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Capgemini France
Main severance
Details not public
Health cover
Statutory portability
Status
In negotiation
Positions affected
~2,400 positions (6-7% France headcount) — support functions + ESN periphery
Context
Why the plan was launched and who is affected
Plan type
Cost cutting
Sites affected
Multiple Capgemini France sites — notably Niort (120 employees confirmed), Paris (HQs), Rennes, Toulouse
Rationale & context
Plan announced February 2026 at Capgemini France targeting up to 2,400 positions (6-7% France headcount). Context: structural slowdown of ESN/IT consulting market in France (offshore competition, AI automation, declining client budgets), pressure on Capgemini margins. CGT (via sectoral CGT Sopra Steria site) denounces the 'hidden PSE' format: presented as an internal mobility and voluntary departure plan, matching the now-classic strategy of major French ESNs (cf. Atos, IBM, Sopra Steria) — avoiding the PSE label to limit media and social impact. Model case for studying sector 'hidden plans'.
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 (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 — plan presented as 'non-PSE' (mobility + voluntary) to escape legal obligations of a classic PSE
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.
Notes & sources
Additional information and references
Notes
Plan announced February 2026 — up to 2,400 cuts, 6-7% of France headcount. CGT denounces a 'hidden PSE': presented as internal mobility and voluntary departures, but matches classic ESN strategy of headcount reduction without using the PSE label. Niort plan specifically: 120 employees concerned (confirmed France Bleu). Status: announced, negotiation in progress.
Support
Outplacement, training, retraining aid and mobility
No one has documented this point for this plan yet. If you've been through it or have the document, your help will make this file useful to the next person.
Selection
How departures are decided — criteria and voluntary scheme
No one has documented this point for this plan yet. If you've been through it or have the document, your help will make this file useful to the next person.
📄 CGT Sopra Steria — 2 400 licenciements chez Capgemini, notre analyse (8 fév 2026) · View source →