Ending an employment contract
What really separates dismissal, mutually agreed termination and resignation, the two-slope severance scale giving 10 133 € rather than 9 600 €, and the benefit where the 57 % floor applies below 2 415 € of salary. Three modules on twelve years of service. All the prose is free to read; the case study and quizzes are sold.
Advanced3 modules26 minModule 1 free to read
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This content is part of the path: Ending an employment contract· Step 1 of 9· Next step: Dismissal notice period
By the end of this course, you can…
These outcomes are the modules' own: the promise cannot say anything the course does not teach.
- Tell dismissal, mutually agreed termination and resignation apart by their effects.
- Remember the notice period by length of service.
- Know when no notice period applies.
- Identify the route that opens a right to unemployment benefit.
- Place the start of the notice period, which is not where people assume.
- Apply the statutory severance scale and its change of slope at ten years.
- Use the more favourable of the two reference-salary computations.
- Handle an incomplete year pro rata by complete months.
- Place the ceilings for exemption from tax and from contributions.
- Identify the employer contribution specific to mutually agreed termination.
- Compute a reference daily salary and its reference period.
- Apply the benefit formula and its floor.
- Place the salary from which the formula overtakes the floor.
- Remember the maximum benefit durations by age.
- Identify the tapering rule and the threshold that triggers it.
The programme, module by module
Each module has its own page. Durations are derived from the actual text, never announced by hand.
- Module 19 minFree — no accountThree ways to end a contract, three different exitsWhat you will be able to do
- Tell dismissal, mutually agreed termination and resignation apart by their effects.
- Remember the notice period by length of service.
- Know when no notice period applies.
- Identify the route that opens a right to unemployment benefit.
- Place the start of the notice period, which is not where people assume.
- Module 29 minIncluded in the full courseA quarter of a month, then a thirdWhat you will be able to do
- Apply the statutory severance scale and its change of slope at ten years.
- Use the more favourable of the two reference-salary computations.
- Handle an incomplete year pro rata by complete months.
- Place the ceilings for exemption from tax and from contributions.
- Identify the employer contribution specific to mutually agreed termination.
- Module 38 minIncluded in the full courseA formula, a floor, and it is the floor that winsWhat you will be able to do
- Compute a reference daily salary and its reference period.
- Apply the benefit formula and its floor.
- Place the salary from which the formula overtakes the floor.
- Remember the maximum benefit durations by age.
- Identify the tapering rule and the threshold that triggers it.
What you take away
A handout you keep, not just a page you read. The sections are derived from the course itself: what is announced here is exactly what gets generated.
Participant handout (PDF)
PDF
- Learning objectives (3)
- Key figures (3)
- Mistakes to avoid (3)
- Official sources (3)
Exercise workbook (Word)
Word
- Learning objectives (3)
- Key figures (3)
- Mistakes to avoid (3)
- Official sources (3)
Answers live in a separate appendix: the participant handout and the workbook stay distributable before the exercise.
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Educational content, current with the sources cited. It does not replace advice tailored to your situation. These courses are neither certifying nor CPF-eligible: they prepare for no certification registered with the French RNCP or specific register.