How to avoid disputes and secure relationships with your employees?
The professional interview is a compulsory meeting for every employer, whatever the size of the company, between employer and employee, to be organized every two years.
The professional interview, which focuses on the employee’s development perspectives and training needs, should not be confused with the annual assessment interview, which focuses on performance and objectives achieved over the past year.
1/ The employer’s obligation
The employer must inform the employee of the existence of this interview as soon as he/she is hired, and invite him/her to attend every two years.
Every six years, a summary report must be drawn up to check that the employee has benefited from the professional interviews provided for.
This obligation on the part of the employer is laid down in the French Labor Code (article L. 6315-1), applies to all employees with two years’ seniority, and to all types of employment contract.
2/ The main purposes of the professional interview
- Supporting professional development: Identify the employee’s training needs and career expectations.
- Information on training schemes: Inform employees about training opportunities, validation of acquired experience (VAE), and the personal training account (CPF).
- Motivation and commitment: Strengthen employee motivation by involving them in the management of their career development.
3/ Setting up professional interviews
The professional interview, a requirement every two years, is a time for discussion between employer and employee. During the interview, employer and employee discuss the employee’s acquired skills, training needs and career expectations. The employer must prepare for this interview by gathering information on the training courses taken by the employee, his achievements and future plans.
The items that must be covered during the professional interview concern:
- The employee’s professional development, particularly in terms of qualifications and employment;
- Questions relating to the follow-up of training, certification and salary or career advancement actions;
- Assessing your employability;
- Reflection on the employee’s future, current position and career plans.
Every six years, the professional interview takes the form of a summary of the employee’s career progress. It enables us to check that employees have benefited from professional interviews every two years, and that they have taken at least one training course, acquired certification, and benefited from salary or career advancement.
This inventory is essential to ensure that the company complies with its legal obligations, and to prevent any disputes with employees.
4/ The return to work professional interview
This interview must take place when the employee returns from a long-term absence, such as:
- Maternity or parental leave;
- Adoption leave;
- Sabbatical leave;
- Family carer’s leave;
- Long-term sick leave.
The objectives of this interview are:
- To help the employee to re-adapt to his or her job and work conditions.
- To assess skills: Checking whether the employee’s skills are still in line with the company’s needs and identifying any training requirements.
- To reassure the employee: Answer the employee’s questions and concerns about his or her return and future with the company.
For the employer, this interview is essential, as it helps to maintain a strong bond with the employee by showing that the company cares about his or her well-being and the process of integration.
It also helps to prevent conflict by dealing with the employee’s concerns as soon as they return, thereby avoiding misunderstandings and possible tensions.
And finally, it helps to optimise the employee’s performance by ensuring that they are well prepared and motivated to resume their duties, which can improve their efficiency and productivity.
5/ Sanctions in the event of non-compliance
The company is subject to its training obligations: adapting employees to their jobs and ensuring their employability.
As such, in the event of a dispute with an employee, the company could be penalised if it fails to meet these obligations. This penalty may take the form of the payment of damages payable by the company to the employee.
Additional specific regulations are applicable to companies employing more than 50 employees, as laid down in artcicles L. 6315-1 et L. 6323-13 of the French Labor Code.
Professional interviews are an essential strategic tool for employers. By organising these interviews on a regular basis, you are showing your commitment to the development and fulfilment of your employees.
These discussions allow you to review skills, expectations and training needs, while at the same time strengthening employee motivation and commitment.
By complying with this obligation, you are helping to prevent potential disputes and maintain harmonious working relationships.
What’s more, by investing in your employees’ professional development, you optimise talent management and improve your company’s global performance.
In short, professional development is a powerful tool for ensuring the growth and sustainability of your organisation.
Would you like to talk about it? Contact us!
