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ING Bank France
Main severance
Collective +2 mo/yr (cap 30 mo)
Health cover
Statutory portability (12 months)
Status
Signed
Positions affected
Targeted plan (online bank — gradual French activity wind-down)
Context
Why the plan was launched and who is affected
Plan type
Strategic refocus
Sites affected
Online retail banking activity France (Paris / Île-de-France)
Rationale & context
ING announced in 2021 the gradual withdrawal of its French retail-banking activity to refocus on Wholesale Banking. The PSE affects almost the entire French workforce (~460 of ~600). Strategic decision by the Dutch group, with no sector crisis or immediate profitability pressure — hence exceptionally generous terms (€15,000 floor, +2 months/yr, 30-month cap).
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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.
Banking collective indemnity: 1/2 month per semester before 2002, then 1/4 per semester. Cap 18-24 months depending on hire date.
Underlying formula · Flat amount by classification + seniority scale. Collective indemnity generally above legal minimum (often 1/4 month/year from start).
Supra-legal top-up
The amount negotiated by unions ON TOP OF the legal and collective minimum. Often the largest part of the package.
1 month per semester of seniority (= 2 months per year)
Floor
Minimum amount guaranteed to every employee, regardless of seniority or salary.
€15,000 gross for all employees
Cap
Maximum amount an employee can receive, even with very long seniority.
30 months of salary OR €250,000 gross (whichever is lower)
Advance paid
Possibility of receiving part of the indemnity before the contract officially ends.
€15,000 advance paid from day 1 after notification
Notice period
Period between the dismissal notification and the actual departure. The employee remains paid during this time, whether they work or not.
Notice waived immediately upon termination (unless reclassification leave refused)
Treatment
What happens to variable pay (bonus, profit-sharing) on departure.
Explicit prorated maintenance of variable comp rights, even for employees no longer on payroll on 31 December
Non-compete clause
Possible payment for a post-departure non-compete clause.
Waived with no financial counterpart
Rehiring priority
Priority right to be rehired if a similar position opens at the company within 12 months.
Rehiring priority: 15 months (cat. 1) / 18 months (cat. 2)
Example — rough estimate
For a manager (cadre) employee with 5 years of seniority and €3,500 gross/month:
| Collective severance | (2.5 months × €3,500) | €8,750 |
| Supra-legal severance | (10 months × €3,500) | €35,000 |
| Estimated gross total | €43,750 | |
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.
Congé de reclassement (company >1,000 employees)
Duration
How many months the support will last after your departure.
15 months — Category 1 · 18 months — Category 2 (notice included)
Allowance
The percentage of your salary you'll receive during this scheme.
85% of average monthly gross salary over 12 months for the full duration (minimum 85% of minimum wage)
Specific conditions
PSE-specific conditions regarding reclassement.
Supplementary pension: employer/employee split maintained during congé. For ≥57 yrs: ING covers fully. Lump-sum payout possible for rapid reclassification.
Adaptation training / VAE
Budget allocated to train you for a new role equivalent to your current one.
€7,000 excl. tax per employee for adaptation training or VAE
Retraining
Budget allocated to train you for a new profession.
€14,000 excl. tax per employee for retraining (outplacement + committee validation)
Vulnerable employees
Enhanced measures for so-called fragile employees (long seniority, low qualifications, etc.).
+€3,000 excl. tax for category 2 employees (≥45 yrs, disabled, single parent, invalidity)
Mutualised cap
Maximum amount that can be spent on training per employee.
Mutualised cap: €25,000 excl. tax per employee (exceptions studied by monitoring committee)
Amount
Financial aid for those who choose to start their own business.
€20,000 gross (incentive bonus)
Payment schedule
How and when the business-creation aid is paid out.
75% on actual creation during congé + 25% at month 6 subject to activity proof
Eligibility
Conditions to qualify for this aid.
≥51% capital control (or co-founders >50% combined with one director). Liberal profession, commercial agent, auto-entrepreneur eligible.
Ex-employee hiring bonus
Bonus if you yourself hire another former employee of the company.
Hiring an ex-ING employee bonus: €5,000 gross (<45 yrs) or €6,000 (≥45 yrs), CDI or fixed-term ≥6 months within 12 months of creation
Relocation
Financial aid if you have to relocate for a reclassement position.
Relocation: €6,000 excl. tax + €500/child (max 3) capped at €7,500. External reclassification: €4,000 flat + €500/child (max €5,500).
Interview travel costs
Interview costs (travel, accommodation) covered during the job search.
Interview costs covered (actual), special leave for relocation
Other support
Other mobility aid: childcare, double rent, administrative fees.
Agency fees: €1,500 excl. tax (rental) / €3,000 excl. tax (purchase). Double residence: €1,500/month for 6 months. Settling-in allowance: €2,000 + €500/child (max €3,500). Rent differential: €1,000/month for 6 months. Salary differential: 100% (6 mo) / 90% (3 mo) / 75% (3 mo). Temporary allowance €300/month for 12 months if lower salary.
Statutory portability
Free continuation of your employer health cover for a period after departure.
Statutory 12-month free portability (Welfare + Health), if covered by Pôle Emploi
Extension beyond statutory
Extension of the portability beyond the statutory duration.
No documented extension beyond statutory device
Dependent child(ren)
Additional aid if you have dependent children.
€1,500 gross per dependent child (direct severance top-up)
Spouses dismissed together
Specific aid if your spouse also works for the affected company.
€1,500 gross per person for couples where both spouses are dismissed under the PSE (joint tax return required)
Vulnerable employees (disabled, single parent, etc.)
Measures for employees with disabilities, illness, or personal difficulties.
€3,000 gross for disabled employees, single parents, invalidity
Work equipment buyback
Material aid or compensation (e.g. buyback of company equipment).
Laptop buyback (€1-€300 depending on hardware age) and work phone (€50-€100)
Selection
How departures are decided — criteria and voluntary scheme
Selection criteria (scoring)
4 criteria: (1) Family burden — 5 pts max · (2) Seniority — 5 pts max · (3) Social characteristics — 11 pts max (age ≥45, RQTH = 5 pts, dependent, disabled spouse/child/parent) · (4) Attendance 2021 — 1 pt max. Tiebreaker: social (3) first, then family (1).
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 | No explicit cap on voluntary departures in the agreement |
| Voluntary-specific indemnity | Full package benefit (severance, reclassification leave, training, etc.) |
| Conditions | Internal reclassification within ING (FR or international) with incentive bonus: €4,000 gross (national) or €8,000 gross (international) |
Who can apply for voluntary departure and under what conditions.
Notes & sources
Additional information and references
Notes
Particularly generous plan — banking sector benchmark.
- ING Bank France gradually winds down its online banking activity in France.
- 460 positions cut out of 600 (77% of headcount).
- Applicable agreement: Banking collective agreement (IDCC 2120).
- Severance = collective indemnity + 2 months of salary per year of seniority.
- Floor of €15,000 for all · Cap 30 months or €250k.
- Category 2 (enhanced measures): employees ≥ 45 yrs, disabled, single parents, invalidity.
- Considered one of the most generous plans in the French banking sector.
📄 Synthèse Antenne Emploi LHH — PSE ING Bank 2021 · View source →