To benefit from theLabour Medalis a valuable recognition after many years of professional engagement, and it is entirely legitimate to ask about the criteria for gaining access to thispremiumwho can actually count on a journey, in particular during a conversion or on the approach to retirement. Many adults engaged in a professional transition regularly ask about the seniority to be validated, the actual amounts awarded or the steps to be taken: with good benchmarks and solid support, one usually manages to value his path while approaching formalities without worry. Some even say they unlocked their files by sharing their doubts with the right person at the right time!
Summary of key points
- ✅ Understanding the criteria of seniority to claim the labour medal
- ✅ Know the amounts and conditions of any premium
- ✅ Accurately follow the administrative steps to pass the application
Contents
Labour medal bonus – entitlements, amounts, and procedure (direct response)
With20 years of service (or more), you wonder if a bonus accompanies the work medal, what amount you can expect, and what are the steps to take? To remember: the bonus is not usually automatic, but it remains widespread. The amount varies according to the collective agreement or practice of the undertaking, often including300 to over 1,000 € Tax exempt(That's also why we sometimes talk about a month's pay). To enter the process, it is necessary to first file a file (DDETS or online). Then, once the medal has been awarded, it is appropriate to provide the attestation to your employer. The precise modalities depend on the sector, the internal agreements and several specificities that can sometimes escape the candidate: an HR assistant told me that the texts are still evolving every year, sometimes causing some surprises about the payment or the date of delivery...
What is the Job Honour Medal?
To receive the medal of honour of work is to see recognized the regularity of a career. Many employees rejoice: this recognition touches (and regularly comes with a bonus). However, each company applies its own rules, and the criteria vary from sector to sector. One HRD reported that within the same group, some subsidiaries are eligible for the premium, others are not.
In summary, the medal distinguishes seniority and the quality of services, opening the way (subject to conditions) to a diploma, medal, or exceptional bonus. This valuation tool concerns both employers (image, loyalty) and seniors who want to secure a significant bonus before retirement.
Highlights: in 2026, approximately50,000 medals will be awarded, andmore than 30 %recipients will receive a bonus, often at an official ceremony (source: Public Service). It is noted that some departments place particular emphasis on this distinction; A territorial agent even evoked a growing enthusiasm among young pensioners!
What steps, seniority and proof are required?
It's seniority that structures everything. It is divided into four main stages: each level gives access to the associated medal, and sometimes to a higher bonus. All years of service are combined, including those performed by different employers or in parallel careers. Over the course of the conversions, this accumulation is not negligible...
The 4 official levels of the labour medal
Key points to keep in mind:
- Money:access from 20 years of seniority (often the first level obtained)
- Vermeil:30 years of age (many are waiting for this stage)
- However:reward after 35 years (often in industry, less in technology)
- Big gold:ultimate recognition at 40 (relatively rare today, but some do!)
A small anecdote gleaned from a collective session: an employee, convinced that her CSDs did not count, discovered that they did add to the seniority taken into account for the medal: like what, it is always wise to check the details before abandoning the file!
What evidence of seniority should be provided?
The administration generally asks:
- Employers' certificatesfinely specifying all periods worked (accuracy is often checked)
- Career summarytype Agrec-Arrco, pay slips, or employment unit certification (as applicable)
- In case ofabsence(health, maternity, national service), it is better to check: certain periods are treated as actual working time, but this is not always systematic
Good to know
I recommend that you report in your file if an employer no longer exists: proof of honour and additional evidence often make it possible to unblock the situation with the administrations.
Summary table of steps and durations
| Level | Years of service required |
|---|---|
| Money | 20 years |
| Vermeil | 30 years |
| Or. | 35 years |
| Great gold | 40 years |
How do I apply for a work medal in practice?
Starting the process requires a little bit of organisation: it is not taken at the last minute, because several steps are to be followed, or the deadline is delayed by six months. The timing, the specific documents and the administrative rigour are crucial: some candidates admit that they had to start over again for an oversight of date.
Administrative steps: from file preparation to submission
It is usually up to the employee to submit the application, either online (DREETS or Service-public.fr), or by mail to the prefecture/regional authority. Some structures, especially in the bank or hospital sector, offer full support, but this remains a minority according to a forum HR manager.
The file contains:
- Form Cerfa No 11796duly informed (available)Here)
- Employment and seniority documents(certificates, supporting letters, etc.)
- Evidence of valid identity and domicile
- In case of exception:Military certificatefor specific profiles
The shipment must meet a fixed limit: before 1andMay for the promotion of 14 July, or before 15 October for the promotion ofandJanuary. One advisor recently explained that forgetting this deadline is one of the most frequent mistakes, especially the first time.
Many candidates question: Is it possible to file without employer support? The answer is yes, in the vast majority of situations – provided that all documents validating seniority and scrupulously comply with deadlines. This autonomy often reassures those who feared an opposition of principle...
Presentation of the medal and role of the employer
After award, the employee receives an official diploma to be passed on to his employer. This certificate (diploma, paper certificate) gives access to the bonus, if any. It is recommended that a copy be attached to the HR department at the time of the claim.
From an organisational point of view, some companies organise a ceremony or publish an internal communication to value the award. Sometimes the transmission remains more confidential and the premium simply arrives via bank transfer without specific announcement. This largely depends on the size and culture of each structure, as evidenced by numerous feedback from trade union webinars.
Premium amount, calculation scale and tax exemption
Let us turn to the main concerns: the amounts and conditions. Note that the premium is not legally binding unless the collective agreement in your sector or your contract clearly requires it. This does not deter large companies from paying amounts that exceed the minimum standard; One adviser recently mentioned very advantageous agreements in industry, not at all in micro-enterprises.
Official amounts, SMIC values and concrete examples
In order to identify themselves, the official texts defineminimum by multiplying the gross hourly SMIC(Reference 2026:11.65 €/h).
| Level | Multiplier SMIC | Gross requirements 2026 |
|---|---|---|
| Money | 60 x SMIC | 699 € |
| Vermeil | 90 x SMIC | 1 049 € |
| Or. | 120 x SMIC | 1 398 € |
| Great gold | 200 x SMIC | 2 330 € |
What reality on the ground? In sectors such as banking, insurance or industry, payments varying between400 €(for money) up to1 650 €(for gold), according to collective agreements (Malakoff Humanis, Caisse d'Epargne, etc.). On the other hand, in some SMEs or businesses, most of the time there are still200 to 1,000 €even in the form of a gift voucher. An advisor reported the case of an employee who had received a gift card while waiting for a classic transfer: astonishment was total!
Tax exemption and social security contributions
Notable advantage: the medal bonus is exempt from taxes and contributions within the limit ofone month's basic salary. If, for any reason, your company chooses a more generous envelope, only the portion above this limit will be taxed. It is often relevant to ask HR about the calculation method used in your structure; for those undergoing conversion or on the eve of departure, this exemption may have a practical impact on the management of final income.
From experience, it has been noted several times that an omission in the transmission of the certificate delays payment – but the exemption remains well applied, even after months of lag. It is better to anticipate rather than wait unnecessarily!
Specific cases according to collective agreements
It is wise to consult the collective agreement of its sector to ensure that the maximum amount is obtained: in SYNTEC, SNCF, insurance or accounting firms, the amounts reached regularlyone month's salary(for gold or gold). A detour through the NCC grid often makes it clear. Think about questioning the union representative or HR in case of hesitation – two opinions are better than one in this type of sensitive case!
FAQ and friction points
Here is a summary of the questions regularly asked in workshops or in personalized exchanges (they are also found in most specialist guides):
1. What seniority for each step?
Money: 20 years; Vermeil: 30 years; Gold: 35 years; Great Gold: 40 years (regardless of the diversity of career paths, the essential being the sum of justifiable years).
2. Is the bonus compulsory? Who's paying it?
In practice, it is not imposed: everything depends on the contract, the recognized use in the enterprise, or the collective agreement. It appears more often in large groups than in SMEs. If the premium does not exist, it is wise to negotiate another form of recognition (day off, gift, etc.): it is a strategy advocated by some accompanying firms.
3. What is the length of service taken into account?
All paid periods are valid even with change of employer. Short breaks (disease, maternity, etc.) are sometimes included: this depends on the regulations applicable to the particular situation.
4. Is the premium taxable?
No, provided you stay within one month's pay. Above this threshold, the surplus is concerned with taxes and social contributions. The exemption is based on the texts published in the Official Gazette (Amended Decree of 16 May 1973 and General Tax Code, art. 81, 36°).
5. What if the former employer no longer exists?
By submitting your salary slips or certificates, it is often enough to complete the file with a certificate of honour. The DREETS and pension funds usually accept these elements: this is far from being an isolated case according to several trade union experts.
6. Can we request it on an exceptional basis before 20 years?
Yes, but it is a really unusual device (exceptional services, acts of bravery, accident... officially recognised). The administration then requires a full investigation. According to some DDETS, the files accepted each year rely on the fingers of one hand.
Support, practical tools and simulator
It's best to rely on your surroundings to secure every step of the way: seek the support of a union delegate, HRD or public bodies. Here are frequent resources on the main official sites or reference partners (CSE Guide, Public Service, CFDT...):
- Forms Cerfa(No 11796, 11797, available free of charge)
- Premium simulators: to estimate, as an indication, the amount to be hoped for according to your career
- Detailed tutorials and guides, useful for understanding each box in the folder
- Checklists to print and keep under hand throughout the procedure
- Updated directory of DDETS, useful to guide without getting lost in the jungle of contacts
In case of doubt, it is recommended to request an e-mail alert or a telephone call from an advisor: large companies and pension funds often provide this service. Many employees, anxious not to miss anything, keep a copy of each email or mail: it is far from useless when it comes to defending their request several months later.
Section by section, each obstacle can be overcome with the right accompaniment: feel free to ask HR, official platforms or union representatives if the procedure gets complicated. As one former trainer said, "it's not always obvious, but with a method, we can do it."
