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Accor France
Main severance
Indemnity 4-6× legal min
Health cover
Statutory portability
Status
Signed
Positions affected
~172 documented positions (multiple plans 2020-2021) — corporate Accor France
Context
Why the plan was launched and who is affected
Plan type
Sector crisis
Sites affected
Accor corporate France (HQs + regional offices) + AccorInvest subsidiary (hotel real estate)
Rationale & context
Model case of transforming a PSE into an autonomous PDV after successful union mobilization. Initial context: Covid-19 crisis (international tourism collapse 2020-2021), Accor announces a PSE for its AccorInvest subsidiary (real estate joint venture). FO mobilization: demonstrations 14 January 2021 at Novotel Tour Eiffel and 8 April 2021 at Sequana tower (Accor HQ in Issy-les-Moulineaux). Result: PSE suspended in favor of an autonomous PDV with exceptional financial conditions — indemnities 4 to 6 times the legal minimum, no forced layoffs possible. Highest hospitality indemnity benchmark documented in the corpus. Note: several PDV waves at Accor 2020-2021, including a specific 172-position PDV documented at BusinessTravel.
Look here first
Severance
What employees received — legal base, supra-legal, caps
Legal / collective indemnity
This is the minimum guaranteed by your sector's collective agreement. Paid to every affected employee on top of the statutory legal indemnity.
HCR collective indemnity (Hotels-Cafés-Restaurants, IDCC 1979) — legal reference base
Underlying formula ·
Supra-legal top-up
The amount negotiated by unions ON TOP OF the legal and collective minimum. Often the largest part of the package.
INDEMNITY 4 TO 6 TIMES THE LEGAL MINIMUM — result of FO mobilization and transformation of PSE into autonomous PDV. Model case of union victory.
Notice period
Period between the dismissal notification and the actual departure. The employee remains paid during this time, whether they work or not.
Not specified in the PSE.
Collective minimum · Hotels-Cafés-Restaurants agreement (IDCC 1979) — All categories: 1 to 2 months by seniority.
Example — rough estimate
For a non-manager employee with 5 years of seniority and €3,500 gross/month:
| Collective severance | (1.25 months × €3,500) | €4,375 |
| Supra-legal severance | — | Not publicly disclosed |
Very rough illustrative estimate. Your actual amount depends on your exact reference salary (max of 1/12 of last 12 months or 1/3 of last 3 months, bonuses included — art. R1234-4 French Labour Code), your precise status (manager/non-manager/ETAM), your hire date and your individual situation. For a personalized calculation of the legal indemnity, use the official French Ministry of Labour simulator.
Selection
How departures are decided — criteria and voluntary scheme
Voluntary departures
| Departure cap | Exact cap not public — autonomous PDV agreement |
| Voluntary-specific indemnity | Departure conditions 4 to 6 times the legal minimum — hospitality benchmark |
| Conditions | Pure voluntary — no forced layoff after successful FO mobilization |
Who can apply for voluntary departure and under what conditions.
Notes & sources
Additional information and references
Notes
Model case of union victory: the initial AccorInvest PSE (hotel real estate joint venture) was suspended after FO mobilization (demonstrations 14 January 2021 at Novotel Tour Eiffel, 8 April 2021 at Sequana tower Accor HQ in Issy-les-Moulineaux). Replaced by autonomous PDV — no forced layoffs, voluntary departures only, and DEPARTURE CONDITIONS 4 TO 6 TIMES THE LEGAL MINIMUM. Exceptional indemnity benchmark for hospitality. Context: Covid-19 crisis (collapse of international tourism, hotel occupancy ~20-30% vs ~75% pre-Covid).
Support
Outplacement, training, retraining aid and mobility
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📄 FGTA-FO — Accor : les mobilisations FO ont payé (mai 2021) · View source →