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Royal Canin (Aimargues)
Main severance
Not publicly disclosed at this stage
Health cover
Statutory portability (12 months)
Status
In negotiation
Positions affected
~100 cuts out of ~1,700 staff (office and field-sales roles)
Context
Why the plan was launched and who is affected
Sites affected
Aimargues (Gard) — historic HQ/campus (only site impacted; factory not affected).
Rationale & context
Reorganization to refocus on core business (dog/cat nutrition) and restore competitiveness, amid volume declines and digital competition.
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.
Food industries agreement (animal nutrition / pet food). 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.
Information 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 · Food industries agreement — Employees/workers: 1 to 2 months. Managers: 3 months.
Example — rough estimate
For a manager (cadre) 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
First PSE at the historic Aimargues site (Gard), announced late 2024; works-council consultation through March 2025. Only office and field-sales roles affected, not the factory. (Jedha's 118 figure not corroborated: ~100.)
- First PSE at the historic Aimargues site.
- ~100 cuts (Jedha's 118 figure not corroborated).
- Priority for voluntary departures; 70 modified positions, ~50 created over two years.
- Office and field-sales roles only; factory not affected.
- No public indemnity amount.
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.
📄 Objectif Gard ; Le Journal des Entreprises ; ICI (France Bleu/France 3 Occitanie) · View source →