO in France | Fractional finance leaderExpert note: This article was written by our chartered accountancy firm. Information is current as of 2026. For a personalised review of your situation, contact us.
Updated on 13 May 2026.
For French SME executives or HR directors (30 to 300 employees), implementing a corporate retirement savings plan (PER) in 2026 addresses several converging priorities: fulfilling the value-sharing obligation instated by Law no. 2023-1141 for companies with 11-49 employees; building a differentiating HR benefit in a tight labour market; benefiting from highly favourable social tax treatment (0% social charge for entities under 50 employees); and preparing employees' retirement transition.
The landscape is complex: PEREC (collective optional, ex-PERCO since the PACTE law), mandatory PER (PER-OB, ex-Article 83), PEE, articulation with profit-sharing and incentives, company agreement vs unilateral decision. This practical employer guide details the structuring choices, the implementation process and the real costs.
Note: this article exclusively covers the EMPLOYER perspective. For the individual director angle and personal PER optimisation, see our executive PER 2026 guide.
Executive summary#
- PEREC = collective optional (flexibility, lump-sum exit) — dominant SME choice.
- PER-OB = mandatory for objective employee category — annuity-dominant exit.
- Maximum employer top-up: 16% PASS = €7,689.60 per employee per year in 2026.
- Social charge: 0% for entities under 50 employees on PEE/PEREC top-ups.
- Value-sharing obligation: in force since 1 January 2025 for 11-49 employees (3 years with profit ≥ 1% turnover).
- PERCO: closed to new plans since 1 October 2020; PEREC migration possible and recommended.
1. PEREC, PER-OB, PEE — which plan for which situation?#
| Feature | PEE | PEREC | PER-OB |
|---|---|---|---|
| Beneficiaries | All employees | All employees | Objective category |
| Membership | Voluntary | Voluntary | Mandatory for targeted category |
| Employer contributions | Optional top-up | Optional top-up | Mandatory contributions |
| Availability | 5 years (with exceptions) | Retirement or exceptional cases | Retirement only |
| Exit | Lump sum only | Lump sum or annuity | Annuity primarily |
| Max top-up | 8% PASS = €3,844.80 | 16% PASS = €7,689.60 | No unique cap |
| Social charge < 50 emp. | 0% | 0% | 0% |
| Social charge ≥ 50 emp. | 20% | 20% (16% if SME funds) | 16% |
Recommendation by size#
- TPE 11-49 employees: PEREC alone, to meet the value-sharing obligation while optimising the 0% social charge.
- SME 50-249 employees: combination of PEE + PEREC.
- SME 250+ and mid-caps: add PER-OB for executives alongside PEE/PEREC.
Our expert view#
Common pitfall: comparing top-up vs salary raise "gross-for-gross" without integrating social charges and employee income tax. For an SME under 50 employees, €1,000 of top-up costs the employer €1,000 and gives the employee €850-900 net immediately available at unlock. €1,000 of gross salary raise costs the employer €1,410 (with 41% employer contributions) and gives the employee only €600-650 net. The gap is massive — provided the employee accepts the deferral.
2. Implementation process — agreement vs unilateral decision#
| Mode | When to use | Procedure |
|---|---|---|
| Company agreement | SME ≥ 11 employees, union presence | Negotiation with delegates; DREETS filing |
| Unilateral decision (DUE) | TPE/SME without representation | Written executive decision; DREETS filing |
Typical PEREC implementation steps (3 months)#
- Weeks 1-2: select the asset manager — RFP recommended.
- Weeks 3-4: choice of fund range and rules drafting.
- Weeks 5-8: negotiation/elaboration of the agreement or DUE.
- Weeks 9-10: CSE consultation where applicable.
- Week 11: signature and DREETS filing.
- Week 12: employee communication, enrolment opening.
Indicative costs#
- Setup fees: €0-€5,000 (often offered by the manager).
- Annual management fees: 0.5-1% of AUM.
- Legal advisory fees: €1,500-€5,000.
3. Articulation with profit-sharing, incentives and PPV#
Employee savings forms an ecosystem where PEREC articulates with:
- Incentive bonus: variable bonus based on performance, paid in cash or on PEE/PEREC.
- Profit-sharing: mandatory ≥ 50 employees, fixed by legal formula.
- PPV (Value-Sharing Bonus): exceptional bonus exempt up to €3,000 (€6,000 with incentive).
Recommended 2026 strategy for SME 30-100 employees#
| Year | Device | Amount/employee | Employer cost | Employee net |
|---|---|---|---|---|
| Year 1 | PEREC + €3,000 top-up | €3,000 | €3,000 | €2,700 |
| Year 2 | + PEREC-directed incentive | €5,000 | €5,000 | €4,500 |
| Year 3 | + €1,500 punctual PPV | €6,500 | €6,500 | €5,850 |
4. Worked example — 35-employee SME, PEREC implementation#
Profile: services SME with 35 employees, €1.8M payroll, average net profit €280k/year (15% turnover).
The company exceeds the criterion of profit ≥ 1% turnover for 3 years → value-sharing obligation since 2025.
PEREC + top-up implementation#
- Employer top-up: €800 per employee per year, conditional on a minimum €200 employee contribution.
- Expected enrolment rate: 60% year 1, 80% by year 3.
- Year 1 employer cost: €800 × 21 enrollees = €16,800.
- Social charge: 0% (company < 50 employees) → real cost: €16,800.
- IS savings: €16,800 × 25% = €4,200.
- Net post-IS cost: €12,600 for an HR benefit of €16,800 distributed.
5. The underestimated risk: the asset manager quality#
Setting up a PEREC means selecting an asset manager for 10 to 30 years. 0.3 points of extra fees = -8% of capital at 30 years. Prefer managers with transparent fees, a wide fund range (including ESG), accessible employee reporting and — key — a responsive client team. Alternative managers (Eres, Yomoni, Linxea Pro) often offer better service than traditional bancassurance providers.
6. Director decision checklist#
- Value-sharing obligation diagnosis: am I in scope?
- Plan choice: PEREC alone or PEE + PEREC?
- Top-up level: fixed amount or top-up rate?
- Asset manager: minimum 3-proposal RFP.
- Implementation mode: company agreement or DUE.
- Internal communication: employee pedagogical kit.
- Multi-year articulation: incentive / profit-sharing / PPV.
7. 2026 watchpoints#
- Value-sharing law: in force since 1 January 2025 for 11-49 employees.
- 2026 PASS ceiling: €47,100 — max PEREC top-up €7,689.60.
- PERCO migration: possible without tax cost, recommended but not mandatory.
- URSSAF audit: verification of agreement compliance and effective top-up application.
Closing thoughts#
The corporate PER is no longer a nice-to-have HR benefit — it has become a structuring tool to meet the value-sharing obligation, optimise deferred compensation and retain talent. For an SME of 30-100 employees, implementation costs €3-€8k and deploys benefits of tens of €k/year. The 0% social charge for entities under 50 employees represents an optimisation window to exploit.
Our firm advises SMEs and mid-caps on employee savings diagnosis, plan choice, manager selection and agreement drafting. Contact our experts.
Frequently asked questions
Quelle différence entre PER d'entreprise collectif (PEREC) et PER obligatoire (PER-OB) ?
Le PEREC (anciennement PERCO depuis la loi PACTE) est un plan d'épargne retraite collectif facultatif pour les salariés : ils choisissent d'y verser ou non, l'employeur peut abonder. Le PER-OB (PER obligatoire, ex-article 83) est imposé à une catégorie objective de salariés qui doivent obligatoirement cotiser, l'employeur étant tenu de verser un complément. PEREC = adhésion volontaire, sortie en capital ou rente. PER-OB = adhésion obligatoire, sortie principalement en rente. La plupart des PME 30-300 salariés optent pour le PEREC pour sa flexibilité.
Quel est le plafond d'abondement employeur sur un PEREC en 2026 ?
L'abondement employeur sur un PEREC est plafonné à 16 % du PASS, soit 7 689,60 € par salarié et par an en 2026 (PASS = 47 100 €). Sur un PEE, le plafond est de 8 % du PASS soit 3 844,80 €. L'abondement ne peut pas dépasser 3 fois le versement volontaire du salarié. Cumul possible PEE + PEREC. L'abondement employeur est totalement déductible du résultat fiscal de l'entreprise.
Mon entreprise (35 salariés) est-elle concernée par l'obligation de partage de la valeur 2025-2026 ?
Oui. Depuis le 1er janvier 2025, les entreprises de 11 à 49 salariés qui réalisent un bénéfice net fiscal au moins égal à 1 % du chiffre d'affaires pendant 3 exercices consécutifs ont l'obligation de mettre en place un dispositif de partage de la valeur (loi n° 2023-1141 du 29 novembre 2023). Quatre options : prime de partage de la valeur (PPV), intéressement, participation volontaire, abondement sur plan d'épargne. La mise en place d'un PEREC avec abondement permet de remplir cette obligation tout en construisant un avantage RH durable.
Comment fonctionne le forfait social pour les PME de moins de 50 salariés ?
Pour les entreprises de moins de 50 salariés, les versements d'abondement employeur sur les plans d'épargne salariale (PEE, PEREC, PER-OB) sont totalement exonérés du forfait social (taux 0 %). C'est un avantage majeur : 1 € versé en abondement = 1 € net pour le salarié, sans aucune charge supplémentaire pour l'employeur. Pour les entreprises de 50 salariés et plus, le forfait social standard est de 20 % (réduit à 16 % pour les versements sur PEREC affectés à des fonds PME).
Mon ancien PERCO doit-il obligatoirement être migré vers un PEREC ?
Non. Les contrats PERCO ouverts avant le 1er octobre 2020 continuent d'exister juridiquement, mais aucun NOUVEAU plan PERCO ne peut être mis en place depuis cette date. Les PERCO existants peuvent continuer à recevoir des versements indéfiniment. Un transfert volontaire PERCO → PEREC est possible sans pénalité fiscale. La migration est cependant recommandée car le PEREC offre plus de flexibilité (sortie en capital fractionné), un cadre juridique modernisé. Coût de migration : 2 000 à 8 000 € selon la complexité de l'accord.
Article written by Samuel HAYOT
Chartered Accountant, registered with the Institute of Chartered Accountants.
Regulated French accounting and audit firm based in Paris 8, built to support companies across France with a digital and decision-oriented approach.
Sources
Official and operational sources cited for this page.
- Légifrance — Code monétaire et financier art. L. 224-1 à L. 224-40 (PER)
- URSSAF — Les plans d'épargne salariale et le forfait social
- economie.gouv.fr — Plan d'épargne retraite collectif (PERECO)
- Légifrance — Loi n° 2023-1141 du 29 novembre 2023 (partage de la valeur 11-49 salariés)
- economie.gouv.fr — Forfait social employeur
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