Dismissal of a staff member

Verified 09 October 2026 - Public Service / (Prime Minister)

The grounds on which an official, trainee or incumbent may be dismissed are listed by law. The procedure to be followed by the employer's administration differs depending on the reason given. We present the regulations applicable according to your public service (State - FPE, territorial - FPT, hospital - FPH).

EPF

Grounds for dismissal

You may be terminated for any of the following reasons:

  • Refusal of the position(s) proposed for your reinstatement at the end of an availability period
  • Occupational insufficiency: it consists of the inability to perform the duties corresponding to a grade in relation to the capacities which the administration is entitled to expect of an official of that grade. Insufficient work can be characterized by the lack of rigor in the execution of tasks, the slowness and mediocrity of the work carried out, the inability to work as a team, etc.
  • Refusal, without good reason relating to health status, of the post or posts proposed at the end of sick leave, long-term sick leave or long-term leave.

Please note

The dismissal of a teacher may also occur after refusal of the position proposed for his reintegration following his placement in a position of non-activity to pursue or complete studies of professional interest.

Procedure for dismissal

The procedure varies depending on the reason for dismissal:

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Refusal of proposed position(s) at the end of a standby period

You're fired if you successively refuse 3 positions proposed for your reinstatement at the end of an availability granted for one of the following reasons:

  • Personal Suitability
  • Create or resume a company
  • Studies or research of general interest.

You can also be dismissed if you refuse to be reinstated to the 1re job vacancy in your original body at the end of an availability granted for any of the following reasons:

  • Raising a child under 12
  • Caring for a dependent child, your spouse or partner Civil partnerships: titleContent, to one ascending as a result of an accident or serious illness or a disability requiring the presence of a third party
  • Follow your Civil partnership or partner who is forced to move for work reasons.

The dismissal is pronounced after consultation of the CAP: titleContent.

You are not entitled to no severance pay.

You can perceive the unemployment benefits if you meet the requirements.

Occupational insufficiency

Dismissal for incompetence shall be pronounced after application of the disciplinary procedure : information letter from your employer administration on the procedure initiated, right to consult your individual file and to the assistance of a lawyer of your choice, consultation of the disciplinary board before the decision to dismiss.

You are entitled to severance pay.

You can perceive the unemployment benefits if you meet the requirements.

Refusal of proposed post(s) at the end of sick leave

You are dismissed if you refuse the position or positions offered at the end of sick leave, long-term sick leave or long-term leave without good reason related to your health.

The dismissal is pronounced after consultation of the CAP: titleContent.

You are not entitled to no severance pay.

You can perceive the unemployment benefits if you meet the requirements.

Grounds for dismissal

You may be dismissed during the probationary period for any of the following reasons:

  • Professional insufficiency: professional insufficiency consists in the inability to perform the duties corresponding to a grade in relation to the capacities which the administration is entitled to expect from an official of that grade. Insufficient work can be characterized by the lack of rigor in the execution of tasks, the slowness and mediocrity of the work carried out, the inability to work as a team, etc.
  • Disciplinary misconduct
  • Permanent incapacity at the end of sick leave (paid or unpaid).

Procedure for dismissal for incompetence

Dismissal for professional insufficiency can only occur if you have completed at least half of the normal duration of the traineeship.

Your employer administration must inform you that you have the right to request the disclosure of your entire personal file.

You must have enough time to read it.

You also have the right to obtain disclosure of any document on which your administration bases its decision, even if it is not in your individual file.

The decision to dismiss for professional insufficiency shall be taken after the CAP: titleContent, unless your professional competence is to be assessed by a jury.

You are not entitled to no severance pay.

If you are a full-time employee in another body or job, your probationary secondment is terminated and you are reinstated in your home administration.

If not, you can perceive the unemployment benefits if you meet the requirements.

FPT

What are the grounds for dismissal of an incumbent official?

You may be terminated for any of the following reasons:

  • Refusal of 3 positions proposed for your reinstatement at the end of an availability period
  • Occupational insufficiency: it consists of the inability to perform the duties corresponding to a grade in relation to the capacities which the administration is entitled to expect of an official of that grade. Insufficient work can be characterized by the lack of rigor in the execution of tasks, the slowness and mediocrity of the work carried out, the inability to work as a team, etc.
  • Refusal, without good reason relating to health status, of the post or posts proposed at the end of sick leave, long-term sick leave or long-term leave
  • End of support by a management center or CNFPT: titleContent or refusal of jobs offered.

Procedure for dismissal

The procedure varies depending on the reason for dismissal:

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Refusal of 3 positions proposed at the end of a standby period

You're fired if you refuse 3 positions offered for your reinstatement at the end of an availability.

The dismissal is pronounced after consultation of the CAP: titleContent.

You are not entitled to no severance pay.

You can perceive the unemployment benefits if you meet the requirements.

Occupational insufficiency

Dismissal for incompetence shall be pronounced after application of the disciplinary procedure : information letter from your employer administration on the procedure initiated, right to consult your individual file and to the assistance of a lawyer of your choice, consultation of the disciplinary board before the decision to dismiss.

You are entitled to a severance pay unless you meet the conditions to be entitled to a full rate pension.

Its amount is calculated according to the following formula:

[(Gross index salary of the last month of activity + Residence allowance + Family salary supplement) x 3 / 4] x Number of years of service valid for retirement (up to 15 years)

The amounts of the index salary, the residence allowance and the family salary supplement taken into account are those in force at the time of dismissal.

Severance pay is subject to contributions and taxable on income.

You can perceive the unemployment benefits if you meet the requirements.

Refusal of proposed post(s) at the end of sick leave

You are dismissed if you refuse the position or positions offered at the end of sick leave, long-term sick leave or long-term leave without good reason related to your health.

The dismissal is pronounced after consultation of the CAP: titleContent.

You are not entitled to no severance pay.

You can perceive the unemployment benefits if you meet the requirements.

End of support by a management center or CNFPT: titleContent or refusal of proposed jobs

When you are supported by a management center or the CNFPT: titleContent in particular following the removing your job, you are dismissed if you refuse 3 job offers of his grade, full-time or non-full-time depending on the nature of your original job. Only one offer from your community or your home institution is taken into account in the count of these 3 refusals.

If you are a public servant of category C, the jobs offered must be in the department where you were previously employed or in a neighboring department.

If your job has been terminated due to a delegation of service to a business that is a concessionaire or a farmer and you have refused to be seconded to that business to take up a job similar to your previous job, you will be dismissed if you refuse 2 offers of employment of that grade, either full-time or non-full-time, depending on the nature of your original job.

You are dismissed if you have not found a job after the 10-year period of support by a management center or the CNFPT.

You may also be dismissed during the course of your treatment in the event of repeated non-compliance with your obligations (carrying out the orientation, training and evaluation actions defined in your personalized project of return to employment, report every six months of your job search, applications, recruitment interview certificates, etc.).

You are not entitled to no severance pay.

You can perceive the unemployment benefits if you meet the requirements.

Grounds for dismissal

You may be dismissed during the probationary period for any of the following reasons:

  • Professional insufficiency: professional insufficiency consists in the inability to perform the duties corresponding to a grade in relation to the capacities which the administration is entitled to expect from an official of that grade. Insufficient work can be characterized by the lack of rigor in the execution of tasks, the slowness and mediocrity of the work carried out, the inability to work as a team, etc.
  • Disciplinary misconduct
  • Permanent incapacity at the end of sick leave (paid or unpaid).

Procedure for dismissal for incompetence

Dismissal for professional insufficiency can only occur if you have completed at least half of the normal duration of the traineeship.

Your employer administration must inform you that you have the right to request the disclosure of your entire personal file.

You must have enough time to read it.

You also have the right to obtain disclosure of any document on which your administration bases its decision, even if it is not in your individual file.

The decision to dismiss for professional insufficiency shall be taken after the CAP: titleContent, unless your professional competence is to be assessed by a jury.

You are not entitled to no severance pay.

If you are a full-time employee in another body or job, your probationary secondment is terminated and you are reinstated in your home administration.

If not, you can perceive the unemployment benefits if you meet the requirements.

FPH

What are the grounds for dismissal of an incumbent official?

You may be terminated for any of the following reasons:

  • Refusal of 3 positions proposed for your reinstatement at the end of an availability period
  • Occupational insufficiency: it consists of the inability to perform the duties corresponding to a grade in relation to the capacities which the administration is entitled to expect of an official of that grade. Insufficient work can be characterized by the lack of rigor in the execution of tasks, the slowness and mediocrity of the work carried out, the inability to work as a team, etc.

Procedure for dismissal

The procedure varies depending on the reason for dismissal:

Répondez aux questions successives et les réponses s’afficheront automatiquement

Refusal of 3 positions proposed at the end of a standby period

You're fired if you refuse 3 positions offered for your reinstatement at the end of an availability.

The dismissal is pronounced after consultation of the CAP: titleContent.

You are not entitled to no severance pay.

You can perceive the unemployment benefits if you meet the requirements.

Occupational insufficiency

Dismissal for incompetence shall be pronounced after application of the disciplinary procedure : information letter from your employer administration on the procedure initiated, right to consult your individual file and to the assistance of a lawyer of your choice, consultation of the disciplinary board before the decision to dismiss.

You are entitled to a severance pay unless you meet the conditions to be entitled to a full rate pension.

Its amount is calculated according to the following formula:

[(Gross index salary of the last month of activity + Residence allowance + Family salary supplement) x 3 / 4] x Number of years of service valid for retirement (up to 15 years)

The amounts of the index salary, the residence allowance and the family salary supplement taken into account are those in force at the time of dismissal.

The severance pay shall be paid in monthly installments equal to the maximum of the last remuneration received.

Severance pay is subject to contributions and taxable on income.

You can perceive the unemployment benefits if you meet the requirements.

Grounds for dismissal

You may be dismissed during the probationary period for any of the following reasons:

  • Professional insufficiency: professional insufficiency consists in the inability to perform the duties corresponding to a grade in relation to the capacities which the administration is entitled to expect from an official of that grade. Insufficient work can be characterized by the lack of rigor in the execution of tasks, the slowness and mediocrity of the work carried out, the inability to work as a team, etc.
  • Disciplinary misconduct
  • Permanent incapacity at the end of sick leave (paid or unpaid).

Procedure for dismissal for incompetence

Dismissal for professional insufficiency can only occur if you have completed at least half of the normal duration of the traineeship.

Your employer administration must inform you that you have the right to request the disclosure of your entire personal file.

You must have enough time to read it.

You also have the right to obtain disclosure of any document on which your administration bases its decision, even if it is not in your individual file.

The decision to dismiss for professional insufficiency shall be taken after the CAP: titleContent, unless your professional competence is to be assessed by a jury.

You are not entitled to no severance pay.

If you are a full-time employee in another body or job, your probationary secondment is terminated and you are reinstated in your home administration.

If not, you can perceive the unemployment benefits if you meet the requirements.

FAQ