European Foundation
for the Improvement of
Living and Working Conditions

The tripartite EU agency providing knowledge to assist
in the development of better social, employment and
work-related policies

EU PolicyWatch

Database of national-level policy measures

Eurofound's EU PolicyWatch collates information on the responses of government and social partners to the COVID-19 crisis, the war in Ukraine, rising inflation, as well as gathering examples of company practices aimed at mitigating the social and economic impacts.

Factsheet for measure FR-2013-24/2639 – measures in France

Secured voluntary mobility

Mobilité volontaire sécurisée

Country France , applies nationwide
Time period Open ended, started on 14 June 2013
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 23 November 2022)

Background information

Articles L.1222-12 to L.1222-16 of the labour code, introduced by Law n°2013-504, allow workers to benefit, upon agreement of their employer, from a period of 'secured voluntary mobility' during which the performance of the employment contract is suspended.

This measure is supposed to help workers to enrich their career path by getting experience working in another company, without having to terminate their employment contract. During this period, as the employment contract is suspended in the company of origin, workers are paid by the receiving company.

Content of measure

During the secure voluntary mobility, the performance of the employment contract is suspended and this should enable employees to enrich their career path by discovering another company, without having to break their employment contract. The possibility of benefiting from a period of secure voluntary mobility is open to employees who meet the following two conditions:

  • they are part of a company or group of companies with at least 300 employees

  • they have at least 24 months' seniority, consecutive or otherwise, in the company.

This period of mobility must be established in an amendment to the employment contract, which will provide for:

  • the objective, the duration, the starting and the ending day of this period (there is no minimum or maximum limit stated in the law);

  • the arrangements in case of an early return to the company of origin, which is always possible.

At the end of this period, there are two possibilities: 

  • workers come back to their company of origin and get back their job or a similar one;
  • workers decide to stay in the company where they performed their period of mobility, and then they have to resign from their prior job.

The employer can refuse to grant such a period of mobility and does not have to justify it. If they refuse twice, the worker has direct access to individual training leave.

Use of measure

As this measure is not the object of a statistical monitoring (no administrative declaration to be produced in case the employment contract is amended in this respect), it is impossible to precisely take stock of the effectiveness of this instrument. Empirically, in light of expert experiences and exchanges with actors at company level (unions and companies), it does not seem to be widely used. However, one might notice that some large companies have included this tool in their company GPEC collective agreements.This indicates that the use of this tool is probably easier in companies with well developed HR departments. Anyway, this does not mean that such collective agreements do more than including the related legal provisions in force.

Last but not least, but again without extensive quantitative data, the communication by the employer to employee representatives of the list of requests made and answers given to employees twice a year, does not seem to be systematically carried out.

Target groups

Workers Businesses Citizens
Employees in standard employment
Larger corporations
Does not apply to citizens

Actors and funding

Actors Funding
National government

Social partners

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

Trade unions Employers' organisations
Role Unknown Unknown
Form Not applicable Not applicable

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

  • Unknown
  • Main level of involvement: Unknown



Views and reactions



  • 26 July 2019: Décret n° 2019-797 du 26 juillet 2019 relatif au régime d'assurance chômage (
  • 19 October 2021: UNEDIC, circulaire n° 2021-13 du 19 octobre 2021, Réglementation d'assurance chômage applicable au 1er octobre 2021 (
  • 11 January 2022: La mobilité volontaire sécurisée (


Eurofound (2022), Secured voluntary mobility, measure FR-2013-24/2639 (measures in France), EU PolicyWatch, Dublin,


Eurofound publications based on EU PolicyWatch

30 January 2023


Measures to lessen the impact of the inflation and energy crisis on citizens

Governments across the EU continue to implement policies to support citizens and businesses in the face of rising food and energy prices caused by the COVID-19 crisis and intensified by the war in Ukraine. This article summarises the policy responses as reported in Eurofound's EU PolicyWatch database from January to September 2022.


12 September 2022


First responses to cushion the impact of inflation on citizens

Although the worldwide pandemic situation had already disrupted supply chains and triggered increases in energy and food prices in 2021, the situation deteriorated in 2022 with the Russian invasion of Ukraine.


12 September 2022


Policies to support EU companies affected by the war in Ukraine

This article summarises the first policy responses that governments across the EU have started to implement to support companies affected by the rising prices, and those with commercial ties to Ukraine, Russia or Belarus.


5 July 2022


Policies to support refugees from Ukraine

This article summarises the first policy responses of EU Member States, including those of the social partners and other civil society actors, enabling refugees to exercise their rights under the Temporary Protection Directive.


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