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Schlumberger Clamart
Main severance
€35,000 flat minimum
Health cover
Statutory portability
Status
Signed
Positions affected
136 positions at Clamart center (2nd Schlumberger PSE in 2015 / 5th France since 2015)
Context
Why the plan was launched and who is affected
Plan type
Sector crisis
Sites affected
Schlumberger Clamart center (Hauts-de-Seine) — petroleum services R&D
Rationale & context
2015 PSE at Schlumberger's Clamart R&D center — 136 positions. This was the 2nd Schlumberger PSE in 2015 and the 5th in France since the year. Context: oil price crash 2014-2016 (Brent from $110 to <$30), massive cut in exploration spend by petroleum majors, worldwide group restructuring. Clamart is a historical Schlumberger R&D site in France (~1,000 employees at the time). The 2015 agreement established the €35,000 flat minimum that became THE durable union reference. Schlumberger's 'salami' pattern: multiple successive PSEs (at least 11 between 2015-2020) rather than a single massive plan — strategic media avoidance. Model case for understanding gradual erosion of French petroleum industry.
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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.
Petroleum Industry collective indemnity
Underlying formula · Managers: floor amount + seniority scale above legal. Non-managers: close to 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.
**€35,000 flat minimum** — durable reference obtained in 2015, demanded by unions as floor for all subsequent PSEs (2017, 2018, 2020). Becomes the sector benchmark.
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 · Petroleum industry agreement (IDCC 1388) — 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 | €35,000 | €35,000 |
| Estimated gross total | €39,375 | |
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.
Reclassement leave
Duration
How many months the support will last after your departure.
Union demand: 18 months (final duration obtained not public for 2015)
Specific conditions
PSE-specific conditions regarding reclassement.
Specific union demand: coverage until retirement for senior employees ("senior measure")
Notes & sources
Additional information and references
Notes
Founding historical case: 2015 PSE at Schlumberger's Clamart R&D center — 136 positions cut. The €35,000 flat minimum obtained in this agreement became THE indemnity reference for the French petroleum sector and a constant benchmark for union demands in subsequent Schlumberger PSEs (at least 5 more between 2015-2020, totaling ~1,500 cuts). In 2017 unions explicitly demanded: "flat indemnity at least equivalent to 2015 (€35,000)" + 18 months reclassement leave + coverage until retirement for seniors. Schlumberger then merged with Cameron International (2016), rebranded SLB (2022). 'Salami' pattern: multiple small PSEs avoiding media mobilization threshold.
Selection
How departures are decided — criteria and voluntary scheme
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