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Atos France
Main severance
Details not public
Health cover
Statutory portability
Status
Signed
Positions affected
135 positions announced reduced to 104 / 9,631 — France
Context
Why the plan was launched and who is affected
Plan type
Strategic refocus
Sites affected
Support functions (marketing, communications, HR, finance) + project managers + abandoned Salesforce activities
Rationale & context
2025 PSE within a prolonged Atos group crisis: 2025 IT market slowdown, divestiture of Bull SAS and supercomputer/AI activities, restructuring and alignment with Group directives for €14M payroll savings. Emblematic contested PSE case: CGT demonstrates via CSE experts the "unjustified" nature of the plan and the unfavorable cost/savings ratio (€22-27M for €14M saved). Even broader: Atos group went from 110,000 to 78,000 employees in 4 years, the largest French IT sector headcount reduction plan recently.
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 (technical engineering, IDCC 1486)
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.
Details not public
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 · Syntec collective agreement (IDCC 1486) — Managers: 3 months. Non-managers: 1 to 3 months depending on seniority.
Example — rough estimate
For a manager (cadre) employee with 5 years of seniority and €3,500 gross/month:
| Collective severance | (1.5 months × €3,500) | €5,250 |
| 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.
Selection
How departures are decided — criteria and voluntary scheme
Selection criteria (scoring)
CGT concern: the targeted population (predominantly older, female, RQTH, less trained) suggests a discrimination risk in the selection criteria. CSE experts contested the plan's justification and obtained a reduction from 135 to 104 positions.
The point grid that determines who leaves first: seniority, family responsibilities, professional qualities. The higher your score, the more protected you are.
Notes & sources
Additional information and references
Notes
PSE announced for 135 positions, reduced to 104 after CGT contestation. PSE cost: €22-27M for €14M payroll savings (unfavorable ratio raised by unions). Targeted employees: predominantly older, female, RQTH, less trained — CGT raises potential discrimination concerns. Broader trend: Atos group went from 110,000 employees (2021) to 78,000 (2025), -32,000 over 4 years. France lost over 600 positions in first 11 months of 2025 (-242 Eviden + -380 Atos).
Support
Outplacement, training, retraining aid and mobility
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📄 CGT Atos-Bull — Plan social Atos France · View source →