Lump-sum external redeployment allowance: what will change for employers

Indeed, the current regime for the lump-sum allowance operates as follows:

• The lump-sum allowance is payable in the event of external redeployment where:
  •     the company has ≥ 25 employees, has not met the disabled worker employment quotas,
  and is exempt from the internal redeployment obligation (“préjudices graves”);
  •     the company has < 25 employees.
• The lump-sum allowance is not payable in the event of external redeployment where:
  •     the company has ≥ 25 employees and has met the disabled worker employment quotas.

Therefore, Bill No. 8804, submitted on 24 July 2026, aims to end this disparity in treatment and
clarify the rules:

• The lump-sum redeployment allowance would be payable in all cases where the Joint
  Committee (“Commission mixte”) decides on external redeployment (except in the event of
  the employer’s cessation of business or if the employee is already on not).
• All employers may apply to the Employment Fund (“Fonds pour l’emploi”) for reimbursement of
  the allowance, except those exempted from internal redeployment on grounds of serious
  hardship (i.e., those not meeting the disabled worker employment quotas) whose workforce
  exceeds 49 employees.

Point of attention: pending adoption of the bill, the current regime remains in force.

Our Employment Law department remains fully available to answer any questions you may have
regarding the lump-sum external redeployment allowance, or professional redeployment more
generally.