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O-I Glass (Owens-Illinois) France
Main severance
Supra-legal (amount not public)
Health cover
Statutory portability (12 months)
Status
Signed
Positions affected
316 net cuts out of ~2,200 employees (9 sites)
Context
Why the plan was launched and who is affected
Sites affected
Vergèze (Gard, closure, 164), Vayres (33, 81), Gironcourt-sur-Vraine (88, 26), Puy-Guillaume (63, 22), Reims (51, 8), Vaulx-en-Velin HQ (69, 15).
Rationale & context
Declining demand (wine and spirits), overcapacity and competition from alternative packaging; the group posts record profits.
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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.
Mechanical glass manufacturing agreement (IDCC 1821). Absent a published PSE scale, the statutory/collective severance indemnity applies as a minimum.
Underlying formula · Collective indemnity by seniority; the legal minimum (1/4 month of salary per year up to 10 years, then 1/3 month beyond) is guaranteed.
Supra-legal top-up
The amount negotiated by unions ON TOP OF the legal and collective minimum. Often the largest part of the package.
Negotiated supra-legal measures; final amount not published (initial offer ~€5,000 above statutory, union demand €25,000 + €1,000/yr).
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 · Mechanical glass manufacturing agreement (IDCC 1821) — Managers: 3 months. Workers/technicians: 1 to 2 months by seniority.
Example — rough estimate
For a non-manager employee with 5 years of seniority and €3,500 gross/month:
| Collective severance | (1.25 months × €3,500) | €4,375 |
| 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
Announced 8 April 2025; majority agreement signed late October 2025 then transmitted to DREETS. Full closure of the Vergèze plant (164 employees, Perrier bottles). Union demand: €25,000 + €1,000/yr.
- 316 net cuts (≈15% of staff) across 9 sites.
- Full closure of Vergèze (Gard, 164 employees, Perrier bottles).
- Other affected sites: Vayres (81), Gironcourt (26), Puy-Guillaume (22), Reims (8), Vaulx-en-Velin HQ (15).
- Final supra-legal amount not published; initial offer ~€5,000 above statutory.
- Redeployment negotiated from 13 to 16 months.
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 Journal des Entreprises ; franceinfo ; NVO/CGT ; Force Ouvrière · View source →