Phased Retirement at 60: Eligibility Requirements and Recent Regulations
Since September 1, 2025, the age for accessing phased retirement has been lowered to 60 for all occupations, thus simplifying access to this scheme, which was previously reserved for specific generations. This major reform, formalized by Decree No. 2025-681 of July 15, 2025, now allows a greater number of employees, non-tenured staff, civil servants, and self-employed workers to benefit from a gradual approach to the end of their careers.
To be eligible for phased retirement, several criteria must be met. The first is the minimum age, set at 60, regardless of the year of birth. Previously, this limit varied, notably between 60 and 62, depending on the generation. Next, it is necessary to have at least 150 quarters of contributions across all pension funds, including basic and supplementary schemes such as Agirc-Arrco for both managerial and non-managerial employees. A reduction in working hours is also required, ranging from 40% to 80% of full-time hours, whether measured in hours or days depending on the type of contract, including for employees on a fixed-day contract. For self-employed workers, such as those in the liberal professions deemed eligible since January 2024, the relevant income reduction is between 20% and 60%, a provision included in the Social Security Code (articles L. 161-22-1-5 and L. 351-15). This system relies on the provisional liquidation of a portion of pensions, allowing workers to receive part of their retirement benefits while maintaining a professional income adjusted to part-time work or reduced earnings. This development also encourages stronger dialogue between employees and employers, particularly for reaching an agreement on reduced working hours, often formalized by a written request sent by registered letter.
With this regulatory change, phased retirement now represents a flexible and secure option, but one that requires a thorough understanding of the procedures and applicable rules. Organizations such as the CNAV (National Old-Age Insurance Fund), the Carsat (Regional Pension and Occupational Health Insurance Fund), and Malakoff Humanis and Humanis support future beneficiaries to guide their choices and avoid any pitfalls.
Discover everything you need to know about phased retirement at age 60: conditions, advantages, and procedures for a smooth transition to retirement. How it works and the process: how to organize your phased retirement from age 60
The transition to phased retirement requires careful preparation, both to adjust your working hours and to anticipate the impact on your income. Employees wishing to activate this scheme must notify their relevant pension fund of their request at least five months before the intended date for the partial liquidation of their benefits, generally via the official pension insurance portal. When employed, individuals must provide proof of part-time or reduced-hour work, such as their employment contract or recent payslips. A sworn statement specifying that they do not engage in any other professional activity is also required, ensuring compliance for the calculation of benefits. This administrative step is essential for the CNAV (National Old-Age Insurance Fund) or Carsat (Regional Pension and Health Insurance Fund) to validate the provisional payment of a portion of their pension.For the self-employed, the procedure focuses on the actual reduction of professional income, justified in particular by tax returns. Liberal professions, now included in the scheme since 2024, must therefore demonstrate a decrease in activity that meets the regulatory criteria. The phased retirement scheme also offers a social and economic advantage for businesses: by allowing for proactive workforce management, it facilitates skills transfer and prepares for team renewal without abrupt disruption. This smoother career transition encourages a better work-life balance at an age when fatigue may begin to set in. It is important to note the specific arrangement regarding contributions. Unlike combining work and retirement, phased retirement allows you to continue contributing to the pension scheme as if you were working full-time, subject to your employer’s agreement. This allows you to accrue pension credits during this period before your benefits are finalized. This provision is therefore doubly beneficial, as it preserves future pension rights while offering a degree of financial security.Who is eligible for phased retirement and what exclusions remain?
However, there are specific exceptions. Workers carrying out certain very specific activities exclusively cannot benefit from the system. These exclusions concern in particular professions subject to special regimes cited in article L. 311-33 of the Social Security Code. Likewise, beneficiaries of pre-retirement schemes, within a regulatory, conventional or unilateral framework and acquired before December 2023, are also excluded, thus avoiding any double compensation.
This legal clarification aims to maintain fairness between the different salary categories, while avoiding an overlap of systems which could weaken the financial sustainability of social protection. For example, an employee covered by a gradual cessation of activity plan in an industrial company cannot combine this system with progressive retirement if this early retirement was already in place before the reform.
It is important to point out that organizations such as Macif, Generali, or even Mutuelle Bleue, often involved in the social and medical support of seniors, regularly advise their members on the relevance of progressive retirement based on individual specificities. These players also support the management of work leave, health insurance and other benefits, thus securing the end-of-career journey.
In some cases, the complexity of the system may necessitate personalized advice to fully understand one’s rights. Health insurance experts and partners such as Humanis and Malakoff Humanis frequently organize information sessions for seniors to demystify this often misunderstood system, despite its potential advantages.
The financial implications of phased retirement: benefits and precautions
Phased retirement is characterized by the payment of a portion of the retirement pension while maintaining part-time employment. This unique feature results in a mixed financial contribution that combines income from part-time work and a portion of the pension, thus allowing for a financially stable and gradual transition.
The portion of the pension paid is calculated to compensate for the difference between full-time and reduced income. In other words, the amount received aims to restore an overall income level close to that of full-time employment, although some adjustments are unavoidable. This mechanism helps mitigate the impact of a sudden drop in salary due to reduced working hours.
However, an overall decrease in income may occur depending on the degree of reduced activity. This situation requires beneficiaries to carefully assess their personal budget and prepare for a possible reduction in their resources. It is advisable to run simulations, for example on specialized platforms linked to the pension insurance system, to accurately anticipate the long-term financial impact.
Furthermore, continuing to make full contributions through phased retirement helps optimize the final level of the full pension, thus consolidating acquired rights. This dual approach—contribution and partial pension receipt—is a major advantage compared to other forms of phased retirement or combining work and retirement, which do not always allow for continued contributions. Vigilance must be maintained regarding pension adjustments related to any change in working hours. Indeed, a change in part-time work or a return to full-time work results in the immediate suspension of phased retirement and a possible review of entitlements. Beneficiaries must also comply with the reporting formalities with their pension fund to avoid any recovery or penalties.
For more detailed information on the specifics related to the amounts and constraints of the scheme, the information provided by organizations such as the CNAV (National Old-Age Insurance Fund) or the Carsat (Regional Pension and Occupational Health Insurance Fund) remains a reliable source, while supplementary insurance partners like Malakoff Humanis offer strategic and personalized support in retirement management. Social and Professional Impacts of Phased Retirement on Workforce Management
Phased retirement is much more than a simple financial mechanism: it represents a real lever for both the company and the employee in organizing the transition between professional activity and final retirement. This system promotes a gradual reduction in workload, thus allowing the worker to prepare for their future while maintaining an appropriate level of commitment.
For the company, this offers an effective human resources management solution, especially in a context where the employment of older workers is a key concern. By promoting phased part-time work, management can anticipate departures, organize the transfer of essential skills, and adapt naturally to economic needs without abrupt disruption. This anticipation also allows for better planning of recruitment and training.
For the employee, phased retirement provides a valuable opportunity to maintain a work-life balance, while mitigating the sometimes harsh effects of a complete cessation of activity. This arrangement improves overall quality of life, reduces the stress associated with retirement, and extends social and economic participation within a secure framework.
This system also fosters social dialogue; collective bargaining can include agreements tailored to the specific needs of the industry or company, integrating phased retirement as a tool for valuing older employees. Some companies, supported by expert advice from organizations like Assurance retraite and partners such as Generali, are actively working to promote this type of transition.
In short, phased retirement at 60 is a modern and human-centered approach that combines social benefits with the optimization of professional resources. It provides a suitable response to current demographic and economic challenges, while offering a personalized path to a balanced and peaceful retirement.