The Prior Declaration of Employment (DPAE) is finally entering the scope of DSN. A seemingly discreet reform, yet one that represents a genuine paradigm shift for employers. Expected for several years, this integration aims to reduce administrative formalities while strengthening measures to combat undeclared work. Analysis.
A Structural Reform Planned for 2026
It is now official: the DPAE, this mandatory formality that every employer must complete before a new employee’s arrival, will be transmitted directly via DSN starting in 2026.
This new notification, entitled “Notification 10 – Prior Declaration of Employment,” is part of the administrative simplification approach initiated since the creation of DSN in 2016.
Initially, the system will only concern hires under the general scheme, and permanent employment contracts (CDI) or fixed-term contracts (CDD). Temporary employment contracts and employees under the agricultural scheme are therefore not yet covered.
Specifically, What Will Need to Be Declared?
This notification must be transmitted within 8 days preceding the employee’s actual hiring and will include a set of essential information:
- Employee identity: NIR, surname, first names, date and place of birth, gender
- Expected date and time of hiring
- Type of contract (CDI or CDD), with any public policy schemes utilized
- Duration of probationary period, mandatory for CDIs and CDDs exceeding 6 months
- Contract end date for CDDs
- Identification of the Occupational Health and Safety Service (SPST)
In case of error (particularly regarding the hiring date), a new “complete cancellation and replacement” notification may be submitted. A business acknowledgment report (CRM 126) will also confirm proper processing of the declaration.
A Matter of Simplification but Also Compliance
For employers, this reform offers dual benefits. It enables further centralization of social declarations within a single channel—DSN, while limiting risks of oversight or non-compliance. Ultimately, this could also contribute to improving the quality of data transmitted to social organizations.
However, this technical advancement also requires adaptation of internal processes and HRIS tools. Companies must ensure their systems are capable of generating the DPAE notification within the required timeframes, without disrupting hiring processes.
Simplification is not yet optimized, however, as this new DPAE flow will in no way replace the initialization notification of variables which, during hiring, enables retrieval of the new employee’s withholding tax rate.
Testimonial – Magali Covain, Managing Partner at Althéa
“The integration of DPAE into DSN is a logical step in the modernization and digitalization of HR processes. It offers an opportunity to harmonize data, increase automation, and secure a key moment in the employee journey. For HR Directors and payroll teams, this is a matter to anticipate today, both technically and organizationally. At Althéa, we support our clients through this transition and its implementation, with a pragmatic and tailored approach.”
Key Takeaways
| Element | Detail |
| Implementation Date | 2026 (exact date to be announced) |
| Scope | CDI and CDD under the general scheme |
| Excluded | Temporary employment contracts and agricultural scheme |
| Declaration | Via Notification 10 – DPAE in DSN, within 8 days preceding hiring |
| Technical Reference | Form 3300 – net-entreprises.fr |
A Reform to Prepare for Now
As the effective date approaches, it is essential for companies to anticipate this change. This involves:
- A diagnostic of existing processes or their future amendments (and potential silos between departments (payroll, personnel administration, HR, legal…) and the concept of central or local services)
- An update of HRIS tools and vendor capability to generate the new flows
- Awareness training for HR and payroll teams regarding upcoming changes
As is often the case with social compliance, particularly with social organizations, the best-prepared companies will be those that leverage this reform to ensure reliability of their administrative management, while also streamlining the employee experience from the point of hiring.
Need Support in Preparing for DPAE in DSN?
The coming year will continue to be strongly marked by change in our payroll/DSN sector (salary transparency, substitution CRM, DPAE…) so do not face this alone and contact us to be supported by subject matter experts!
Althéa’s experts offer you a flash diagnostic, operational scoping workshops, and support for deploying HRIS changes.
