{"id":8249,"date":"2025-04-17T22:37:03","date_gmt":"2025-04-17T20:37:03","guid":{"rendered":"https:\/\/www.avocat-desrumaux.fr\/professional-interview-how-to-manage-employee-requests-for-development\/"},"modified":"2025-04-17T22:36:24","modified_gmt":"2025-04-17T20:36:24","slug":"professional-interview-how-to-manage-employee-requests-for-development","status":"publish","type":"post","link":"https:\/\/www.avocat-desrumaux.fr\/en\/professional-interview-how-to-manage-employee-requests-for-development\/","title":{"rendered":"Professional interview: how to manage employee requests for development?"},"content":{"rendered":"\t\t
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Every two years, companies are obliged to organize a professional interview<\/strong> with their employees to discuss their career path and development prospects. While this discussion may provide an opportunity for an employee to make a request for development, it is not a conventional appraisal interview: it is a key moment governed by the French Labor Code<\/strong>. <\/p>\n

How should employers prepare for and manage these requests? What are their rights and obligations, and what risks do they need to anticipate? <\/strong><\/p>\n

A structured legal framework: the biennial professional interview<\/h2>\n

Since the 2014 reform of professional training<\/strong>, Article L. 6315-1 of the French Labor Code<\/strong> requires employers to organize a professional interview every two years, separate from the appraisal interview.<\/p>\n

This discussion focuses exclusively on the employee’s career development prospects<\/strong>: acquisition of new skills, internal mobility, training needs, plans to move up the hierarchy or salary scale, etc.<\/p>\n

The professional interview is mandatory<\/strong> and must be formalized. Every six years, the employer must also propose a summary of the employee’s career path. <\/p>\n

Case law: the professional interview under the judge’s eye<\/h2>\n

Recent case law confirms that the professional interview is an employee’s right<\/strong>, and that its organization is a legal obligation<\/strong> for the employer.<\/p>\n

\ud83d\udccc Lyon Court of Appeal, November 30, 2023<\/em>: an employee claims that her employer failed to meet its obligation to conduct a professional interview. As a result, the company is ordered to pay \u20ac3,000 in damages<\/strong> for failure to comply with the obligation to provide information and follow-up. <\/p>\n

This type of decision shows that negligence in this area can lead to litigation, particularly if the employee considers that his career has stagnated without justification.<\/p>\n

What can (or should) the employer do when faced with a request for development?<\/h2>\n

During the professional interview, an employee can :<\/p>\n