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Negotiated termination: agreement and approval request

A negotiated termination of a permanent contract uses form cerfa 14598*01, filed through the TéléRC online service, compulsory since 1 April 2022. After at least one meeting comes a fifteen calendar day withdrawal period, then the administration has fifteen working days: its silence amounts to approval. Without that approval the termination does not exist — it is the formality that produces the effect, not the agreement alone.

Up to date for 2026 — verified on September 6, 2026Official form14598*01Guide: about 30 min

This content is part of the path: Ending an employment contract· Step 8 of 9· Next step: Employer certificate for France Travail

Deadlines

Fifteen calendar days to withdraw
From the day after signature. Where the deadline falls on a Saturday, Sunday or public holiday, it is extended to the next working day.
Fifteen working days of review
From receipt of the request by the departmental directorate. The administration's silence amounts to approval, and it is then functus officio.
Termination at the earliest the day after approval
The end date cannot be earlier. For a protected employee, it is the day after the authorisation.

Documents to prepare

  • Identity of the parties, length of service and pay over the last twelve months
  • Intended end-of-contract date, later than the approval
  • Amount of the specific compensation, at least equal to the statutory payment
  • Applicable collective agreement, where it provides better
  • Access to the TéléRC online service
Download the official form (14598*01)

The blank PDF remains downloadable from the official site. For pre-filling, we keep a copy of this public form (Licence Ouverte 2.0, source cited on the produced document).

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  • The official form itself, pre-filled with your entries. Only the boxes that match the fields below are filled in: complete the others on the form before filing it.

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Fill in the official form online

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Your details

14 digits

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5 digits

5 digits

10 digits

DD/MM/YYYY

5 digits

10 digits

4 digits

1 or 2 digits

1 or 2 digits

Whole number, up to 8 digits

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Who this applies to

  • An employer and an employee on a permanent contract who agree to end it by mutual consent.
  • Excluded: fixed-term contracts, temping, apprenticeships, the probation period and childminders.
  • Also excluded are terminations under a workforce-planning agreement or a redundancy plan. COLLECTIVE negotiated termination is a separate scheme, validated rather than approved.
  • A protected employee requires AUTHORISATION from the labour inspectorate, on a different form, outside TéléRC.

Worked example

Example: Malik, six months' service, still receives compensation

Malik leaves through a negotiated termination after six months. Had he been dismissed, he would have received no statutory compensation: that requires eight months of continuous service. Under a negotiated termination the specific compensation is due WHATEVER the length of service, pro-rated — a quarter of a month's pay per year, scaled to six months. His employer then checks whether the collective agreement provides better: if so, the higher amount applies, with no stacking.

How to fill it in, step by step

  1. Hold at least one meeting. The employee may be assisted by a colleague, a staff representative or an adviser on the prefectoral list; the employer may only be assisted if the employee is.
  2. Sign the agreement and give a copy to EACH party: failure to do so is a ground of nullity.
  3. Let the fifteen calendar days of withdrawal run: the approval request can only be filed once they have expired.
  4. File the request on TéléRC. Paper filing with the administration remains possible for a party unable to use the online service.
  5. Wait for approval, express or tacit, then end the contract at the earliest the following day.
  6. Hand over the end-of-contract documents: the France Travail certificate, the work certificate and the final settlement receipt.

The form, line by line

Specific compensation
It cannot be lower than the statutory redundancy payment: a quarter of a month's pay per year up to ten years, a third beyond, with part-years pro-rated. The reference pay is the more favourable of the twelve-month and three-month averages.
No length-of-service condition
This is the major difference from dismissal, which requires eight months of continuous service. Under a negotiated termination the compensation is due from the first month, pro-rated.
More favourable collective agreement
Where a collective agreement, the contract or custom provides better, the higher amount applies — with no stacking on the statutory minimum.
End-of-contract date
It is stated on the form and cannot precede the day after approval. It also triggers the handover of the end-of-contract documents.

Good to know

  • The employer contribution on the part exempt from social contributions rose from 30% to 40%: article 15 of the 2026 social security financing act replaced the rate in article L137-12 of the Social Security Code, in force on 31 December 2025. ⚠ That article contains NO transitional provision, unlike the 2023 reform which expressly covered terminations after 1 September: the exact effective date is an open point, to be confirmed with the Urssaf.
  • The CSG-CRDS exemption takes the SMALLER of two ceilings — the statutory or contractual amount, and the part already exempt from contributions — whereas the contributions exemption takes the LARGER of three amounts. The two regimes are built in opposite directions: a generously negotiated payment can be exempt from contributions yet subject to CSG-CRDS on the whole above-statutory part. The computation is made without the 1.75% abatement that applies to salaries.
  • Litigation falls exclusively to the labour court: informal, hierarchical and administrative appeals are excluded.
  • This page covers the PROCEDURE and the computation. Questions of characterisation — defective consent, reclassification as an unfair dismissal, how much to negotiate — belong to a lawyer or to the employee's adviser.

Common mistakes

  • Quoting an employer contribution of 30%: the rate has been 40% since late 2025. On a €40,000 payment entirely exempt, the difference in employer cost is €4,000.
  • Filing the approval request before the withdrawal period has expired.
  • Forgetting to give each party a copy of the agreement.
  • Setting an end date earlier than the day after approval.
  • Believing the compensation requires eight months' service: that condition belongs to dismissal, not to negotiated termination.
  • Relying on unemployment durations shown by a page predating 1 September 2026: they were reduced for contracts ended from that date.

Frequently asked questions

Is the online service compulsory?

Yes, since 1 April 2022: the approval request is made through the online service. Two exceptions remain — a party unable to use it may file the paper form with the administration, and a protected employee requires authorisation from the labour inspectorate on a different form.

What if the administration does not reply?

Its silence at the end of the fifteen working days amounts to approval, and it is then functus officio. This is a case where silence means acceptance, unlike the general tax rescrit.

What is the minimum compensation?

It cannot be lower than the statutory redundancy payment: a quarter of a month's pay per year of service up to ten years, a third beyond. But unlike dismissal, no length-of-service condition applies — it is due from the first month, pro-rated. Where a collective agreement provides better, that amount applies.

Is the compensation taxable?

The part matching the statutory or contractual amount is exempt from income tax; above that, the exemption is capped. Major exception: where the employee is entitled to draw a pension, the compensation is taxable from the first euro.

Does it give entitlement to unemployment benefit?

Yes: a negotiated termination is an involuntary loss of employment and gives entitlement under the ordinary conditions. Two caveats: maximum benefit durations were reduced for contracts ended from 1 September 2026, and the above-statutory part of the payment triggers a specific deferral, capped at one hundred and fifty calendar days.

Go further

Compute the related amounts

Understand this form: the related course

Related forms

Official sources

Read in French

Guide and document provided for information purposes only; they do not constitute personalised legal or tax advice. Check the recipient organisation's requirements and consult a professional if needed.