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IBM France
Main severance
Enhanced ISR (voluntary)
Health cover
Statutory portability (12 months)
Status
Annulled
Positions affected
328 management positions cut (~10% of France headcount)
Context
Why the plan was launched and who is affected
Sites affected
All Business Units (IBM Technology, IBM Consulting, support functions). HQ: Bois-Colombes (92).
Rationale & context
Plan presented early 2026 within a Europe-wide programme, justified by AI productivity gains and offshore shared-service centres.
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 agreement (IDCC 1486). Absent a published PSE scale, the statutory/collective severance indemnity applies as a minimum.
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.
Enhanced specific rupture indemnity (ISR) provided by the agreement; exact amount not published.
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 | (1.67 months × €3,500) | €5,833 |
| 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
2026 voluntary-departure accompaniment agreement signed early April 2026 (UNSA, CFDT, CFE-CGC), then unilaterally withdrawn by management late April 2026.
- 328 management positions targeted (~10% of staff).
- Mechanism: voluntary-departure plan (PDV) within a PSE framework — no forced layoffs.
- Over 200 volunteers, mostly near retirement.
- Plan cancelled late April 2026, citing 'market instability'; cancelled only in France.
- Follows a 2024 plan (~206 positions).
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.
📄 Le Monde Informatique ; communiqués CFDT/UNSA/CFE-CGC IBM · View source →