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Orange France
Main severance
Unanimous GEPP
Health cover
Statutory portability
Status
Signed
Positions affected
~2,500 net positions cut in 2024 (of ~71,000 France headcount)
Context
Why the plan was launched and who is affected
Plan type
Restructuring / reorganization
Sites affected
All France (Orange ex-France Télécom) — all activities: consumer, enterprise, infrastructure
Rationale & context
Long trend of progressive erosion of Orange France headcount: 105,000 (2012, pre-Free Mobile arrival) → 71,000 (end-2025), -34,000 jobs in 13 years (-32%). Systematic method since ~2014: no media PSE but successive GEPP/GPEC agreements with non-replacement of natural departures (retirements, resignations) — about 10,000-14,000 departures/year, only ~7,500-11,500 replaced. Net balance (-2,500 jobs/year in 2024) explains the trajectory. 2025-2027 agreement signed unanimously (CFDT, CFE-CGC, CGT, FO, SUD) — unique case of unanimous GEPP agreement in recent French telecoms.
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.
Telecommunications collective indemnity (IDCC 2148)
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.
GEPP mechanisms — no standard supra-legal indemnity, but specific schemes (TPS, bonified early retirement)
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 · Telecommunications agreement (IDCC 2148) — Managers: 3 months. Non-managers: 1 to 2 months by seniority.
Example — rough estimate
For a manager (cadre) 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.
Support
Outplacement, training, retraining aid and mobility
Vulnerable employees (disabled, single parent, etc.)
Measures for employees with disabilities, illness, or personal difficulties.
TPS scheme (Senior Part-Time): smooth transition to retirement for older employees, alternative to forced departure
Notes & sources
Additional information and references
Notes
Not a classic PSE but a GEPP agreement (Employment and Career Path Management) signed unanimously by all representative unions — rare exception in the sector. Orange: 105,000 jobs in France (pre-Free Mobile 2012) → 71,000 end-2025, ~34,000 cuts in 13 years without a single media PSE wave. Method: non-replacement of natural departures (~10,000-14,000/year, only 7,500-11,500 replaced) + TPS scheme (senior part-time) + massive internal reconversions. Model case of 'silent' headcount reduction via framework agreement.
Selection
How departures are decided — criteria and voluntary scheme
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📄 Orange Newsroom — Accord GEPP Groupe France 2025-2027 · View source →