Auto services branch rewrites career interviews on a four-year cycle

Commerce and repair employers move to a rewritten career-interview regime. Avenant n° 111 of 16 April 2026, signed at Meudon by the employer organisations FNA, U2M and Mobilians with the unions CFTC, CFE-CGC, FO métaux and FGMM CFDT, replaces article 1.21.d.1 of the convention collective nationale des services de l'automobile (CCNSA) in fullLegifrance, recasting the old entretien professionnel as the entretien de parcours professionnel (EPP)Legifrance. The rewrite adapts the branch rules to the loi n° 2025-989 du 24 octobre 2025 transposing the national interprofessional agreements on experienced workers and the evolution of social dialogueLegifrance, and to article L. 6315-1 du code du travail.

Every employee gets an EPP during the first year after hiringLegifrance, then every four years while they stay with the companyLegifrance. Every eight years, the EPP draws up a récapitulatif review of the career path under the statutory procedure. A company or establishment agreement — earlier or later than the avenant — may set its own framework for running the interviews, choosing the interviewer, writing up conclusions, and setting collective employer CPF top-up criteriaLegifrance; it may also set a different interview rhythm, never more than four years apartLegifrance.

The interview covers the employee's skills and the qualifications used in the current job and how they can evolve with the company's transformation; the employee's situation and career path against changing occupations and job prospects in the company; training needs linked to the current job, to job evolution or to a personal project, including which training schemes could be used and how to get information on them; and the employee's career wishes, which can open the way to internal or external retraining, a projet de transition professionnelle, a bilan de compétences or a validation des acquis de l'expérience (VAE). It also covers activating the CPF, employer top-ups to it, and the conseil en évolution professionnelle. The employer organises the interview; a line manager or management representative conducts it during working time, and it never assesses the employee's work.

Three age-related interviews sit on top of the cycle. Once an employee reaches 55, the EPP also addresses adjustments to post or duties to be agreed jointly, and how a transfer of knowledge and skills could be arrangedLegifrance. A mid-career EPP is held within two months of the visite médicale de mi-carrièreLegifrance organised during the calendar year of the employee's 45th birthdayLegifrance, checking the fit between the job and the employee's health. At the first EPP falling in the two years before the 60th birthday (ages 58 and 59)Legifrance, the discussion additionally covers staying in employment and end-of-career arrangements, including part-time work and retraite progressiveLegifrance.

Beyond the cycle, an EPP is systematically held in the cases set by article L. 6315-1 and, additionally, after any certification listed in the RNCSA, before any planned change of duties or job, at the employee's request in the case covered by article 1.21.a.1, and where the employee fails the examination closing a vocational training action. The avenant applies to every employer, head office and establishment in the branch's scope whatever the headcount, including those with fewer than 50 employeesLegifrance. It enters into force the day after publication of its extension order in the Journal officielLegifrance; the signatories have committed to seek that extension, so branch employers should diarise the new rhythm now rather than apply it before the order appearsLegifrance. Legal basis: avenant n° 111 to the CCNSA (IDCC 1090), article 1.21.d.1; loi n° 2025-989 du 24 octobre 2025; article L. 6315-1 du code du travail.