In numerology, 2026 would be a year 1: a year of renewal, new cycles, and structural decisions. Without claiming to predict the future, this Hello Monday has selected six new developments that will clearly shape employment law in the coming months.
1/ Career Path 2.0
Starting in January 2026, pursuant to the Senior Law, the retraining period will replace “Pro-A” (promotion through work-study programs) and “Transco” (collective transitions) schemes. Funded by training bodies (called “Opco”), the program allows employees to train or change to a new career guidance, either within or outside the company.
At the same time, the “professional interview” will become the “career path interview”. We will now talk about trajectory, with an integrated mid-career interview and a revised frequency. Collective agreements will have to be adapted by October 2026.
2/ Salary transparency…
The European directive on pay transparency will become mandatory from June 2026. It will apply to all companies in terms of structural transparency obligations: pre-hiring, pay criteria, workers’ right of access, and prohibition of pay secrecy. Reporting obligations on pay gaps will be subject to workforce thresholds.
3/ A costly termination?
This year, the mutual termination agreement will celebrate its 18th anniversary! Considering that it is too successful, the government plans to increase the employer’s contribution to 40% of the indemnity in 2026. The message seems clear: make these breakups less financially attractive and limit optimization strategies.
4/ “Let’s talk about mental health!”
After being a major national cause in 2025, mental health at work will continue to be a focus in 2026. It should be noted that 53% of French people report having suffered from mental health issues during the year, and that in 2023, more than 12,000 accidents at work were linked to psychosocial risks.
5/ AI again?
Artificial intelligence continues to transform the world of work. In 2026, the challenge is clear: to provide a legal framework for its use, inform the CSE (Social and Economic Committee), and secure practices.
6/ Fewer births = more leave?
For the first time in over a century outside of wartime, the natural balance is negative in metropolitan France. In this context, a new birth leave is created for children born or adopted on or after January 1, 2026. Lasting one or two months, at the employee’s choice, it can be taken by either parent who has benefited from maternity, paternity, or child-reception or adoption leave, either simultaneously or successively.
At ærige, there’s no guesswork: just anticipation, together.
