In short:
- The career path review replaces the former professional review. It is mandatory in all private companies.
- It takes place within the year following hiring, then every 4 years, with a summary review every 8 years.
- It covers skills, training and career development, not the assessment of work.
- In companies with at least 50 employees, a failure can lead to a 3,000 euro credit to the personal training account.
Career path review: definition
The career path review (entretien de parcours professionnel, EPP) is a mandatory meeting between the employee and the employer. According to the Service-Public guide checked on 1 October 2026, it replaces the professional review and takes place during working time.
Employees covered
All employees of private companies are covered, whatever the contract (permanent, fixed-term, apprenticeship) or working time. Temporary agency workers and subcontractors’ employees are not covered in the company where they are placed.
What the review covers
The review covers:
- the employee’s skills and qualifications;
- training needs;
- career development wishes;
- the CPF personal training account;
- career development advice (conseil en évolution professionnelle, CEP).
It does not assess the employee’s work, which is the purpose of the annual appraisal.
The required frequency
| When | Rule |
|---|---|
| After hiring | Review within the year following hiring |
| Regular pace | Every 4 years |
| Return from leave | On return from certain types of leave (maternity, parental, sabbatical, sick leave of more than 6 months) |
| Summary | Summary review of the career path every 8 years |
| Mid-career | Within 2 months of the mid-career medical check-up (age 45) |
| Late career | Within the 2 years before the employee turns 60 |
Penalties for the employer
- Companies with at least 50 employees: a 3,000 euro credit to the employee’s CPF if the employee has had neither the reviews nor any training in 8 years.
- Companies with fewer than 50 employees: the employee can claim damages if training obligations are not met.
Putting the review into practice
- Schedule the first review as soon as the trial period of a permanent contract ends, in order to meet the one-year deadline.
- Keep this review clearly separate from the annual appraisal.
- Keep a written record of each review.
- Link the discussions to actions taken on QVCT (quality of life and working conditions).
The summary review every 8 years
The summary review checks that, over the period, the employee has:
- taken at least one training course;
- acquired elements of certification, through training or validation of acquired experience (VAE);
- benefited from a pay rise or career progression.
It results in a written report, a copy of which is given to the employee.
Frequency and preparation
A collective agreement can set a different frequency for the reviews, provided it does not exceed 4 years. In companies with fewer than 300 employees, employees can rely on career development advice (CEP) to prepare their review.
Frequently asked questions
What is the career path review in France?
The career path review (entretien de parcours professionnel) is a mandatory meeting between the employee and the employer, which replaces the former professional review. It takes place every 4 years, during working time, and covers the employee’s skills, training needs and career wishes. It does not assess the employee’s work.
How does it differ from the annual appraisal?
The career path review does not assess the employee’s work, unlike the annual appraisal. It focuses on skills, training and career development.
What does an employer risk by not holding the career path review?
In companies with at least 50 employees, the employer must credit 3,000 euros to the employee’s personal training account if the employee has had neither the reviews nor any training in 8 years. In companies with fewer than 50 employees, the employee can claim damages.
Sources
- Service-Public, Qu’est-ce qu’un entretien de parcours professionnel (EPP) ?, guide checked on 1 October 2026, consulted on 4 October 2026.