Employment & Human Resources

Yes, termination is free and requires no grounds, subject to compliance with a notice period (24 hours to 1 month depending on length of service). Caution: the termination must not be abusive (discriminatory grounds, manifest brutality). Properly documented, a termination during the probationary period is difficult to challenge.

It depends on the number of dismissals: individual dismissal (preliminary meeting, reasoned letter, priority for rehiring), collective dismissal of fewer than 10 employees (consultation of the CSE), or a redundancy plan (PSE) for companies with 50+ employees dismissing 10 employees over 30 days. The redeployment obligations are central.

There is no notice period in the strict sense, but a regulated timeline: a meeting, a 15-day withdrawal period, then approval by the DREETS (15 days). In total, 4 to 6 weeks minimum between signature and the effectiveness of the termination. The departure date is free after approval.

Document all practices: expense claims, benefits in kind, day-rate arrangements, overtime, potential recharacterisations (interns, freelancers). Carrying out a prior audit with a lawyer makes it possible to identify the risks and prepare the arguments. A poorly prepared audit can cost several years of reassessment.

It is a company agreement allowing working time, remuneration, or professional/geographical mobility to be adjusted to meet the company's operational needs. An employee who refuses its application to their contract may be dismissed on a specific (sui generis) ground.