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Factsheet for measure FR-2011-36/2456 Updated – measures in France

Professional security contract

Contrat de sécurisation professionnelle (CSP)

Country France , applies nationwide
Time period Temporary, 01 September 2011 – 31 December 2023
Context Restructuring Support Instruments
Type Legislations or other statutory regulations
Category Reorientation of business activities
– Transfer or redeployment of workers
Author Frédéric Turlan (IRshare) and Eurofound
Measure added 23 June 2022 (updated 06 July 2023)

Background information

The professional security contract (CSP) was introduced by Law n°2011-893 of 28 July 2011 and entered into force on 1 September 2011. It replaces two former schemes (professional transition contract - CTP and personalised re-employment agreement - CRP). Amendments to the rules applicable to this instrument were passed in February 2015, especially to speed up employee redeployment.

Content of measure

The professional security contract (contrat de sécurisation professionnelle - CSP) provides employees who are being considered for redundancy for economic reasons in a company with fewer than 1,000 employees or in an establishment (regardless of the number of employees) in receivership or liquidation with a set of measures enabling them to find work as quickly as possible.

To be eligible for such contracts, worker must, whatever his/her seniority in the company:

  • fulfil the conditions to receive an unemployment allowance
  • be under the retirement age,
  • be resident in France
  • be physically fit to perform the job.

The CSP consists in redeployment services provided by the French public employment agency to redundant employees for up to 12 months. During this period, employees with at least one year seniority are entitled to an allowance (ASP) which represents 75% of their basic daily wage. If, at the end of this 12-month period, employees are still seeking permanent employment, they are entitled to unemployment indemnities. Following the 2015 reform, employees finding a new job meeting specific characteristics (open-ended employment contract, fixed-term contract of at least six months duration) before the end of a 10-months period, are entitled to benefit from a redeployment grant (Prime de reclassement) equal to 50% of the allowance the employee would have been entitled to receive until the end of the CSP.

Employers are obliged to offer this redeployment scheme to all employees who are about to be dismissed for economic reasons. As soon as they receive the employer's proposal, employees have 21 days to accept or refuse it. The employer has to contribute a sum amounting to the gross salaries (plus the workers' social contributions) in line with the redundancy notice (depending on the sector and fixed in the collective framework agreement) per redundant employee. 


The following updates to this measure have been made after it came into effect.

09 June 2023

The order of 9 June 2023 (see Source) approving amendment no. 7 of 15 March 2023 to the agreement of 26 January 2015 amends and extends the Contrat de Securisation Professionnelle (CSP) scheme until 31 December 2023. The agreement include some improvements that are designed to provide better information for the beneficiaries of the contract and to reinforce the benefits of the scheme.

28 December 2022

The extension of the Contrat de sécurisation professionnelle (CSP) was the subject of an amendment No. 6 of 24 November 2022 to the agreement of 26 January 2015. This rider, signed by all the trade unions and employers' organisations, extends the term of this scheme from 31 December 2022 to 31 March 2023. This amendment must still be subject to an approval procedure in order to come into force. The notice launching this procedure was published in the Official Journal on 28 December.

Use of measure

According to DARES, about 42,785 CSP beneficiaries were registered on Q4/2022 which is less than Q4/2021 (48,208) and Q4/2020 (66,812).(source: Données CVS-CJO - Les dispositifs publics d’accompagnement des restructurations au 4e trimestre 2022 (XLSX, 87.57 Ko) -

An assessment published by the UNEDIC in May 2018 shows that since the reform passed in 2015, more employees find a new job and leave the CSP sooner: in 9.5 months on average for people entering the scheme in 2015 and 2016, compared to 10.6 months on average for those entering the scheme in 2014.

According to DARES (2020), the 2015 reform fostered the return to employment of CSP beneficiaries: within 24 months after joining the scheme, 67% of the beneficiaries of the "2015 CSP" became employed, compared with 62% under the previous regulation.

More information can be found in the ERM legal database .

Target groups

Workers Businesses Citizens
Employees in standard employment
Applies to all businesses Does not apply to citizens

Actors and funding

Actors Funding
National government
Public employment service
National funds

Social partners

Social partners' role in designing the measure and form of involvement:

Trade unions Employers' organisations
Role Agreed (outcome) incl. social partner initiative Agreed (outcome) incl. social partner initiative
Form Direct consultation outside a formal body Direct consultation outside a formal body

Social partners' role in the implementation, monitoring and assessment phase:

  • Social partners jointly
  • Main level of involvement: Peak or cross-sectoral level


The scheme has been set up by the peak level social partners' organisations through the National interprofessional agreement of 31 May 2011 on the professional security contract.

Views and reactions

Social partners that have signed the agreement support it.


  • 01 January 2010: Voss, E. (2010), Organising Transitions in response to restructuring. Wilke, Maack and Partner, Report to European Commission (
  • 31 May 2011: Accord national interprofessionnel du 31 mai 2011 (
  • 10 February 2013: Dole, P. (2013), Le contrat de sécurisation professionnelle: Premier bilan d'un dispositif individualisé de retour à l'emploi et d'accès à la formation, analyses et préconisations, Inspection générale des affaires sociales (IGAS) (
  • 15 November 2014: DARES (2014), Enquêtes monographiques sur la mise en oeuvre du contrat de sécurisation professionnelle-CSP (
  • 10 March 2017: UNEDIC (2017), Le vécu du contrat de sécurisation professionnelle en 2016 (
  • 24 March 2017: Galiana O., Charozé C., Goaran C. (2017), Le contrat de sécurisation professionnelle favorise-t-il le retour à l’emploi des salariés qui y adhèrent ? Dares Analyses. N°20. (
  • 07 May 2018: UNEDIC (2018), le CSP, un dispositif qui conduit plus rapidement à l'emploi depuis 2015 (
  • 18 March 2019: DARES (2019), Emploi et chômage des seniors en 2018, DARES résultats, n° 013 (
  • 08 January 2020: Avenant du 8 janvier 2020 à la Convention du 26 janvier 2015 relative au contrat de sécurisation professionnelle (
  • 15 January 2020: DARES (2020), le contrat de sécurisation professionnelle de 2015 a-t-il accéléré le retour à l'emploi durable de ses bénéficiaires ?, DARES analyses, n°001 (
  • 28 April 2020: UNEDIC (2020), Suivi de la convention relative au contrat de sécurisation professionnelle, Indicateurs au 3ème trimestre 2019 (
  • 20 July 2021: DARES (2021), Contrat de sécurisation professionnelle : amélioration du retour à l’emploi à 18 mois pour les adhérents entrés mi-2018 (
  • 20 December 2021: Ministry of Labour, Contrat de sécurisation professionnelle (CSP) (
  • 09 June 2023: Arrêté du 9 juin 2023 portant agrément de l'avenant n° 7 du 15 mars 2023 à la convention du 26 janvier 2015 relative au contrat de sécurisation professionnelle et de l'avenant n° 4 du 15 mars 2023 à la convention du 17 juillet 2018 relative au contrat de sécurisation professionnelle à Mayotte (


Eurofound (2022), Professional security contract, measure FR-2011-36/2456 (measures in France), EU PolicyWatch, Dublin,


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Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process.