Economic redundancy: letter of dismissal
Verified 30 March 2023 - Directorate for Legal and Administrative Information (Prime Minister)
The employer must inform the employee of his dismissal on economic grounds by sending him a letter of dismissal.
This letter must contain a number of mandatory particulars.
What information must be in the letter? In which time limit should it be sent? What is the consequence a letter for the employee?
We present you with the information you need to know.
The information to be included in the dismissal letter differs according to the size of the company.
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Company of less than 1000 employees
The letter of termination shall contain the following information:
- Economic reasons (e.g. economic difficulties) and their impact on the employee's employment or employment contract (e.g. job loss).
- Possibility to benefit from a re-hire priority for 1 year from the date of termination of the employment contract and conditions for its implementation
In principle, the employer signs the letter of dismissal.
He may delegate to another person belonging to the company to sign the dismissal.
If the dismissal on economic grounds is notified during the 21-day reflection period to join the professional security contract (CSP), the employer shall:
- Recalls the end date of the reflection period
- Specifies that, in the event of a refusal, this letter constitutes the notification of the dismissal.
Company of 1000 or more employees
The letter of termination shall contain the following information:
- Economic reasons (e.g. economic difficulties) and their impact on the employee's employment or employment contract (e.g. job loss).
- Possibility to benefit from a re-hire priority for 1 year from the date of termination of the employment contract and conditions for its implementation
- 8-day response time to accept reclassification leave
In principle, the employer signs the letter of dismissal.
He may delegate to another person belonging to the company to sign the dismissal.
Please note
Failure to reply within 8 days shall be considered a refusal.
The deadline for sending the dismissal letter varies according to the number of employees dismissed for economic reasons over the same 30-day period.
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Individual dismissal
Employer must wait 7 working days minimum from date of pre-maintenance before sending the letter of termination.
When the employee is an executive, the employer must wait 15 working days before sending the letter.
Between 2 and 9 employees
Employer must wait 7 working days minimum from date of pre-maintenance.
Between 10 and 49 employees
The employer must wait a minimum of 30 days from notification from the proposed dismissal by the employer to the Dreets: titleContent.
50 or more employees
The dismissal shall be notified by registered letter after the validation or approval of the employment protection plan (ESP) by the Dreets: titleContent.
The employer shall notify the dismissal by registered letter with notice of receipt.
The notice starts running on the 1stre presentation to the employee of the letter recommended for dismissal by the postal services.
The employee may contest his economic dismissal within 12 months who follow his notification.
The prud'homme council is competent.
Who can help me?
Find who can answer your questions in your region
Telephone administrative information - Allo Public Service
For more information on this topic, you can contact Allô Service Public.
Attention: the service does not have access to users' personal files and cannot therefore provide information on their status.
He does not respond questions relating to unemployment compensation and representations to France Labor (formerly Pôle emploi), the officials or contractual of the fpublic service, the amount or payment of contributions social, wage or management.
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The informants who answer you belong to the ministry responsible for labor.
Content of the letter, notification and deadline for dispatch (less than 10 employees dismissed for economic reasons within 30 days)
Content of the letter, notification and deadline for dispatch (10 or more employees dismissed for economic reasons within 30 days)
Proposal for redeployment leave (companies of 1 000 or more employees)
Dismissal challenge
Limitation period for legal proceedings