Professional Security Contract (CSP): Rights, Benefits and Process
22 September 2025 · 5 min reading time
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See job offersWhen an employee faces an economic layoff, they may benefit from a specific support program: the Contrat de sécurisation professionnelle (CSP). This scheme, offered by the employer and managed by France Travail, helps facilitate the return to employment through personalized support, training opportunities, and financial compensation that is more favorable than standard unemployment benefits.
What is the Contrat de sécurisation professionnelle (CSP)?
The Contrat de sécurisation professionnelle (CSP) is a program designed for employees dismissed on economic grounds. It is offered by the employer at the time of the dismissal notice and aims to ease the transition back into work. Concretely, the CSP combines enhanced support from France Travail (formerly Pôle emploi), tailored training programs, and the payment of a specific benefit: the Allocation de sécurisation professionnelle (ASP), or Professional Security Allowance.
This is not a new type of employment contract. Rather, it is a temporary support pathway that begins once the employment contract ends and may last up to 12 months. Its purpose is simple: to avoid a standard unemployment period and help the employee find sustainable employment more quickly.
Who can benefit from the CSP?
The CSP (Contrat de sécurisation professionnelle) is offered only to employees affected by an economic layoff. However, eligibility depends on several factors: the size of the company, the employee’s situation, seniority, and some exclusion cases.
Eligible companies
The obligation to propose the CSP mainly applies to companies with fewer than 1,000 employees. In this case, the employer must provide the employee with an explanatory document during the pre-dismissal interview or when delivering the dismissal letter.
For companies with 1,000 or more employees, the rule differs: they are generally required to implement a redeployment leave program. However, if they are in receivership or liquidation, they cannot offer such leave and must therefore provide the CSP to their employees.
Eligible employees
The CSP applies to all employees under an employment contract (permanent contract, fixed-term contract terminated for economic reasons, or professionalization contract) who meet the following conditions:
- affected by an economic layoff,
- residing in France,
- not having reached the legal retirement age at full rate,
- able to actively search for new employment.
The program is thus open to a wide audience: young professionals, experienced workers, or employees nearing retirement, as long as they meet these criteria.
The role of seniority
Seniority is not a condition for joining the CSP. However, it plays a crucial role in calculating the Professional Security Allowance.
It also affects the severance payments provided by the employer:
- severance pay, proportional to years of service,
- compensation for unused vacation days (always owed regardless of seniority),
- notice pay, which is not given directly to the employee but used to finance the program.
Exclusion cases
Some employees cannot benefit from the CSP:
- those whose contracts simply expire (end of fixed-term contract or temporary mission),
- those dismissed for reasons other than economic (serious misconduct, gross misconduct, unfitness, etc.),
- those covered by redeployment leave offered by large companies outside of liquidation.
These employees then fall under the standard unemployment insurance system, with benefits paid directly by France Travail.
What is the layoff procedure that grants access to the CSP?
For an employee to join the CSP, a dismissal procedure for economic reasons must first be initiated. This stage imposes specific obligations on the employer, especially regarding information and deadlines.
Providing the document to the employee
During the pre-dismissal interview, or when the dismissal letter is delivered, the employer must provide the employee with a document explaining the CSP. This is a key step: without it, the procedure is irregular.
The employee then has a 21-day reflection period to accept or refuse the program. This period begins the day after the document is handed over.
The role of the reflection period
During these 21 days, the employee may ask questions to the employer, staff representatives, or France Travail. The decision must be clear:
- either the employee accepts the CSP in writing,
- or they notify their refusal,
- or they remain silent after 21 days, which counts as a refusal.
Consequences for the employer
If the employee accepts the CSP, their employment contract is terminated by mutual agreement at the end of the reflection period (or the day after written acceptance). This termination waives the notice period: the employee does not work it, but they still receive severance pay and vacation compensation.
Notice pay, however, is not given directly to the employee. It is transferred to France Travail to finance the program.
What compensation is provided under the CSP?
An employee who accepts the CSP does not lose financial rights. On the contrary, they receive a specific Professional Security Allowance (ASP), which is more advantageous than standard unemployment benefits, along with certain severance entitlements.
The Professional Security Allowance (ASP)
Throughout the CSP period (12 months, with possible extensions), the employee receives the ASP. It is paid by France Travail with no waiting period or deferred payment — one of the program’s major benefits.
The amount depends on the employee’s seniority in the company:
- Less than one year of seniority: the ASP is at least equal to what they would have received under standard unemployment benefits (ARE). This ensures the employee is not disadvantaged by choosing the CSP.
- One year or more: the employee receives 75% of their reference daily wage, based on prior earnings. This amount is never lower than what they would have earned under ARE.
This formula secures financial stability while motivating the employee to quickly return to work.
Severance payments from the employer
Accepting the CSP does not prevent employees from receiving the standard payments due in case of economic dismissal:
- severance pay based on seniority,
- vacation pay for unused leave,
- notice pay (not given directly but allocated to France Travail to fund the program).
The employee therefore maintains acquired rights while also receiving stronger financial protection.
A concrete example of CSP compensation
Consider Claire, an employee with a permanent contract for 4 years in a company with 80 staff. She is dismissed for economic reasons in December 2024. Her gross monthly salary was €2,200 (about €1,715 net).
- Seniority: more than one year → Claire receives ASP equal to 75% of her reference daily wage.
- Calculation: Annual gross salary ÷ 365 ≈ €72/day.
- ASP: 75% of €72 = €54/day.
- ASP monthly: €54 × 30 ≈ €1,620 net/month.
Claire therefore receives €1,620 net/month for 12 months, almost 95% of her previous net salary.
👉 Additionally, she receives:
- severance pay based on 4 years of service,
- vacation pay (e.g., 10 unused days),
- but not her notice pay (redirected to France Travail).
This shows the advantage of the CSP: Claire maintains nearly the same income while benefiting from training and personalized support to quickly return to work.
What happens at the end of the CSP?
The CSP is temporary. What happens if it ends or if the employee finds a job before it expires?
End of the CSP after 12 months
At the end of the 12 months (or longer if exceptionally extended), the CSP ends. If the employee has not found a job, they automatically switch to standard unemployment benefits (ARE).
👉 In this case, France Travail calculates remaining rights based on the reference salary and the previous employment contract.
If the employee finds a job before the CSP ends
The CSP ends immediately if the beneficiary resumes work:
- in a permanent contract,
- in a fixed-term or professionalization contract lasting at least 6 months,
- or by creating/taking over a business.
In this case, the employee may receive a reemployment bonus or a differential allowance if the new salary is lower.
If the CSP ends without reemployment
If, at the end of the CSP, the employee is still unemployed, they receive standard unemployment benefits (ARE). The calculation is based on remaining entitlements, minus the period already covered by the CSP.
👉 In other words, employees do not lose their rights; they are simply deferred.
CSP and retirement
Accepting a CSP does not reduce retirement rights. On the contrary, time under the Professional Security Contract counts toward retirement calculations under certain conditions.
Does the CSP count for retirement?
Yes. During the CSP period, the employee receives the ASP, which is considered replacement income and allows them to validate retirement quarters, just like standard unemployment benefits.
Each quarter is validated if the employee receives income (ASP included) equal to 150 times the hourly minimum wage. Therefore, the CSP period can be included in the 25 best years used to calculate the pension under the general system.
Impact on full-rate retirement
An employee under CSP continues to accrue rights, though complementary pension points may depend on the allowance level and associated contributions. Importantly, the CSP does not create “gaps” in the career path: it is treated as a compensated unemployment period.
In summary, the CSP does not negatively affect the calculation of the basic pension. Periods compensated by the ASP are counted toward the insurance duration required for a full-rate retirement.
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