Career development reviews

What the reform changes (applied)

• New name: the career development review replaces the professional review.
• First review within the year following hire, then every 4 years (instead of 2).
• Summary review every 8 years (instead of 6).
• Richer content: skills, career path, training needs, development goals, personal training account (CPF) and career guidance.
• Compliance required by 1 October 2026 at the latest for companies covered by an agreement.

The benefits of outsourcing

• An HR function refocused on its internal priorities.
• Expert listening to your employees' development plans.
• Tailored support and precise follow-up with your HR team.
• A guarantee of compliance with the new regulations.

Going further

• Updating your review templates to the new mandatory content.
• Assessing abilities, motivations and aptitudes with a dedicated tool.
• In-depth analysis of results by certified consultants, with development paths.

What changes with the 2025 reform?

The Act of 24 October 2025 replaces the professional review with the career development review. The frequency becomes a first review in the first year, then every 4 years, with a summary review every 8 years and richer content.

What's the risk if reviews aren't carried out?

If a shortfall is found at the summary review, the employer may have to top up the employee's personal training account by €3,000. Compliance is therefore a financial as much as a legal issue.

Is the career development review mandatory for every company?

Yes, whatever the size of the company. Every employee must be told when they are hired that they are entitled to it, under the new frequency set by the reform.