Career Development Review: A Reform with Significant Impact for Companies

The law of October 24, 2025 renames and reshapes the “professional review,” now referred to as the career development review, with three major changes: expanded content, more flexible timing, and two mandatory reviews for experienced employees. Companies must start adapting their practices.

A review refocused on the career path, not only on progression

The content becomes more demanding. You must now address the following topics: skills used, evolution of the role, training needs (position, development, personal project), career aspirations (mobility, retraining, VAE), activation of the CPF. The review remains non-evaluative and must be formalized in a document provided to the employee.

A new statutory timeline

First review within the year following hiring.
Renewal every 4 years (instead of 2).
Assessment every 8 years (instead of 6).
Post-leave review only if no review has been held in the previous 12 months. The sanction remains unchanged: €3,000 CPF corrective contribution in case of non-compliance (companies with ≥ 50 employees).

Two mandatory reviews for experienced employees

Mid-career: within 2 months following the dedicated medical examination (around age 45).
End-of-career: between ages 58 and 59, with a focus on maintaining employment and end-of-career arrangements.

Collective agreements: mandatory renegotiation

Existing agreements must be revised to incorporate the reform, with mandatory application on October 1, 2026. The frequency may be adjusted, within a maximum of 4 years.

Points for companies to monitor

Updating templates and processes.
Training managers.
Integration of the new “experienced employee” reviews.

To ensure the proper implementation of your professional reviews and comply with the new obligations, our teams can support you in updating your processes, formalizing your documentation, and securing your practices.

Your usual BDO contact remains at your disposal if you need assistance.