Mandatory EPP interview in 2026

Updated March 2026 - Since the reform that took effect at the end of 2025, the former French mandatory career interview has been replaced by the entretien de parcours professionnel (EPP). It remains different from the annual performance review: the EPP is not about judging performance, but about the employee's career path, skills, training needs and development prospects. In 2026, the real issue for employers is keeping up with the new timetable.

See also employer HR obligations 2026, DPAE Urssaf and tax or social question.

All employees are covered, regardless of:

• ▸contract type;
• ▸length of service;
• ▸company size;
• ▸job title.

The new framework provides for:

• ▸a first EPP within the first year after joining the company;
• ▸then an interview every 4 years;
• ▸and a summary review every 8 years.

A collective agreement may provide for a different frequency, but it cannot exceed 4 years between interviews.

If an employee has not had any EPP in the 12 months before coming back, an EPP must also be offered after certain periods of interruption, including after several types of leave or after sick leave lasting more than 6 months.

In practice, the safest approach is to integrate this checkpoint into the return-to-work HR process, alongside the formalities covered in employer HR obligations 2026, DPAE Urssaf and our tax or social question resource.

The discussion should notably address:

• ▸development prospects;
• ▸training needs;
• ▸the skills currently used and how they are evolving;
• ▸the CPF and CEP schemes;
• ▸employability;
• ▸where relevant, end-of-career adjustments;
• ▸for some experienced employees, issues relating to remaining in employment.

A written document must be given to the employee after the interview.

Hayot Expertise insight: the risk no longer comes only from forgetting an interview. It also comes from HR calendars that are still built around the former regime. In 2026, employers need updated deadlines, updated templates and clear proof.

Beyond the recurring obligation itself, poor monitoring can expose the employer to:

• ▸litigation risk;
• ▸damages depending on the circumstances;
• ▸in some situations, specific statutory consequences;
• ▸weak evidence in the event of an audit or dispute.

This is why the EPP should be managed as a recurring HR compliance obligation, not as a one-off administrative formality.

We can help structure interview schedules, templates and supporting evidence that remain usable in the event of an audit or dispute.

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In 2026, the former career interview has changed both framework and rhythm. The best approach is to integrate the EPP into a clear HR process that is updated, documented and easy to evidence. That is what keeps the obligation manageable over time.

Need to bring recurring HR obligations up to date without overloading your team? We can help set the timetable and the right supporting documents. Book an appointment with an expert