Understanding the PDV (Voluntary Departure Plan)

The Voluntary Departure Plan (PDV) is a workforce-reduction scheme based on volunteering. Unlike the PSE, it forces no one to leave the company — only employees who wish to do so can take advantage of it. Here is its framework, its benefits and its limits.

A legal peculiarity: no dedicated framework in the French Labour Code

The PDV is a scheme derived from case law, not directly codified in the French Labour Code. It is the rulings of judges since the 1990s that have shaped its contours. In practical terms, this means:

• No single procedure imposed by law;
• The employer enjoys a degree of freedom to define its terms;
• But strict case-law rules apply: pure volunteering, transparency of criteria, support for departures.

The three possible frameworks for a PDV

Framework	Characteristics	OpenRecourse case
PDV integrated into a PSE	Voluntary phase preceding forced redundancies. Reduces the number of employees to be laid off.	Air France 2020 (7,580 positions)
PDV integrated into a GPEC/GEPP agreement	A tool for anticipating economic change. No difficult economic situation required.	SG × Crédit du Nord 2022
Standalone PDV	Outside any PSE, outside any GPEC. The least protective framework — no systematic DREETS validation.	BNP Paribas Personal Finance 2023

Pure volunteering: what does it really mean?

The fundamental principle: no employee can be dismissed under a PDV. If the number of volunteers falls short of the employer's target, there are two possible scenarios:

• The employer agrees to reduce its target and limits the restructuring;
• The employer simultaneously triggers a complementary PSE to reach its initial target through forced redundancies.

This is one of the main differences with the RCC: the RCC completely prohibits any forced dismissal, even where volunteers are insufficient.

What compensation is offered under a PDV?

The compensation paid must be at least equal to the statutory or collectively agreed severance pay. In practice, it is almost always higher, in order to encourage departures. The benchmarks observed:

• BNP Paribas Personal Finance 2023: 12–14 month redeployment leave at 75% of salary;
• Castorama Templemars 2024: 100 positions under a standalone PDV, with individualised amounts;
• Carrefour 2018: 2,400 head-office positions under an exclusive PDV, the full agreement available on the CFDT website.

To understand the details of compensation, see our guide to above-statutory severance pay.

PDV vs PSE vs RCC: which instrument should the employer choose?

	PDV	PSE	RCC
Volunteering only	Yes	No (forced redundancies possible)	Yes (mandatory)
Economic grounds required	Varies by framework	Yes	No
DREETS validation	If within a PSE	Yes (15/21 days)	Yes (15 days)
Legal framework	Case law	L1233-3 et seq.	L1237-19 et seq.
Minimum compensation calculation	Statutory/collectively agreed	Statutory/collectively agreed	Statutory/collectively agreed

Points for employees to watch

• Check the transparency of eligibility criteria — a PDV must be open to all employees in an identified category, not selectively to the profiles the employer wants to see leave;
• Assess the actual generosity — the above-statutory pay must be attractive enough to offset the loss of seniority;
• Anticipate your unemployment status — depending on the framework, you will be on either a CSP or ARE;
• Read the exclusions — some PDVs exclude strategic profiles (R&D, key sales staff) or senior employees within 5 years of retirement.

In summary

• The PDV is a flexible tool that rests entirely on volunteering;
• Its legal framework varies depending on whether it is standalone, integrated into a PSE or into a GPEC agreement;
• For the employee, it is generally more advantageous than a forced dismissal (image, compensation, choice of timing);
• But the "voluntary" nature calls for vigilance regarding the financial terms and the eligibility criteria.