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Klee Data System (Amex GBT)
Main severance
Plan withdrawn — no dismissals
Health cover
Not applicable — plan withdrawn
Status
Annulled
Positions affected
~40 positions targeted (later 35) out of ~255 employees — almost entirely engineers and managers
Context
Why the plan was launched and who is affected
Plan type
Restructuring / reorganization
Sites affected
Issy-les-Moulineaux (92)
Rationale & context
Klee Data System (KDS), a business-travel software publisher (Neo platform, Syntec agreement), French subsidiary of American Express Global Business Travel. Management framed the project as a reorganisation to safeguard competitiveness. The CSE and its expert saw it as a relocation to group competence centres (India, Manchester, Manila, Mexico, Poland): centralising the Product & Engineering team, outsourcing trainers to India, moving Data Processor contract management and Data Acquisition to the UK and Poland. Positions targeted: developers (−12), product managers (−5), service managers (−5), QA (−3), integration/deployment (−3), sales (−4), recruitment, training, technical writing, UX, support. According to the 2025 accounts presented to the CSE, the company remained profitable (net result €1.13M, revenue +2%) after a €15.5M capital injection from the group; the expert criticised the lack of certified accounts and of transfer-pricing documentation, which management disputed.
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.
Syntec collective indemnity (IDCC 1486), managers — owed on any economic dismissal; never paid, as the plan was withdrawn.
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.
Never quantified — only listed on the negotiation agenda for 27 Aug 2026. No amount, formula or floor was disclosed before the plan was withdrawn.
Notice period
Period between the dismissal notification and the actual departure. The employee remains paid during this time, whether they work or not.
3 months (managers, Syntec agreement)
Example — rough estimate
For a manager (cadre) employee with 5 years of seniority and €3,500 gross/month:
| Collective severance | (1.67 months × €3,500) | €5,833 |
| 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.
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 — redeployment leave (mandatory: group of over 1,000 employees; CSP not applicable)
Duration
How many months the support will last after your departure.
7 months (9 for vulnerable staff) in Livre I of 24 Aug 2026. 12–15 months stated to the DRIEETS on 31 Jul 2026, but never written into the plan.
Allowance
The percentage of your salary you'll receive during this scheme.
70% beyond the notice period (Livre I). 75% stated to the DRIEETS, not written in.
Specific conditions
PSE-specific conditions regarding reclassement.
Outplacement by LHH (Adecco group). Follow-up committees planned at 6, 9 and 12 months.
Adaptation training / VAE
Budget allocated to train you for a new role equivalent to your current one.
Transitional training planned for staff taking over transferred workload.
Retraining
Budget allocated to train you for a new profession.
Retraining or VAE that could extend redeployment leave up to 24 months — under negotiation, never finalised.
Amount
Financial aid for those who choose to start their own business.
Business-creation aid on the negotiation agenda (16 Jul 2026) — no amount documented.
Selection
How departures are decided — criteria and voluntary scheme
Selection criteria (scoring)
Job categories and order criteria on the negotiation agenda (3 Sep 2026), still provisional — never applied.
The point grid that determines who leaves first: seniority, family responsibilities, professional qualities. The higher your score, the more protected you are.
Voluntary departures
| Conditions | Voluntary-departure window on the negotiation agenda (10 Sep 2026) — never opened. |
Who can apply for voluntary departure and under what conditions.
Notes & sources
Additional information and references
Notes
PSE announced on 21 May 2026 at Klee Data System (KDS), the French subsidiary of Amex GBT, then definitively abandoned on 16 October 2026: no jobs were cut. The more generous terms were never written into the formal plan.
- "Stated to the administration" ≠ "written into the plan": 12–15 months at 75% were stated to the DRIEETS (31 Jul 2026), but Livre I stayed at 7 months at 70% to the end.
- Supra-legal severance was never quantified: only a negotiation-agenda item (27 Aug 2026), with no amount, formula or floor.
- The DRIEETS issued an injunction requiring, among other things, intra-group transfer-pricing documentation, information on the Long Lake transaction and the CWT acquisition, and a post-by-post transition plan.
- The CSE's expert (ACEE) said it could not finalise its analysis without these documents, so the CSE could not give an informed opinion.
- The method agreement (2 Jul 2026) waived the statutory deadlines; an amendment (25 Sep 2026) then extended the consultation to 15 Oct 2026.
- Reason given by the group for withdrawing: to rethink how it implements its global strategy, "notably retaining talent to support growth".
- Psychological support offered: group Employee Assistance Program (EAP), 24/7 psychologist line (GAN, via the prévoyance contract), Welii (via the AON mutuelle), Stimulus. The CSE and the expert considered it insufficient given how long the uncertainty lasted.
📄 Documents de consultation du CSE (procès-verbaux mai–sept. 2026, accord de méthode du 2 juil. 2026 et avenant n°1 du 25 sept. 2026) et communications de la direction (juin, sept. et 16 oct. 2026) — documents non publics