CSP in 5 minutes: 75%, 12 months, how it works

If you are dismissed on economic grounds in a company with fewer than 1,000 employees, your employer is required to offer you a Professional Security Contract (CSP). You then have 21 days to decide. Here is everything you need to know to make an informed choice.

Who is eligible for the CSP?

The CSP must be offered in two cases:

• A company with fewer than 1,000 employees carrying out an economic dismissal (individual or collective);
• A company in receivership or judicial liquidation, regardless of its size.

For employees of companies with 1,000 employees or more, the redeployment leave applies instead.

The 5 key figures of the CSP

Indicator	Value
Decision period	21 calendar days from the date the form is handed over
Duration of the CSP	12 months fixed
Allowance (≥ 1 year of seniority)	75% of the gross reference daily wage
Allowance (< 1 year of seniority)	Equivalent to ARE (~57%)
Monthly allowance ceiling	€10,998/month (Cadre Averti)

How it works, step by step

1. The CSP offer

During the pre-dismissal interview, the employer hands over, in person, a CSP membership form together with an explanatory notice. This obligation is strictly enforced — if the employer fails to comply, they are liable for an indemnity of at least 2 months' salary payable to France Travail.

2. Your 21 days to decide

The period starts from the date the form is handed over. During this time you remain an employee. No irreversible decision has yet been made. Use this time to consult a lawyer or a France Travail advisor.

3. You accept: what happens

• Your employment contract ends the day after the end of the 21-day period, by mutual agreement;
• You waive your notice period (except for employees with less than 1 year of seniority);
• You receive the Professional Security Allowance (ASP) from the very next day — with no waiting period;
• You are supported by a dedicated France Travail advisor, plus priority access to training.

4. You refuse: what happens

• The standard economic dismissal procedure continues;
• You receive your dismissal letter by registered mail with acknowledgement of receipt;
• You receive your notice period pay (1 to 3 months depending on seniority);
• You will receive the standard ARE (~57%) after the usual waiting period.

The high-salary trap

The ASP is capped at around €10,998/month. For an executive whose gross monthly salary exceeds ~€14,700, the "75%" effectively becomes less than 75%. For these profiles, refusing the CSP can be more advantageous if the employer pays a long notice period and a generous above-statutory settlement.

Source: Cadre Averti — CSP and the ceiling.

The return-to-work bonus: a strong argument

If you find a permanent contract (CDI) or a fixed-term contract (CDD) of 6 months or more before the 10th month of the CSP, you receive a bonus equal to 50% of the remaining ASP entitlements. Be careful: you must apply for it within 30 days of your new hiring. It is a little-known but financially very attractive mechanism.

Advantages vs "standard" dismissal

	CSP	Dismissal + ARE
Allowance	75% gross	~57%
Waiting period	0 days	7 days + deferral of indemnities
Support	Dedicated, intensive advisor	Standard France Travail
Training	Priority funding (ceiling €5,000)	According to CPF / AIF entitlements
Notice period	Paid to the State (≥ 1 year of seniority)	Paid to the employee
Return-to-work bonus	Yes (up to 50% of remaining entitlements)	No

Severance pay: you still receive it

Accepting the CSP does not remove your statutory or contractual severance pay. You receive it as normal. You also retain the right to challenge the economic grounds of the dismissal before the Labour Court (Prud'hommes) — you have 12 months after the end of your contract to do so.

In summary

• In most cases, the CSP is more advantageous than a standard dismissal: a higher allowance, no waiting period, enhanced support, and funded training.
• For very high earners (≥ €14,700/month), the calculation may reverse because of the ceiling.
• The 21 days are precious: use them to compare the figures, in hand, with the help of a lawyer or an advisor.

Across the 39 plans referenced by OpenRecourse (2013-2026), the CSP is mentioned in nearly all sub-1,000-employee PSE cases. Check your employer's company profile to understand how the scheme has been applied in similar cases.