Employee Annual and Professional Interviews: What Employers Need to Know

The professional interview must be conducted:

• every two years,
• or upon an employee’s return from a long absence (e.g., maternity leave, long-term illness).

Purpose: Discuss the employee’s career development and training opportunities.

Failure to conduct this interview may result in a €3,000 contribution to the employee’s personal training account (CPF) in companies with more than 50 employees.

The performance review is not legally required but highly useful.

It allows employers to:

• assess skills and competencies,
• evaluate performance levels.

Note: Without a performance review, it can be difficult to prove professional shortcomings. If an employee refuses to attend, the employer may start disciplinary proceedings.

This mandatory interview should take place at least once a year (or as defined by the collective agreement).

Objectives include:

• monitoring the employee’s workload,
• ensuring compliance with the Labour Code,
• reviewing the impact on work-life balance.

If not conducted, the fixed-day agreement may become unenforceable, opening the door to employee claims for overtime back pay.

With the rise of remote work, the teleworking interview has become essential.

It focuses on:

• reviewing working conditions,
• assessing workload management,
• ensuring well-being of teleworkers

For employee representatives (trade unions, Social and Economic Committee – CSE), an individual interview at the start of the mandate may be requested.It aims to define the practical terms and conditions of exercising the mandate while balancing the employee’s role within the company.

This interview is mandatory if requested by the employee.

• Ensure legal compliance and avoid penalties,
• Strengthen employee engagement and retention,
• Identify training needs and foster career growth,
• Enhance overall company performance.