French Employment Certificate + Final Settlement Template

Three documents, delivered on the last working day regardless of the reason for termination: the certificat de travail (employment certificate, art. L1234-19 Code du travail), the recu pour solde de tout compte (final settlement receipt, art. L1234-20), and the attestation employeur (employer's statement) transmitted to France Travail via the DSN payroll-reporting system or the France Travail employer portal. All three are due even if the employee is released from serving their notice period (dispense de preavis).

Under article L1234-19 the certificate must state: the employer's and employee's full names and addresses; the contract start and end dates (including the full notice period, whether or not actually served); each job title held with the corresponding dates; and the place and date of issue. The employer must also inform the employee of their right to continued complementary health and welfare cover (portabilite, art. L911-8 Code de la securite sociale) — this notice is in practice added to the certificate itself. One thing to omit: any DIF (Droit Individuel a la Formation) hours balance. DIF was replaced by the CPF (Compte Personnel de Formation), managed in euros by the Caisse des Depots at moncompteformation.gouv.fr.

No. Signing is entirely optional — it merely acknowledges receipt of the sums listed, not a waiver of any future claims. If the employee does sign, they have exactly 6 months from the signature date to formally contest specific amounts by registered letter. If they decline to sign, or the receipt is left undated, that 6-month window never opens and the general statutory prescription periods continue to apply.

Six months from the date of signature, by registered letter with acknowledgement of receipt (lettre recommandee avec accuse de reception) specifying the disputed amounts (art. L1234-20 Code du travail). Once validly contested, general limitation periods apply: 12 months to challenge the validity of a dismissal (art. L1235-7) or a mutual termination (art. L1237-19-8); 2 years for any other claim relating to the performance or termination of the contract (art. L1471-1); 3 years for unpaid salary claims (art. L3245-1).

Failure to issue the certificat de travail is a fourth-class contravention (contravention de 4e classe), carrying a fine of EUR 750 for an individual employer and up to EUR 3,750 for a legal entity. The employee may also bring a claim before the conseil de prud'hommes (French employment tribunal) and obtain damages if they can demonstrate actual prejudice — for example, being unable to find new work without the document.

It is 'querable' — the employer simply holds it available at the company premises on the final day of the contract; there is no legal obligation to post or courier it to the employee. In practice, employers should confirm in writing (by email or letter) that the document is ready for collection, so they have documented proof that it was made available on time if a dispute arises later.