Conversion Leave

The conversion leave provides for actions to promote reclassification the employee whose economic dismissal is envisaged. The latter may benefit from the following:

• Support for a reclassification support structure
• Evaluation report
• Training or adaptation measures with a view to rapid reintegration into the labor market.

The employee may be granted conversion leave if all of the following conditions are met:

• Consideration of abolishing its use
• Signature by the company of a conversion leave agreement with
• Volunteering of the employee to join this leave.

The employer determines the length of the leave.

The leave has a duration minimum of 4 months.

It corresponds at least to 65% the average gross remuneration for the last 12 months preceding the start of leave.

At a minimum, the amount of the allowance must reach €10.22 per hour, multiplied by the collective working time fixed in the company (i.e €1,549.58 if the company applies the 35 hours).

Yes, during the period of conversion leave, the employment contract is suspended. The employee is therefore exempt from activity in his company during this period.

If the employee has not found a new job during the leave, the employer may dismiss him or her for economic motive.