Employment law
Contract, dismissal, leave, pay, termination: your rights as an employee in France.
Ask a free question →French employment law governs the relationship between employer and employee: the conclusion and performance of the contract, working time, leave, pay, and the termination of the contract (dismissal, resignation, *rupture conventionnelle*), plus claims before the *conseil de prud'hommes* (labour tribunal).
The employment contract creates rights and obligations for both the employee and the employer. The law and collective agreements set working time, rest, minimum pay and the conditions for termination.
A dismissal must rest on a 'real and serious cause' and follow a precise procedure (summons, preliminary meeting, notification). If you disagree, you can bring a claim before the conseil de prud'hommes. Our guides cover dismissal, the rupture conventionnelle (mutually agreed termination), severance and unemployment benefits.
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Read →Frequently asked questions
What is the difference between a dismissal and a *rupture conventionnelle*?
A dismissal is decided unilaterally by the employer and must be justified. A *rupture conventionnelle* is an amicable agreement between both parties, approved by the administration, which opens entitlement to unemployment benefits.
What can I do if I contest my dismissal?
You can first ask in writing for the reasons, then bring a claim before the *conseil de prud'hommes*. If the dismissal is found to lack a real and serious cause, you may obtain compensation.
Am I entitled to unemployment benefits after resigning?
In principle no, unless the resignation is deemed legitimate (following a spouse, unpaid wages, etc.) or is part of an approved retraining project.
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