[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-204802-105":53,"doc-detail-204802-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","ending-an-employment-contract-in-france-dismissal-procedure-and-indemnities","Ending an Employment Contract in France - Dismissal Procedure and Indemnities","","Guide on ending an employment contract in France, outlining three termination routes: dismissal for personal reason, dismissal for economic reason, and agreed termination (“rupture conventionnelle”). Covers the requirement to follow strict procedures, the need for a genuine and proper cause, and common dismissal grounds such as misconduct, inaptitude, repeated absences, and inadequate results. Explains key procedural steps, required letters, interview timing, and documents to be delivered, plus indemnities and notice rules.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/ending-an-employment-contract-in-france-dismissal-procedure-and-indemnities/204802/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/ending-an-employment-contract-in-france-dismissal-procedure-and-indemnities/204802.png","ImageObject",442,249,{"name":88,"@type":89},"Terk","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-19","2026-09-05",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",10,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What are the main ways an employment contract can be ended in France according to the document?","Question",{"text":109,"@type":110},"The document distinguishes dismissal for a personal reason, dismissal for an economic reason, and an agreed termination of contract (“rupture conventionnelle”). Each route requires a strictly respected procedure.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What makes a dismissal for personal reason valid?",{"text":114,"@type":110},"It must be based on a genuine and proper cause. Grounds discussed include misconduct, professional inaptitude, physical inaptitude that cannot be resolved by redeployment, repeated absences disrupting the company, and inadequacy of results against achievable targets.",{"name":116,"@type":107,"acceptedAnswer":117},"What are the key procedural steps and timing for dismissal for personal reason?",{"text":118,"@type":110},"The employer must send a recorded delivery letter convening a preliminary interview, allowing the employee to be assisted. A 5 working day period must elapse between receipt and the interview, then the dismissal letter must be sent at least two working days after the interview by recorded delivery with acknowledgement of receipt.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},204802,1789975515,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":141,"read_time":73},1099525198933,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","By : Laurent VERDES,  \nPartner  \n[e-mail : lverdes@23bosquet.com](e-mail : lverdes@23bosquet.com)  \nTel : + 33 1 40 62 63 26  \nMobile : + 33 6 08 24 37 90  \n‘Ending an employing contract in France’  \nThere are two kinds of dismissal: dismissal for a personal reason (licenciement pour motif personnel) (I) and dismissal for economic reason (licenciement pour motif économique) (II) .  \nA procedure must be strictly respected for each case of dismissal.  \nWhen the employee and the employer agree to terminate the employment contract, they can sign a contract under the Agreed termination of contract (“Rupture conventionnelle”) (III) .  \nI –  DISMISSAL FOR PERSONAL REASON (LE LICENCIEMENT POUR MOTIF PERSONNEL):  \nThis requires a genuine and proper cause for the dismissal  \nA dismissal for a personal reason occurs because of the employee’s conduct, and must be a genuine and proper reason for the dismissal, otherwise the employee will be able to claim damages as well asthe indemnities stipulated by law or the collectivebargaining agreement which is applicable to the company.  \nThe reason for the dismissal can be misconduct (insults, fraud, theft, threat, etc…) or may not be connected to the employee’s conduct. For instance, the employee’s physical inaptitude to do the job as established by the occupational health doctor, if it is impossible to redeploy the employee in another role inside the company.  \nThe employee's health condition cannot be the reason for dismissing the employee in itself, and, in order to justify dismissing the employee, the company must show that the employee’s repeated  \nabsences disrupted the company and that the employee has to be replaced by a new recruitment on an indefinite term contract.  \nThe company can also dismiss the employee for professional inaptitude for example if the employee commits multiple errors.  \nThe employee’s inadequate results can be justification for dismissal if the company establishes that the employee has performed his or her functions inadequately (e.g.: inadequate, superficial or incomplete customer call reports) however the targets given to the employee must be genuine and achievable targets.  \nIf the employment contract does not contain a targets clause, the employee’s results can justify dismissal if they are mediocre in comparison to the results of his or her predecessors, colleagues or the employee's own previous results.  \nIf the employment contract includes a targets clause the company can justify a dismissal if the employee fails to achieve realizable targets.  \n1 – Procedure:  \nThe procedure to dismiss an employee for a personal reason begins by sending the employee a recorded delivery letter with acknowledgement of receipt convening the employee to a preliminary interview.  \nThe convening letter must state that a dismissal is being considered but the company is not obliged to specify the complaints against the employee at this stage.  \nThe convening letter must state that the employee can be assisted at the interview by any person he  \nor she chooses who can be an employee in the company (e.g. a staff representative) or a person from outside the company.  \nA period of 5 working days must be respected between the employee receiving the letter and the actual interview.  \nThe interview is normally held at the place of work or at the company’s registered office.  \nThe purpose of the company is a discussion between the company and the employee to find a solution to a problem. The employee must therefore be given the opportunity to explain him or herself. If they do not succeed in finding a solution the company can dismiss the employee by sending the employee a letter of dismissal. This letter of dismissal must be sent at least two working days after the preliminary interview, by recorded delivery letter with acknowledgement of receipt.  \nThe letter of dismissal must give the reasons for the dismissal and also inform the employee of his or her rights with respect the individual t","cbCaim9ANF7qCIfA","https://ap.wps.com/l/cbCaim9ANF7qCIfA","pdf",154860,6,"English","# Termination routes\n## Dismissal for personal reason (le licenciement pour motif personnel)\n### Procedure\n### Indemnities","[{\"question\":\"What are the main ways an employment contract can be ended in France according to the document?\",\"answer\":\"The document distinguishes dismissal for a personal reason, dismissal for an economic reason, and an agreed termination of contract (“rupture conventionnelle”). Each route requires a strictly respected procedure.\"},{\"question\":\"What makes a dismissal for personal reason valid?\",\"answer\":\"It must be based on a genuine and proper cause. Grounds discussed include misconduct, professional inaptitude, physical inaptitude that cannot be resolved by redeployment, repeated absences disrupting the company, and inadequacy of results against achievable targets.\"},{\"question\":\"What are the key procedural steps and timing for dismissal for personal reason?\",\"answer\":\"The employer must send a recorded delivery letter convening a preliminary interview, allowing the employee to be assisted. A 5 working day period must elapse between receipt and the interview, then the dismissal letter must be sent at least two working days after the interview by recorded delivery with acknowledgement of receipt.\"}]","Ending an Employment Contract in France - Dismissal Procedure and Indemnities | PDF",1788575619]