At MIA Assurances, we support your clients across all of their social protection (health, death and disability, pensions, employee savings) with an integrated approach. At the heart of this whole, the Compulsory Company Retirement Savings Plan (Plan d’Épargne Retraite d’Entreprise Obligatoire, PERO) stands out as a pragmatic tool for helping employees build up additional long-term income.
Our conviction: protect today, anticipate tomorrow. It is this overall vision that guides our day-to-day support.
PERO: what exactly are we talking about?
The PERO is a group retirement savings plan set up by the employer, compulsory for the employees of one (or more) objective categories. It succeeds the former “Article 83” contracts and fits within the framework laid down by the PACTE law: managed handling by default, compartments according to the nature of the payments, and rights that are transferable between PERs.
Structuring points to remember:
- Setting up: employer decision, collective agreement or ratification by the majority of employees.
- Beneficiaries: all teams or certain objective categories (regulated criteria).
- Handling: horizon-based managed handling by default (risk profile and progressive securing), with the option of self-directed handling depending on the plan.
- Exits: lump sum and/or annuity depending on the nature of the payments and the plan’s rules.
A momentum that is accelerating
Article 83 migrations and first set-ups
On the ground, we are seeing a clear acceleration:
- Migrations of former Article 83 contracts to the PERO, facilitated by the so-called “green industry” law (regulated collective transfer: terms, employee information, deadlines).
- First set-ups in SMEs and mid-cap companies that want a clear and consistent social policy, in continuity with health and death and disability cover.
Key point: the PERO brings clarity of management (a single plan, compartments, portability) and integrates without friction into an existing health and death and disability base.
2026
What is changing for the taxation of PER/PERO gains
Since 1 January 2026, the CSG on certain capital income has been raised to 10.6 %, bringing the total social levies on gains to 18.6 % (compared with 17.2 % previously). As a result, the flat tax (PFU) rises to 31.4 % for the income concerned. This change applies to PERs, including the PERO, on taxable exits (lump sum or annuity depending on the case).
Key impacts to understand:
- The increase applies to gains at the time of exit; during the savings phase, the savings grow without annual social levies on the unit-linked funds.
- The new rate does not affect the savings mechanism (payments, handling, switches). The challenge is to adjust the exit simulations (lump sum/annuity, timing) and to calibrate the educational support for employees.
In practice: despite the increase to 18.6 %, the PERO retains its advantages (possible deduction of voluntary payments depending on the case, long-term capitalisation). The key is to incorporate these parameters into the decision-support process.
Three structuring decisions for a successful PERO
- Funding architecture.
Define who pays what, at what level and according to which rules (compulsory employer share, possible employee co-funding, voluntary payments). The aim: internal fairness, clarity for beneficiaries, and budget control on the employer’s side.
- Investment policy.
Choose the managed handling curve (cautious, balanced, dynamic), the funds and the securing rules as retirement approaches; document the risk tolerance and the horizon-based allocation cases.
- Exit scenarios and associated education.
Simulate the lump sum/annuity combinations by compartment, clarify the impact of the 2026 social levies, the spreading options and the specific cases (small annuities, staggered withdrawals, release events).
Good to know about Article 83 migration
Points to watch 2024-2026
- Facilitated collective transfers: the law has secured the routes (agreement, DUE, majority ratification) and set information obligations towards employees. Deadlines and fee caps apply, with regulated cases of reduced transfer value where there are unrealised losses on euro-denominated assets.
- HR communication and change management: map the groups concerned, explain the differences between Article 83 and the PERO (compartments, exit rules), and support each stage (Q&A, webinars, notices).
Why the PERO remains a useful pillar in 2026
- Clarity for employees: a single framework, managed handling, transferable rights.
- Economies of scale: pooling of processes (enrolments, funds, reporting), a better employee experience.
- Creation of social value: a natural fit with health and death and disability cover; a clear employer message: “we protect today, we prepare for tomorrow”.
- Budget optimisation: fine-tuned choices on contribution rates, targeted employer-match options, and education to enhance the scheme’s value within the compensation package.
18.6 %: how to explain it simply?
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The aggregate rate of social levies on certain capital income rises from 17.2 % to 18.6 % in 2026 (a CSG increase from 9.2 % to 10.6 %).
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For an employee who withdraws 50,000 €, of which 15,000 € is gains, from their PERO, the increase represents +1.4 % on the gains portion alone (that is +210 €). The net effect will depend on the chosen lump sum/annuity mix and the associated tax options.
How MIA Assurances supports you
- Framing and compliance: legal security of the set-up documents, social compliance, HR documentation.
- Plan design: contribution structure, investment profiles, securing rules, exit options.
- Education and adoption: communication kits, simulators, enrolment journeys, Q&A webinars.
- Steering: coverage indicators, satisfaction, take-up rate, budget and financial monitoring.
The goal: a clear, secure and operational PERO, integrated without friction into your processes.
