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ManoMano (Colibri SAS)
Main severance
Collective +0.45 mo/yr
Health cover
Statutory portability (12 months)
Status
Signed
Positions affected
121 position cuts out of 665 (France)
Context
Why the plan was launched and who is affected
Plan type
Cost cutting
Sites affected
Paris HQ — France teams (Tech, Business, Ops & Corporate)
Rationale & context
ManoMano (operated by Colibri SAS) is a DIY marketplace, loss-making since inception, under investor pressure to reach profitability. The December 2023 PSE is primarily a cost-reduction measure aimed at reorganising headcount (665 → 502 target, −25%) around a new structure. No site closure — cross-functional restructuring touching most departments.
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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.
Syntec collective indemnity: 1/4 month/year (<2 yrs) then 1/3 month/year (≥2 yrs) for managers. Floor extended to employees with <8 months' seniority.
Underlying formula · Managers with ≥ 2 years' seniority: 1/3 month per year from year 1, capped at 12 months. Non-managers: legal minimum.
Supra-legal top-up
The amount negotiated by unions ON TOP OF the legal and collective minimum. Often the largest part of the package.
0.45 month of salary per year of seniority
Floor
Minimum amount guaranteed to every employee, regardless of seniority or salary.
€4,000 gross (combined legal/collective + supra-legal)
Cap
Maximum amount an employee can receive, even with very long seniority.
Not specified (Syntec collective caps apply: 18 months for managers)
Notice period
Period between the dismissal notification and the actual departure. The employee remains paid during this time, whether they work or not.
21 paid working days (CSP duration). Full collective notice paid for employees refusing CSP, but not worked beyond 21 days.
Treatment
What happens to variable pay (bonus, profit-sharing) on departure.
Not explicitly addressed in the agreement (variable comp out of scope)
Non-compete clause
Possible payment for a post-departure non-compete clause.
Waived for affected employees, with no financial counterpart
Rehiring priority
Priority right to be rehired if a similar position opens at the company within 12 months.
Rehiring priority for 1 year
Example — rough estimate
For a manager (cadre) employee with 5 years of seniority and €3,500 gross/month:
| Collective severance | (1.5 months × €3,500) | €5,250 |
| Supra-legal severance | (2.25 months × €3,500) | €7,875 |
| Estimated gross total | €13,125 | |
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.
Support
Outplacement, training, retraining aid and mobility
Device type
The scheme to help you find a new job: reclassement leave, CSP, or another mechanism.
CSP (Professional Securing Contract) — statutory device (mandatory <1,000 employees)
Duration
How many months the support will last after your departure.
12 months maximum
Allowance
The percentage of your salary you'll receive during this scheme.
75% of reference daily salary (minimum = unemployment allowance)
Specific conditions
PSE-specific conditions regarding reclassement.
LHH outplacement runs in parallel. 21-day CSP notice. Employer pays Pôle Emploi the equivalent of notice (max 3 months) for employees ≥1 year seniority.
Adaptation training / VAE
Budget allocated to train you for a new role equivalent to your current one.
€2,000 excl. tax per employee (training + travel + lodging). Travel cap €500 incl. tax.
Retraining
Budget allocated to train you for a new profession.
€5,000 excl. tax per employee for retraining / long-form (not cumulative with adaptation)
Vulnerable employees
Enhanced measures for so-called fragile employees (long seniority, low qualifications, etc.).
+20% on all caps for vulnerable employees
Mutualised cap
Maximum amount that can be spent on training per employee.
No mutualisation — individual budget only
Amount
Financial aid for those who choose to start their own business.
€6,000 gross (lump sum in two instalments)
Payment schedule
How and when the business-creation aid is paid out.
€3,000 at creation (Kbis during congé) + €3,000 at month 6 subject to actual activity (turnover, invoices, quotes)
Eligibility
Conditions to qualify for this aid.
FR or EU/EFTA companies, ≥50% capital control. Auto-entrepreneur, SCI, NGO, EIG excluded.
Relocation
Financial aid if you have to relocate for a reclassement position.
€1,500 excl. tax max relocation (3 quotes required, direct payment to provider)
Interview travel costs
Interview costs (travel, accommodation) covered during the job search.
€400 per employee, actual costs beyond 50 km, within 5 months of notification
Other support
Other mobility aid: childcare, double rent, administrative fees.
Temporary allowance €150 gross/month for 12 months if lower salary. No double residence or rent differential.
Statutory portability
Free continuation of your employer health cover for a period after departure.
Statutory 12-month free portability (Welfare + Health), if covered by unemployment insurance
Extension beyond statutory
Extension of the portability beyond the statutory duration.
No extension beyond statutory device
Dependent child(ren)
Additional aid if you have dependent children.
No direct bonus per child. Family burden only weighted in selection criteria grid (30%).
Vulnerable employees (disabled, single parent, etc.)
Measures for employees with disabilities, illness, or personal difficulties.
Vulnerable employees (≥50 yrs,
Recommendation letter
Recommended eligibility criteria from social partners.
Recommendation letter on request, subject to performance conditions ("Meets expectations" minimum)
Selection
How departures are decided — criteria and voluntary scheme
Selection criteria (scoring)
4 weighted criteria: (1) Family burden — 30% · (2) Seniority — 20% · (3) Social characteristics — 20% (age, disability, dependent, disabled spouse/child/parent) · (4) Professional qualities (performance reviews H2 2022 + H1 2023) — 30%. Note: 30% performance weighting is high — negotiation focus point.
The point grid that determines who leaves first: seniority, family responsibilities, professional qualities. The higher your score, the more protected you are.
Voluntary departures
| Departure cap | 30 voluntary departures max, conditioned on actual rescue of a threatened position |
| Voluntary-specific indemnity | €750 (≤ 2 yrs) · €1,000 (2-5 yrs) · €1,500 (≥ 5 yrs), on top of standard severance |
| Conditions | Employment project (CDI or fixed-term ≥6 months), business creation/takeover, or retraining (≥300h). PIC opinion required (favourable / reserved / unfavourable). |
Who can apply for voluntary departure and under what conditions.
Notes & sources
Additional information and references
Notes
Syntec collective agreement. Lean plan in a difficult financial context.
- Applicable collective agreement: Syntec (IDCC 1486).
- Loss-making company — lean plan (limited supra-legal).
- Agreement signed with CFE-CGC union only (non-majority).
- Voluntary departure scheme capped at 30 departures.
- 138-page PSE agreement filed on Téléaccords (20 Dec. 2023).
📄 Téléaccords — Accord PSE Colibri/ManoMano (20 déc. 2023, 138 pages) · View source →