Economic dismissal: notice of dismissal and termination of the employment contract

Yes, the employee must in principle give notice. The contract is not interrupted from the notification economic dismissal.

However, the employee does not give notice in the following cases:

• Waiver of notice by employer. In this case, the employee does not work. He is paid by the employer as if he had worked until the end of the notice period.
• Acceptance by the employee of professional security contract (CSP), of a reclassification leave or a mobility leave.

Economic dismissal is notified by registered letter with acknowledgement of receipt.

The date of 1^re submission of this letter by the post office sets the starting point for the notice of termination.

At the end of his employment contract, the employee receives his last salary.

Where the following conditions are met, he shall also receive the following allowances or sums:

• Severance pay
• Compensation for notice
• Compensatory allowance for paid leave
• Additional allowance called supralegal (especially in the case of job protection plan or voluntary departure plan)
• Financial contribution provided for in the event of non-compete clause.

The employer shall provide the following documents to the employee:

• Work Certificate
• Attestation France Travail (formerly Pôle emploi)
• Receipt for balance of any account.