France
Answer ... An employer needs a ‘real and serious cause’ to lawfully terminate an employment contract. Thus, a dismissal must be based on one of the following:
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personal grounds related to the employee, including:
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- his or her professional insufficiency;
- lack of results;
- simple misconduct – for example, insubordination, disloyalty or desertion from post;
- ‘gross misconduct’, defined as misconduct that is sufficiently serious to mean that the employee cannot stay even one day more at the company; or
- ‘intentional misconduct’, defined as misconduct that implies the employee’s intention to harm the company.
- The personal grounds for dismissal must be objective, real, precise and sufficiently serious to justify termination of the employment contract. A case-by-case analysis will be conducted by the judge in case of litigation;
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‘economic grounds’, defined as dismissal that results from one of the following:
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- downsizing or restructuring of a position; or
- refusal by an employee of a modification to his or her employment contract (eg, modification of salary, work time, level of responsibility, work location).
- This measure must be justified by one of the following economic reasons:
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- economic difficulties based on the significant development of at least one economic indicator, such as a decrease in orders or sales, operating losses or degradation of cash, or any other evidence to prove such difficulties;
- technological advancements;
- reorganisation of the company which is necessary to safeguard its competitiveness; and
- termination of the entire business activity of the employer.
France
Answer ... Article L1234-1 of the Labour Code provides for the following notice periods, depending on the seniority of the employee:
- one month for seniority of between six months and two years; and
- two months for seniority of two years or more.
The notice period begins upon receipt of the dismissal letter through the post.
Most collective bargaining agreements provide for a longer notice period. Thus, for employees of executive status (‘cadres’), the notice period is generally three months.
The employer can decide to exempt the employee from the notice period while paying his or her salary until the end of the notice period.
Exceptionally, in some cases, no notice period is required or paid (eg, dismissal for gross or intentional misconduct, termination by mutual consent or ‘rupture conventionnelle’).
France
Answer ... If the employee is dismissed without ‘real and serious cause’, the Labour Tribunal can grant damages to the employee.
Damages are determined by the judge according to a mandatory damages scale set out in Article L1235-3 of the Labour Code and vary from one to 20 months’ salary, based on the size of the company and the employee’s seniority.
The mandatory damages scale does not apply if the dismissal is deemed null and void under law – for example:
- in case of breach of a fundamental right (eg, freedom of speech, right to strike);
- if the dismissal is based on discriminatory grounds, a claim of sexual or moral harassment, or a gender pay gap claim; or
- in case of wrongful dismissal based on an employee’s protected category or breach of a protection tied to pregnancy.
In such cases, the dismissed employee is entitled either to reinstatement and back pay or to damages of at least six months’ salary.
France
Answer ... During the notice period, employees continue to accrue vacation. Thus, on the date of termination of an employment contract, the employer must pay the employee for any accrued vacation not taken.
In addition, if an employee is dismissed, he or she will be granted a notice period or compensation in lieu of notice (ie, wages, overtime and bonuses), paid each month on the normal dates of payment, except in case of gross or intentional misconduct (see question 5.2.).
Upon termination of employment, except in case of gross or intentional misconduct, all employees are entitled to severance pay. In principle, the required seniority for severance is eight months. The severance pay will amount to:
- at least one-quarter of a month’s salary per year of service up to 10 years of seniority; and
- one-third of a month’s salary per year of service after 10 years of seniority.
The salary is calculated based on compensation in the last 12 months preceding dismissal (or, if the seniority is under 12 months, in all months preceding dismissal), or in the last three months if more favourable. In principle, it includes all types of compensation (eg, bonuses, commissions, benefits in kind).
However, a collective bargaining agreement may provide otherwise.