Anonymous CV: What French Law Actually Says

The question of the anonymous CV regularly resurfaces in the French public debate. It touches on equal opportunities, the fight against hiring discrimination, and, more concretely, what you are entitled to include — or leave out — on your CV. Here is a clear and up-to-date overview of the law as of June 2026.

The 2006 Law: A Promise Never Kept

It all begins with Law no. 2006-396 of 31 March 2006 on equal opportunities. Its Article 24, codified as Article L. 1221-7 of the Labour Code, had provided for making the anonymous CV mandatory in companies with fifty or more employees. The objective was clear: to prevent discrimination based on origin, age, gender, or physical appearance at the shortlisting stage.

The problem: this legislative obligation could not apply on its own. It required an implementing decree specifying which information to anonymise, under what technical conditions, and according to what timetable. That decree was never published.

The Conseil d'État Steps In… Without Lasting Result

Faced with this inaction, a private individual and several associations brought the matter before the Conseil d'État. In July 2014, the high court ordered the Prime Minister to issue the decree within six months, ruling that "the reasonable time allowed to the Government had been exceeded."

The Conseil d'État's decision is unambiguous: the law was not self-sufficient, a decree was essential, and the State had failed in its obligation to legislate within a reasonable timeframe. (Conseil d'État – Anonymous CV)

Despite this order, the decree never materialised. Instead, the legislature chose a different path: in 2015, the National Assembly amended the provision to make the use of the anonymous CV optional, rather than mandatory. A written question submitted to the National Assembly in May 2026 (question no. 15001) notes that "this measure has never been implemented due to the absence of a decree," a sign that the debate is not closed.

The Situation in 2026: The Anonymous CV Remains Optional

To date, no French company is legally required to implement an anonymous CV process. Employers may continue to receive and process standard CVs containing candidates' names, photos, or dates of birth.

Some large companies and public bodies have nonetheless adopted voluntary anonymisation measures in their recruitment processes, particularly during automated shortlisting phases. These remain initiatives specific to each organisation, however, not a legal obligation.

What You Can Leave Off Your CV

Even in the absence of a mandatory anonymous CV, nothing requires you to provide personal information that is not relevant to assessing your professional skills. In practice, you are perfectly entitled to choose not to include:

• Your photo (it is not required by law — see our article on CV photos in France in 2026)
• Your date of birth or age
• Your nationality or origin
• Your full address (your city is sufficient)
• Your marital status or family situation

This information can, consciously or not, introduce bias into the assessment of your application. Omitting it amounts to "anonymising" yourself, without waiting for a legal framework to impose this on your future employer.

Hiring Discrimination Remains Illegal

While the anonymous CV is not mandatory, hiring discrimination is explicitly prohibited. Article L. 1132-1 of the Labour Code lists 25 prohibited grounds of discrimination, including origin, age, gender, religion, physical appearance, nationality, and sexual orientation.

An employer who refuses to hire a candidate on the basis of one of these grounds faces:

• 3 years' imprisonment and a €45,000 fine under criminal law (Article 225-2 of the Criminal Code)
• Damages before the Employment Tribunal (Conseil de Prud'hommes)
• A complaint to the Défenseur des Droits, which is free of charge and confidential

In cases of suspected discrimination, the burden of proof is adjusted in your favour: you need only present evidence suggesting that discrimination has occurred; it is then up to the employer to prove that their decision was based on objective and professional criteria.

Should You "Anonymise" Your Own Application?

This is a legitimate question, and the answer depends in part on the sector and type of role you are targeting. In some fields (start-ups, consulting firms, client-facing roles), the photo and personal profile form an integral part of the application. In others (the public sector, large companies with structured HR processes), stripping them back may reduce unconscious bias.

What does not change, however, is the importance of a well-structured, readable CV that focuses on your real skills. Consult our guide on common mistakes to avoid on a CV to avoid undermining your application on points of form.

In Summary: What the Law Says

• The anonymous CV is optional in France following the 2015 legislative amendment.
• The 2006 law that made it mandatory for companies with 50+ employees was never enforced due to the absence of a decree.
• You are free to omit your photo, age, nationality, or full address from your CV.
• Hiring discrimination remains a criminal offence, regardless of the CV format.
• If you suspect discrimination, you can refer your case to the Défenseur des Droits or the Employment Tribunal.

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