Launched in 2019, France's Retirement Savings Plan (PER) has become the go-to solution, effectively replacing legacy products like the Popular Retirement Savings Plan (PERP), Madelin contracts for self-employed professionals, collective PERCO plans, and "Article 83" contracts. With decades of expertise advising clients on retirement strategies, we've seen the PER streamline savings across three key forms: individual PER, collective company PER, and mandatory company PER.
The individual PER, succeeding the PERP and Madelin, is accessible to anyone—job seekers, employees, or self-employed—through banks, insurers, or financial advisors, regardless of age.
This long-term vehicle lets you build wealth during your career, unlocking it at retirement as a lump sum, annuity, or a mix of both.
Build savings via two options: an investment PER (a securities account holding stocks, bonds, or SICAVs, offered by banks or investment firms) or an insurance PER (a group life insurance policy from insurers, mutuals, or pension funds).
Savings management adjusts dynamically with your age—higher-risk, higher-reward assets early on, shifting to safer options near retirement (more on this via Assurement Invest).
Fund it with personal voluntary payments. If you have a company PER, add employer contributions, profit-sharing, participation bonuses, CET transfers, or mandatory payments.
Contributions are tax-deductible from your income annually, up to set limits. Opt out for deferred benefits upon withdrawal, varying by annuity or capital payout.
Unlock at retirement age: choose annuity (if elected upfront), lump sum (one or more payments), or combined. Early access is limited to cases like disability (yours or dependents'), spouse/PACS partner death, unemployment exhaustion, over-indebtedness, primary residence purchase, or business liquidation for non-employees.
Upon death, savings transfer to heirs or designated beneficiaries, closing the plan.
Replacing PERCO, this optional plan targets employees (often after 3 months' seniority). Employers may auto-enroll, with a 15-day opt-out window; they cover management fees.
Leaving the company? Transfer to a new employer's PER or an individual PER.
Like its individual counterpart, it builds retirement funds for capital or annuity payout. Employees get a dedicated account tracking holdings.
Management pilots assets by age and risk; a solidarity fund option is mandatory. Fund via personal payments, profit-sharing, CET, or individual PER transfers. Employers add contributions (capped at 3x your payments or €6,581.76).
Deduct contributions annually from taxable income (up to limits), or defer for withdrawal taxation (capital gains differ by payout type). Employee savings plan transfers are income tax-exempt.
Same rules as individual PER: retirement or qualified early events, with identical death provisions.
Succeeding "Article 83" contracts, this requires enrollment for all employees (or defined categories) via company decision or collective agreement; it can pair with a collective PER.
Mirrors collective PER operations, with full employee disclosure. Funded by voluntary/mandatory personal payments and employer matches.
Funds lock until retirement, except for disability, family events, unemployment end, over-indebtedness, home purchase, or liquidation.
Payments follow collective PER tax treatment. Withdrawal taxes hinge on contribution types and payout (annuity/capital).
Mandatory contributions exit as lifetime annuity only. Voluntary ones allow capital, annuity, or mix. Death transfers to heirs/beneficiaries.
